C234 Task 1 Tim Fraim PDF

Preview

Summary

Download C234 Task 1 Tim Fraim PDF

Description

C234 Task 1 Workforce Planning: Recruitment and selection

Tim Fraim

Western Governors University

WGU Student ID #000697420

C234 Task 1 Workforce Planning: Recruitment and selection

A.

Factors in the internal and external labor market that influence the supply of and demand for police officers. 1. According to the Memo on Proposed Employee Referral Plan, factors that are influencing labor demand include:  The Average age of Police Officers is 45 years old while 24% of those Officers will be eligible to retire in the next five years. It is critical for the mid-term and long term planning of this department to hire new and younger officers due the increasing turnover that is taking place within the next few years.  One quarter of the Officers will have to be replaced due to the union contract officers have that allows promotion from within. The department has been accused of excessive use of overtime already. This will demand an even greater number of officers to be recruited otherwise this department will be severely understaffed and over worked.  The mayor has made promises to this community to lower crime and increase the number of officers on the streets. If the department does not increase the number of new recruits not only will the current officer be working in high crime areas the so will new recruits coming in which can make it hard to retain Officers.

A.

Factors in the internal and external labor market that influence the supply of and demand for police officers. 2. According to the Memo on Proposed Employee Referral Plan, factors that are influencing supply include:  



B.

Tuition fees for both private and public schools are the highest in the nation. So students out of high school who need a job and want to go to school are doing so out of state. The state has one of the highest cost of living in the nation. So as students go out of state for school they are not returning. It is not just students, people of all age categories for leaving the state to take up residence elsewhere. This is leaving a large gap in the labor supply market. While the cost of living is high causing people to leave the state, it also is not a favorable location for people to move to. The states being in the Northeast has cold, harsh winter as well as warm summers.

Recruitment Plan for Police Officers 1. Recruitment objective for the organization according to: Data on Recruitment Sources and Methods.” 



As it is already difficult to attract new recruits to the department in this state, a good recruitment objective would be to retain any recruits that are obtained and qualified, because these recruits are critical human capital. A good objective would be to retain 7585% of new recruits. An important aspect to the recruitment objective is the timeframe in which they need recruits. Since there is not a lot of time due to the fact that Officers already are working an excessive amount of overtime and the time it takes for training and application

C234 Task 1 Workforce Planning: Recruitment and selection



processes, it would be good to try in add 12 candidates in the next 3 months. This would help get some movement on the process and get some new recruits hired and alleviate the officers doing excessive overtime. Another recruitment objective would be to track the internal applicants vs. the referrals. The department needs to increase it’s employee referrals and the conversion rate of referrals into hires. The department is launching a new employee referral program so it will be critical to track and see what is producing quality candidates.

 2. Recruitment Strategy A. Targeted Groups Target Step 1: Group Applicatio n (number of candidates)

Military Police Corrections Officer Security Guard Criminal Justice Graduate Other Police Departments

Step 2: Step 3: Step 4: Step 5: Step 6: Screening Selection On-site Background Hiring Interview Testing Interview & Drug Decision & (number of (number of (number of Check Job Offer candidates) candidates) candidates) (number of (number of candidates) candidates )

5

5

5

4

4

3

9

7

3

2

1

1

14

10

7

3

2

0

10

9

8

7

7

5

5

5

4

4

4

4

Producing 25 Viable Candidates it will require 36 applicants, using Military Police and Other Police Departments. By taking the number from each source which is 7, divide that by 5 applicants from each source and this equals 10 so the combined yield ratio is 70%. Then divide 25 by .70 which is 35.7 rounded to 36 applicants to yield 25. B. Recommended two types of target groups who should be targeted.  I would recommend using Military Police and Other Police Departments.

Yield Ratio

60% 11.1%

0% 

Military Police Justifications Militry Police have a 60% yield ratio which is the second highest and makes them viable applicants.

50%

80%

C234 Task 1 Workforce Planning: Recruitment and selection

  

They are familiar with law enforcement work and would not require a great amount of training. Other Police Department Justification Other Police Departments have and 80% yield ration which makes the most viable candidates for the job. They are already trained and ready for the job, they would just need a transfer would lower the cost of training and would be able to help the department the quickest.

3. Effective =methods for reaching each target group.

 

 

C.

Military Police An effective way to reach Military Police would be to put a job posting in job forums for Military personnel and regular job sites as well. This could help ensure reaching target candidates. Referrals would be another way to reach viable candidates. Many law enforcement officers have come out of the military or know military personnel, which would make referrals a viable way to reach them. Other Police Departments Since police officers are unionized, announcements police associations and union meetings could be a great way to get candidates that may just want a change and want to move. This would also encourage more referrals form officers to other officers. Another way would be to reach post on other police union sites in other regions to get a wider job applicant reach. This could be officers in more populated regions who want more hours that they can’t get in their region. Selection Plan for Police officers

1. Recommend three selection methods for all target candidates   

I would recommend and Application with a resume submission. I would recommend a selection of Refence Checks. I would recommend a screening interview as well as a team interview.

a) Justification each Recommendation  I recommend and Application and Resume submission because it is important to gather all the information about an applicant as possible. Applications and Resumes are not overly complicated and are generally used everywhere for jobs. The application and resume and help to see the Knowledge, Skills and Abilities the applicant may possess for the job.  A reference check is a critical component to the selection process. This is the tense job that requires quick and careful decision making as well as and strict code of conduct. A reference check and help to know if the applicant is capable of interacting with the public and can hold to the high standards of conduct.  A screening interview is one of the first steps in knowing if the candidate has the KSA’s and TDR’s to perform the job. This will quickly help you eliminate unqualified candidates. Police officer are not only required to work with the public but they must also work as a team in the

C234 Task 1 Workforce Planning: Recruitment and selection

department. A team interview can help assess if the candidates are able to work and communicate in a team and is a great way for the candidate to know how the department works.

2. Describe Two selection test  A basic Exam for Police Officers is recommended. Not just to make sure they have the proper KSA’s know traffics laws, and different cites have different ordinances that outside hires and even inside hires may not be familiar with. This would help ensure they know them. It would be need to be a standard test for all the applicants.  The job description of city police officers requires that they can run 2 miles in 20 minutes, drag 75 pound weight 50 yards, and acrry 50 pound weight 200 feet. Physical fitness exam should be given to ensure that new recruits and hires are physically capable of doing the job. 3.

Background verification check and when they should take place in the selection process  

A background verification check should be given to ensure the applicant has a valid driver license and has not had any moving violations in the past three years. A valid driver license and driving history could be given when the application i submitted.



A background verification check should be given to ensure the applicant has knowledge of first aid and CPR as required on the job description.



A First aid and CPR completion card could be handed in with the application and resume.

4. Methods of evaluating overall effectiveness of recruitment and selection plan.    

One method would be to use hiring analytics to identify productive sources for finding candidates. Analyze all the recruiting ratios during each stage of the selection process. Analyze the cost per hire and know what it cost to reach qualified candidates. Track the first year success of each candidate to know the quality of each hire....