Planning, Recruitment, and Selection of Workforce

Labor Demand and Supply in the Police Department 

Factors influencing labor demand of police officers from the given scenario include staff shortage, need to reduce crime and to avoid overworking the current team. After the election, the city’s mayor vowed to reduce the crime rate by using police patrol, but the available team was forced to work overtime. There is a need to have more police officers to ensure job rotation and ovoid overworking the employees. From the assessment, an estimated 25 new officers are required to fill the existing gap of job demand and staff available. The new employees will allow the police department to work in shifts and avoid overworking the team. 

Three factors influencing the supply of police officers is the increased demand, Overpayments of officers for working overtime, and increased training of the officers. The need for police officers intensified after the newly elected mayor pledged to bring down the rate of crime in the city. The mayor’s sentiments increased the demand, which subsequently led to an increased supply of applicants. The short term remedy was to use the available team to work overtime, which led to an increase in the number of hours worked that led to employee overpayments. Overpayments of employees increase the supply of interested employees. From the data available, there is an increased supply of officers from different departments of the law enforcement because of the high rate of training. 

Police Officers’ Recruitment Plan 

The objectives for officer recruitment is to increase employees’ pool, getting the best human resources available, and developing a strong human resource procedure in the company. As it stands, there is a shortage of police personnel in the city, and thus, the main objective is to fill the gap by recruiting more police officers. The recruitment is done to get the best officers to get the work done. 

The table below provides data that will be used in the calculation of the number of applicants needed to produce 25 viable candidates for the available positions. 

For a pool of 43 applicants, the decision to hire and job offer only selected 13 individuals. To get 25 employees, the pool candidates are as below: 

43 applicants = 13 hired employees 

? Applicants = 25 hired employees 

43*25 /13 = 82.6. A pool of 83 applicants is required to get 25 employees. 

From the table above, two types of individuals that the recruitment should target include the military police and criminal justice graduate. The department seems to require military police. From the table above, for every five military police applicant candidates, three are hired for recruitment. For every ten criminal justice graduate applicants, five were hired, which indicates a higher ratio of employees selected from this department. The reason for this selection is the high rate of selection from each of the target groups. The target group can be reached using the mathematical approach to decide the employees needed in each target group and advertising more positions for the group with the most need employees. The second process of reaching the target group is through the use of a person/organization match method. The approach matches the character and abilities of a person to the culture of the hiring organization. 

Police Officers Selection Plan 

Target candidates can be selected through assessment centers, structured interviews, and work-related and ability tests ( Breaugh, 2016) . The best selection method for police officers is the assessment centers. All the applicants are subjected to a situation that reflects the reality of the job and organization. The tasks offered at the assessment centers should come with job descriptions and the specifications of an individual. The police officer to undergo various tests such as shooting tests, security drills, and so forth. Assessment centers give the recruiting team an opportunity to assess the multiple capabilities of the applicants in all areas. Specifically, structured interviews for each target group to determine their knowledge in the various parts of their training and work experience. The officers will be tested on work and ability tests. The work tests evaluate the multiple areas that pertain to the work indented for a person while the ability tests evaluate the different capacities of each individual. 

Knowledge, skills, and abilities, and task-based assessment approaches are to be applied in assessing the strength of the applicants. KSA assessments, including personality, cognitive ability, integrity, and biography data tests would be included. The assessment collects vital information about an individual’s strengths, skills, and knowledge in different areas that are key to doing police work ( Pulakos, 2005) . Task-based approaches, including tests such as situation judgment, physical ability, and work sample, will be used to assess applicants' suitability for the vacant available. Task-based assessments evaluate the suitability of an individual in a given job. 

During the recruitment process, the interviewers must undertake the applicants or interviews under various background verification checks. These checks require the applicants to answer basic questions about themselves with obvious truth. Polygraphs and Computer voice stress analysis tools will be used for background verification checks. The primary reasons for using these checks are to help verify the applicant's correct information, to detect leads to investigate and to encourage the candidates to share information that would be uncomfortable to disclose in a standard interview. The polygraph background check is done after the various form of section and assessment. It is an approach used to check whether the information provided by applicants during the recruitment process is true or false. CVSA is done during the interview, and it is stored and analyzed later when the recruitment process is already over ( LaPedis, 2018) . 

Multiple methods can be applied to evaluate recruitment and selection plan approaches effectiveness. These methods include determining the overall internal satisfaction, quality of each hire, cost per hire, and analyzing valuable recruiting ratios. Surveys can be used in the department to evaluate the comfort of other persons within the department. Through the first few weeks to the first year after hiring the quality of each hire should be tracked. Some of the things to track during these first days include attendance records, productivity, managerial reviews, and turnover rates. It is essential to measure the total cost of each of the employees hired by the police department. Such charges include costs of advertising, tools of assessment, hours spent on the recruiting process, and so forth. The cost of hiring should be minimal. Recruiting ratios can be used to analyses data collected at each stage of talent acquisition. From the data collected, various rates can be derived and also can be used to evaluate resources used at each stage of recruitment. 

References 

Breaugh, J. (2016). Talent acquisition: A guide to understanding and managing the recruitment process. Society of Human Resource Management. Available at the SHRM website: https://www. shrm. org/hr-today/trends-and-forecasting/special-reports-and-expert-views/documents/talent-acquisition-recruitment. pdf . 

LaPedis, R. (2018). Why the detection of deception is an essential part of the law enforcement hiring process. Retrieved from https://www.policeone.com/police-products/human-resources/articles/482220006-Why-detection-of-deception-is-an-essential-part-of-the-law-enforcement-hiring-process/ 

Pulakos, E. D. (2005). Selection assessment methods: A guide to implementing formal assessments to build a high-quality workforce . SHRM Foundations.