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Workforce Planning, Recruitment, & Selection

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A1. Multiple factors influence labor demand for police officers. Some of those factors include; current police force demographics, reducing overtime, and level of crime. 1. Firstly, the current demo... graphics of the department greatly influence the labor demand. According to the Memo on the Proposed Employee Referral Plan, the average age for a current officer is 45 years. This results in 24% of the current police force becoming eligible to retire within the next 5 years. Therefore, it is extremely important to hire new officers immediately due to the high potential for employee turnover. 2. Secondly, the mayor has promised relief to the community due to the overall increase in crime. He plans to combat this rise in crime by increasing the number of officers employed by the department. The officers will be placed throughout the community in certain high-crime areas. 3. Lastly, the police department has been under examination concerning excessive overtime usage. This issue has been presented publicly and is now a major concern to the community and the mayor. A2. Many factors influence the labor supply for the police department. According to the memo on proposed employee referral plan, some of those factors include; the lack of qualified candidates, climate and the local economy. 1. One factor is the lack of qualified candidates. To join the police department, applicants must qualify by having experience in policing, corrections, or security. Without it, they are required to have an associate degree in criminal justice. 22. A second factor is the uncontrolled climate. The cold, unforgiving winters and extremely warm summers in the northeast make it difficult to attract candidates. 3. The final factor influencing labor supply is the local economy. From tuition to the cost of living, the prices are too high. Local colleges & Universities tuition fees are among the highest in the nation. The cost of living is also among the highest in the nation. Also, the state imposes high property, sales, and income tax rates which has a negative impact on the ability to hire new officers. The high economic cost discourages people from moving into the city and maintaining a residence. B1. 1. Decrease the time span for job acceptance by increasing the number of qualified referral candidates. 2. Utilizing the realistic job description of City Police Officer by reducing turnover rates with the new hires. 3. Reach 25 new positions filled by the end of the recruitment period by increasing the number of internal and external applicants. B2a. 3 Target Group Yield Ratio Military Police 60 Correction Officer 11 Security Guard 0 Criminal Justice Graduate 50 Other Police Departments 80Military Police 5, 3 = 3/5*100 = a yield ratio of 60% Corrections Officers 9, 1= 1/9*100 = a yield ratio of 11% Security Officers 14, 0= 0/14*100 = a yield ratio of 0% Criminal Justice Graduate 10, 5= 5/10*100= a yield ratio of 50% Other Police Departments 5, 4 = 4/5*100 = a yield ratio of 80% [Show More]

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