Introduction
In this competitive business market, the success of an organization depends on the intangible assets of human resources and intellectual capabilities. The economic analysis of crime has brought forward the importance of human resources in the police department of any region. Hence, it is important to understand the need for the workforce, planning, recruitment and selection process in a police department to enhance the capability of the organization to control crime in the region. The report discusses the external and internal factors influencing the demand and supply of labor in the police department. Along with that, the report also emphasizes on the recruitment and selection process of the police department to meet the growing needs.
External and internal factors influencing the labor market
Factors influencing labor demand
Like any other industry, there are several factors that affect the labor demand in the police department. The three most important factors are discussed in the following points given below:
Crime Rate: The crime rate in the region is the most important factor that influences the demand for labor in the police department. The police officers are responsible for controlling the crime in a region. Hence, with increased crime rate in the area, the demand for police officers increases. Therefore, it can be said that the rate of crime in a place influences the demand for labor in the police department.
Population mobility: The population in the USA has been increasing with newborn and increased immigration in the nation. With growing population, the crime rate also increases because of high unemployment (Lee). Hence, it can be said that demand for labor in the police department is directly proportional to the population of the region.
Financial Factor: The financial factor is another influencing element of demand for labor in the police department. It can be seen from the study that the overtime rate is high that is leading to increasing in expenses of the police department (Broadway, Hilimire and Corballis). Hence, the demand for new officers increases with the increasing cost of operations.
Factors influencing labor supply
There are several factors that influence the supply of supply of labor in the police department. Three major factors that influence the labor supply are discussed in the points given below:
Unemployment rate: The unemployment of the nation is the most important factor that influences the labor supply in the police department. With some unemployed people in the nation, the rate of supply also increases. The rate of supply decreases with a decrease in the unemployment rate. Hence, it can be said that like other industries, the unemployment rate plays an important role in influencing the supply of labor in the police department.
Police recruitment advertising: The common people cannot know about the vacancies with seeing the advertisement for the police recruitment. Hence, the police recruitment advertisement also influences the supply of labor in the police department. There is a need for proper advertisement to reach the target audiences to increase the supply of labor.
Work capability of labor: A person must possess special capabilities to become a police officer. A person must be physically fit and strong enough to be a police official. He/she must be of sound mind and have proper knowledge and skills. Hence, the work capability of the people influences the supply of labor in the police department.
Recruitment Plan
Recruitment objectives
The three main objectives of the recruitment plan are discussed in the following points below:
Enhance workforce: The recruitment plan has been set to enhance the workforce of the police department. The plan will help to effectively recruit new officers for the post of patrol officers and traffic officers.
Reduce overtime: The recruitment plan will reduce the burden of overtime that is performed by the current number of officials in the department (Park). New officers will be selected to reduce the pressure of work.
Control crime: The increased number of police officers will help to control the crime in the region.
Recruitment strategies
Size of Applicant pool
There is a requirement of around 25 police officers at present situation. Hence, according to the prior ratios it can be seen that out of every five applicants only four are selected and offered for the job. Hence, to choose 25 police officers, the applicant pool size must be around 38 to 40 applicants. Along with that, the length of the applicant pool will be around 15 days during which the application will be accepted from different people. All candidates selected from police departments in other states will undergo a training session of 12 weeks. Along with that, fresh candidates will have a training session of 12 to 14 months.
Types of individuals to be targeted
The two different types of individuals who will be targeted for the job are presented in the points given below:
Individuals from other police departments within the state: The individuals from other police departments within the state can be targeted for the job. These individuals are already trained and have experience in working as a police officer. Hence, it is a better idea to select individuals from other police departments.
New candidates: The second targeted individual groups are the new candidates who want to become police officers. It will be a lengthy process because it needs time to train them and get them ready for the job.
Effective methods for reaching the target groups
Two significant methods for reaching out to the target groups have been described in below section.
Electronic job posting: In the case of recruiting the officers from different police departments, the organization can utilize electronic job posting. Through electronic job posting, officers from different police department can be contacted to become available for the selection process (Semykina). Online process has made it easy for the employers to select the right person for the responsible job.
Newspaper advertisement: In the case of reaching to the new candidates or unemployed graduates, newspaper advertisement can be a useful method for the employers. Prominent advertisement with proper requirements can bring newly eligible candidates to be available for the police selection.
Selection Plan
In this very segment, a complete selection plan of police recruitment process has been presented that includes selection methods, selection tests, and other necessary agents.
Selection methods
As far as selection methods are concerned with police selection, interview and tests are possible the most suitable tests. Considering the job responsibility, these two methods can be fully justified.
Interview: In the selection process, interview of the candidates can be termed as one of the most effective methods to identify the knowledge and capabilities regarding the job. Through screening interview, the employers can significantly judge whether a candidate can be suitable for the job. The discussion and interaction with the candidates can also reveal the opinion and views of them regarding the job. As a result, interview method must be added in the selection process.
Test: In order to select the right candidate for police recruitment, some tests of candidates must be mandatory. For instance, physical test, medical test, a test of candidate’s qualification and knowledge, medical tests can be taken to confirm the eligibility of the candidature.
Background Verification: In the selection methods, background verification is also a valuable prospect. For a responsible job as a police officer, the candidates must prove them honest and loyal to the country and public. Therefore, the employers must check the background of the candidates from reliable sources before selecting them as a police officer.
Selection tests
In the case of selection test, two of the essential test must have been performed by selecting a candidate from the selection pool.
Medical Test: The medical test is one of the most significant tests before recruiting a candidate as a police officer. The mental strength and physical capabilities of the interviewers can be fully judged by the test results. As the role of a police officer is very essential for the society, the candidates must prove their physical and mental strength before selecting them as officers.
Written Test: On the other hand, written test of the candidates can show the qualification and knowledge pool of the applicants. Considering the outcome of the written test, it will be easier to choose the most appropriate candidates.
Background verification
Selection of police officers is one of the most responsible jobs for the employers regarding the social responsibility. Therefore, reference and biographical data verification and drug check can be considered as two major processes in background verification of the candidates.
Verifying references and biographical data: As far as perfect candidate selection is concerned, identity verification is the main subject. The employer must verify the identity of the candidates from authentic resources and double check the results to certify the clean record of the candidates (Handler et al.). Therefore, the candidates must be asked to provide a reference letter from any legitimate government organization to verify the record. Also, the biographical data of the candidate is required to know the family background and social position of the applicant.
Drug check: Drug check must be mandatory for each of the participants to available for the selection panel. If any of the candidates is found to be a drug addict, the application for the requirement will be automatically canceled.
Methods of evaluating the effectiveness of the recruitment and selection plan
Identifying the underlying prospects can reveal the ultimate efficiency of the particular selection and recruitment plan.
Employee value proposition: Identifying the employee value proposition of the candidates can effectively present how the operating police officers can utilize their knowledge and skills to protect the society. If the employees can perform their job with responsibility, the selection method will be proved prominent.
Performance analysis: Analysis of the performance of the selected persons in the training session can provide enough information for the recruiters to decide whether the recruitment and selection plan is successful (Ho). Also, the performance level of the selected candidates can highlight the judgment capabilities of the recruiters.
Knowledge and skill attribute: The knowledge and skills of the selected candidates can clearly certify the advantage of the selection process. Therefore, by using the knowledge and skill attribution process, the effectiveness of the selection methods can be identified.
Talent pool: The resource of the talent pool created by the selection process can be tactically utilized to signify the effectiveness of recruitment procedure adopted by the organization. In this way, the recognition of the talent pool formed by the police selection method can identify the effectiveness of the chosen plan.
Work Cited
Broadway, James M., Matthew R. Hilimire, and Paul M. Corballis. "Orienting To External Versus Internal Regions Of Space: Consequences Of Attending In Advance Versus After The Fact".Psychophysiol 49.3 (2011): 357-368. Web.
Handler, Mark et al. "Integration Of Pre-Employment Polygraph Screening Into The Police Selection Process". Journal of Police and Criminal Psychology 24.2 (2009): 69-86. Web.
Ho, T. "The Interrelationships Of Psychological Testing, Psychologists' Recommendations, And Police Departments' Recruitment Decisions". Police Quarterly 4.3 (2001): 318-342. Web.
Lee, J.-Y. "Internal Labor Markets Under External Market Pressures". ILR Review 68.2 (2014): 338-371. Web.
Park, Han-Ho. "The Study About Improvement Plan Of Special Recruitment Of Police Officers -Focusing On Special Recruitment Of Those Who Graduated Police Administration Department-".The Journal of the Korea Contents Association 13.6 (2013): 187-193. Web.
Semykina, Anastasia. "Specification Tests And Tests For Overidentifying Restrictions In Panel Data Models With Selection". Economics Letters 115.1 (2012): 53-55. Web.
