Western Governors University HR MANAGEM C234  ask 1: Workforce Planning, Recruitment, & Selection
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 demographics of the department greatly influences the labor
demand. According to the Memo on Proposed Employee Referral Plan, the average
age for current officer is 45 years. This resu lts in 24% of the current police force to
become 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 into certain high crime areas.
3. Lastly, the police department has been under examination concerning the excessive
overtime usage. This issue has been presented publicly and 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; 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.
2
2. 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 local economy. From tuition to cost of
living, the prices are too high. Local colleges & Universities tuition fees are amongst 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 | 80
Military 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%
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Source
Military Police  | Round 1
5  | Round 2
3  | Yield Ratio
60%
Other Police Dpts  | 5  | 4  | 80%
Sum of Applicants  | 10  | 7  | 70%
Variable Candidates Needed  | 25
Combined Yield Ratio
25/.7 = 36 Applicants Needed | .7By utilizing the Military Police and Other Police Department, the applicant pool needed to
produce 25 viable candidates is 36 candidates