Discuss three factors that are influencing labor demand.

Discuss three factors that are influencing labor demand.

INTRODUCTION

In today’s hypercompetitive business environment, an organization’s sustainable competitive advantage is largely derived from intangible assets: human, social, and intellectual capital. Intangible assets are produced by skilled, capable workers. Human resource professionals enable current and future organizational competitiveness by maintaining an adequate supply of people with the skills, knowledge, and abilities needed to produce these resources. Human resource professionals accomplish this through workforce planning, recruitment and selection of top-quality talent, and effective employee-relations management.

As a human resource professional, your ability to effectively identify your organization’s need for employees, plan and implement employee recruitment and selection strategies, and manage employee relations will directly contribute to your organization’s success.

SCENARIO

You are the newly appointed director of human resource management for the police department of a city in the northeastern United States. Your organization has struggled to hire new police officers for some time. Your predecessor attempted to increase recruitment and selection of new officers by implementing an employee referral plan. However, the number of new officers hired through referrals has fallen short of hiring goals. The need for police officers intensified when your city’s newly elected mayor promised to lower crime by increasing the number of police patrols in high-crime areas. The police department has met the need for increased patrols by assigning existing police officers additional hours and paying overtime wages. As the number of hours worked and overtime payments increased over time, this practice—originally intended to be a short-term remedy—attracted unwanted attention.

A front-page article in your city’s newspaper has revealed that three police officers earned higher annual salaries than the mayor, due to excessive overtime. Stung and embarrassed by this disclosure, the mayor fired your predecessor and put you in his place. Both the mayor and your boss have given orders to “reduce overtime by hiring new police officers immediately!” This mandate requires you to plan and implement new strategies to hire 25 new police officers.

Fortunately, the former director of human resources left behind several documents that will help you perform these tasks. Refer to the following documents as directed when you perform the requirements below: (1) “Memo on Proposed Employee Referral Plan,” (2) “Job Description of City Police Officers,” and (3) “Data on Recruitment Sources and Methods.”

REQUIREMENTS

Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. An originality report is provided when you submit your task that can be used as a guide.

You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.

Create a report (suggested length of 5–10 pages) in which you address the following:

A. Analyze factors in the internal and external labor market that influence the supply of and demand for police officers by doing the following (refer to the scenario above and the attached “Memo on Proposed Employee Referral Plan” to complete these tasks):

1. Discuss three factors that are influencing labor demand.

2. Discuss three factors that are influencing labor supply.

B. Design a recruitment plan for police officers by doing the following (refer to the task attachments and your knowledge of best practices to complete these tasks):

1. Identify three recruitment objectives for your organization.

2. Develop a recruitment strategy for attracting job applicants by doing the following:

a. Determine the size of the applicant pool needed to produce 25 viable candidates (job offer-ready) using yield ratios and the recruitment data in the attached “Data on Recruitment Sources and Methods.”

b. Recommend two types of individuals who should be targeted for recruitment (i.e., the target groups listed in the attached “Data on Recruitment Sources and Methods”).

i. Justify your recommendation.

c. Describe two effective methods for reaching each target group.

C. Design a selection plan for police officers by doing the following:

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

a. Justify each of your three recommendations.

2. Describe two selection tests you will use to assess a candidate’s suitability for the job of police officer.

3. Identify two background verification checks that should be used in the selection process including the following:

• type of check

• when the check should be conducted in the selection process

4. Discuss four methods of evaluating the overall effectiveness of your recruitment and selection plans.

D. When you use sources to support ideas and elements in a paper or project, provide acknowledgement of source information for any content that is quoted, paraphrased or summarized. Acknowledgement of source information includes:

• Author

• Date

• Title

• Location of information (e.g., publisher, journal, or website URL)

RUBRIC

ARTICULATION OF RESPONSE (CLARITY, ORGANIZATION, MECHANICS):

NOT EVIDENT

The candidate provides unsatisfactory articulation of response.

APPROACHING COMPETENCE

The candidate provides limited articulation of response.

COMPETENT

The candidate provides adequate articulation of response.

A1: LABOR DEMAND

NOT EVIDENT

The candidate does not provide a discussion of any factors that are influencing labor demand.

APPROACHING COMPETENCE

The candidate provides an inadequate discussion of factors that are influencing labor demand. The discussion may be incomplete, poorly reasoned, unclearly explained, or lacking sufficient support.

COMPETENT

The candidate provides a logical discussion of 3 factors that are influencing labor demand. The discussion is comprehensive, well-reasoned, clearly explained, and sufficiently supported.

A2: LABOR SUPPLY

NOT EVIDENT

The candidate does not provide a discussion of any factors that are influencing labor supply.

APPROACHING COMPETENCE

The candidate provides an inadequate discussion of factors that are influencing labor supply. The discussion may be incomplete, poorly reasoned, unclearly explained, or lacking sufficient support.

COMPETENT

The candidate provides a logical discussion of 3 factors that are influencing labor supply. The discussion is comprehensive, well-reasoned, clearly explained, and sufficiently supported.

B1: RECRUITMENT OBJECTIVES

NOT EVIDENT

The candidate does not identify any appropriate recruitment objectives for the organization.

APPROACHING COMPETENCE

The candidate inadequately identifies appropriate recruitment objectives for the organization. The identified recruitment objectives may be incomplete, unclear, or illogical.

COMPETENT

The candidate identifies 3 appropriate recruitment objectives for the organization.

B2A: APPLICANT POOL NEEDED

NOT EVIDENT

The candidate does not determine the size of the applicant pool needed to produce 25 viable candidates.

APPROACHING COMPETENCE

The candidate inaccurately determines the size of the applicant pool needed to produce 25 viable candidates using yield ratios and the recruitment data in Exhibit 3.

COMPETENT

The candidate accurately determines the size of the applicant pool needed to produce 25 viable candidates using yield ratios and the recruitment data in Exhibit 3.

B2B: RECRUITMENT TARGET RECOMMENDATION

NOT EVIDENT

The candidate does not provide any recommendation of individuals who should be targeted for recruitment.

APPROACHING COMPETENCE

The candidate provides an inadequate recommendation of types of individuals who should be targeted for recruitment. The recommendation may be incomplete, unclear, illogical, or inappropriate in length and format.

COMPETENT

The candidate provides an appropriate recommendation of 2 types of individuals who should be targeted for recruitment. The recommendation is clear, logical, and appropriate in length and format.

B2BI: JUSTIFICATION OF RECOMMENDATION

NOT EVIDENT

The candidate does not provide a justification of the recommendation of 2 types of individuals who should be targeted for recruitment.

APPROACHING COMPETENCE

The candidate provides a justification of the recommendation of 2 types of individuals who should be targeted for recruitment that lacks sufficient support. The justification may be poorly reasoned, unclearly explained, or lacking sufficient evidence.

COMPETENT

The candidate provides a logical justification of the recommendation of 2 types of individuals who should be targeted for recruitment that is credible and well-reasoned. The justification is clearly explained, logically constructed, and sufficiently supported.

B2C: DESCRIPTION OF METHODS

NOT EVIDENT

The candidate does not provide a description of methods for reaching each recommended target group.

APPROACHING COMPETENCE

The candidate provides an inadequate description of effective methods for reaching each recommended target group. The description may be incomplete, unclear, lacking sufficient detail, or inappropriate in length and format.

COMPETENT

The candidate provides an adequate description of 2 effective methods for reaching each recommended target group. The description is comprehensive, clear, sufficiently detailed, and appropriate in length and format.

C1: SELECTION METHODS

NOT EVIDENT

The candidate does not provide a recommendation of any selection methods for all target candidates.

APPROACHING COMPETENCE

The candidate provides an inadequate recommendation of appropriate selection methods for all target candidates. The recommendation may be incomplete, unclear, illogical, or inappropriate in length and format.

COMPETENT

The candidate provides an appropriate recommendation of 3 appropriate selection methods for all target candidates. The recommendation is clear, logical, and appropriate in length and format.

C1A: JUSTIFICATION OF SELECTION METHOD

NOT EVIDENT

The candidate does not provide a justification of any of the recommendations.

APPROACHING COMPETENCE

The candidate provides a justification of the recommendations that lacks sufficient support. The justification may be poorly reasoned, unclearly explained, or lacking sufficient evidence. The justification may be incomplete (lacking support for each of the 3 recommendations).

COMPETENT

The candidate provides a logical justification of each of the 3 recommendations. The justification is clearly explained, logically constructed, and sufficiently supported.

C2: DESCRIPTION OF SELECTION TESTS

NOT EVIDENT

The candidate does not provide a description of any selection tests to assess a candidate’s suitability for the job of police officer.

APPROACHING COMPETENCE

The candidate provides an inadequate description of selection tests to assess a candidate’s suitability for the job of police officer. The description may be incomplete, unclear, lacking sufficient detail, or inappropriate in length and format.

COMPETENT

The candidate provides an effective description of 2 selection tests to assess a candidate’s suitability for the job of police officer. The description is comprehensive, clear, sufficiently detailed, and appropriate in length and format.

C3: BACKGROUND VERIFICATION CHECKS

NOT EVIDENT

The candidate does not identify any background verification checks that should be used in the selection process.

APPROACHING COMPETENCE

The candidate inadequately identifies background verification checks that should be used in the selection process. The background verification checks may be incomplete (lacking one or both of the given points), illogical, or inaccurate.

COMPETENT

The candidate identifies 2 background verification checks that should be used in the selection process including the given points.

C4: EVALUATION OF PROCESS EFFECTIVENESS

NOT EVIDENT

The candidate does not provide a discussion of any methods of evaluating the overall effectiveness of their recruitment and selection plans.

APPROACHING COMPETENCE

The candidate provides an inadequate discussion of methods of evaluating the overall effectiveness of their recruitment and selection plans. The discussion may be incomplete, poorly reasoned, unclearly explained, or lacking sufficient support.

COMPETENT

The candidate provides a logical discussion of 4 methods of evaluating the overall effectiveness of their recruitment and selection plans. The discussion is comprehensive, well-reasoned, clearly explained, and sufficiently supported.

D: SOURCES

NOT EVIDENT

There is evidence of quoted, paraphrased or summarized content without acknowledgement of source information. This level is also appropriate if task instructions require the candidate to quote, paraphrase or summarize content from a source to complete the assessment, and this has not yet been done.

APPROACHING COMPETENCE

The candidate provides required acknowledgement of source information for quoted, paraphrased and summarized content. However, source information is incomplete or inaccurate with respect to author, date, title and/or the location of the information (e.g., publisher, journal or website URL).

COMPETENT

· The candidate provides source information for all quoted, paraphrased and summarized content. Source information appears to include accurate and complete acknowledgement of source information regarding the author, date, title and location of the information (e.g., publisher, journal or website URL). This level is also appropriate if there is no evidence of quoted, paraphrased or summarized content, and it is not required by the instructions.

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