...Police Chiefs Desk Reference 14 Recruitment & Retention of Qualified Police Personnel A Best Practices Guide 14. Recruitment & Retention Best Practices Guide International Association of Chiefs of Police Services, Support and Technical Assitance for Smaller Police Departments Recruitment and Retention of Qualified Police Personnel by Chief Jack McKeever & Lt. April Kranda (Ret.) This project supported by a grant from: BJ A Bureau of Justice Assistance Office of Justice Programs U.S. Department of Justice Police Chiefs Desk Reference Best Practices Guide for Recruitment and Retention of Qualified Police Personnel By Chief Jack McKeever, Lindenhurst, Illinois Police Department and Lt. April Kranda (Ret.) Fairfax County Police Department The IACP is working with the Department of Justice, Bureau of Justice Assistance, to provide Services, Support and Technical Assistance to Smaller Police Departments. The project Advisory Group, comprised of chiefs from smaller police departments around the country, identified Recruitment and Retention of Qualified Police Personnel as one of the most challenging issues facing smaller police departments. This document contains suggested best practices provided by our authors and by the many chiefs form smaller departments who have attended our symposiums. Introduction One of the greatest challenges facing law enforcement organizations today is the successful recruitment and retention of highly qualified employees. Community safety can...
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...to overcome this challenge is for banks to possess effective resourcing, recruitment, selection and human capital management framework which is quick and cost effective (Kleiman, 2005). Implementing the right framework would allow banks to review, select, build and retain the best competence in candidates thereby affording them with a workforce that can give them competitive advantages. As such HR departments have become important organisational components due to their function of recruiting, developing, and retaining quality staff (Fischer et al., 2004). 1.1 Scope This report highlights the five step talent strategy of First Bank Nigeria (FBN) PLC, the effectiveness of the sourcing and talent management strategies, and recommendations that will potentially increase the outcome of the process. 2.0 Talent Management Wellins et al., 2009 define talent management as a critical process that ensures organisations have the quantity and quality of people in place to meet their current and future business priorities. Therefore talent management strategies focus on five primary areas: attracting, selecting, engaging, developing and retaining employees (Lockwood, 2006). 2.1 FBN Talent Management Strategy A talent-powered bank is one that sees workforce talent as the primary engine for sustained, competitive advantage. It's a bank that can take methodical and relentless steps to translate business strategy into talent...
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...Qantas Airways Limited HR Strategy FY14/15 Introduction Founded in the Queensland outback in 1920, Qantas has grown to be Australia's largest domestic and international airline. Registered originally as the Queensland and Northern Territory Aerial Services Limited (QANTAS), Qantas is widely regarded as the world's leading long distance airline and one of the strongest brands in Australia. Our airline brand operates regional, domestic and international services and is forever expanding, it is for this reason we are constantly seeking passionate, driven and enthusiastic people to join our friendly team. We employ over 30,000 people with approximately 93 per cent of them based within Australia. Qantas Airways Limited is committed to growing and developing their HR departments and within the next 12 months will: * Establish themselves as the best employer in the aviation industry in Australia. * Will maintain a positive and joyful employment experience across all offices, airports and aircrafts for all current and future Qantas employees. HR Strategy The Qantas Airways Limited HR strategy supports and lays the foundations of the organisations vison and mission. It will be analysed and measured by the success of a number of key programs focusing on the following areas of people management: * Culture and Behaviour * People and Structure * Recruitment and Retention * Reward and Recognition * Learning and Development * Systems and Compliance ...
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...Improving organization retention Mhammed Benhaddouch PSY/435 February 10, 2011 Willetra Brittian Improving organization retention JC’s casino is one of the best attractions in the San Diego area. The casino is a full service resort with an upscale casino. Several government agencies recognized JC’s as a friendly and supportive work environment. JC’s casino offers an equal opportunity work environment with excellent wages, generous benefits, and dedication to career advancement and enhancement. Recently JC’s management contracted an independent consultant to help with retention and employment issues. The consultant in this essay will address the problem by pinpointing all the issues and occupational stressors. Make recommendations and apply new work motivation strategies to help with the retention and recruitment process. The consultant will help team management to emphasize job satisfaction by reducing all the counterproductive activities and encourage the productive ones. All the reports presented by the human resources and the housekeeping directors confirmed that JC’s main problem is employee related. A high retention rate for both departments decrease the workforce and create gaps between teams and management. To narrow the domain of study, the consultant started his analysis from the exit interviews so he can figure out what may be the problem. After examining the exit interviews, the consultant decided to interview more housekeepers and dealers. The interview analysis...
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...Running head: Increasing Recruitment and Retention of Minority People in Clinical Trials Name Course Tutor Date Introduction Clinical trials are faced by numerous problems among them being difficulties in recruitment and retention of minority groups. The challenges that are faced in recruiting and retaining these groups have been well documented through various researches. In order to successfully recruit and retain minority people in clinical trials research in the health fields must undertaken beyond the traditional methods so that the barriers prevalent in the process of recruitment and retention can be overcome. Some of these barriers are related to mistrust and fear of science-based experiments following a history of atrocities committed in the name of science (Area, Alvidrez, Nery, Estes, & Linkins, 2003). This essay is going to highlight the strategies to increase recruitment and retention of minority people participation in clinical trials. Discussion Background Ethical consideration in medical research and clinical trials particularly with regard to humans came into the limelight in the first half of the 20th century following the medical experiments conducted by the Nazis on humans. These experiments saw the development of the Nuremberg code, which began a wide range of regulations that emphasized on the need for the protection of human beings who participated in trials that were prevalent in medical research. Principles...
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...financial tool that can estimate the expenditures made by the HR vertical. This strengthens and allows the HR to control the cost rather than letting it control the HR initiative. The budget is drawn parallel to the goals of the organisation. If the organisation expands and requires to register a double digit growth in terms of its strength, it percolate to apportion funds in different areas including recruitment, retention, up-skilling, global mobility management, etc. The allocation of funds would be governed by the HR Strategies. The decision-makers in an organisation remain the main players to approve the budget. The recommendations and inputs are taken from different sources including operation, marketing, logistics and every other vertical within the organisation. Macro areas including employee retention, recruitment and training and micro areas including programmes designed for incremental benefits are all mapped into one complete budgeting programme. It can be zero-based budget with no reference to last year’s expense. The organisation plan is drawn and the HR strategy gets aligned to it. Different expense points are defined followed by the identification...
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...RECRUITMENT & SELECTION (Task 1) Recruitment refers to the process of attracting, screening and selecting qualified candidates for a particular position within an organisation. This activity is important for managing and securing an effective workforce. Initially Mr Dawkins should understand and take into consideration strategic goals for the Hotel and/or department as well as conducting a job analysis. The next measure that should be taken is developing a position description. In Particular, Mr Dawkins should identify a description for a hotel manager. A position description is the core of a successful recruitment process. It is used to develop interview questions, interview evaluations and reference check questions. The following outline some of the highlights of a well written position description: * Identifies tasks, work flow and accountability, enabling the department to plan how it will operate and grow * Clearly articulates responsibilities and qualifications to attract the best suited candidates * Improves retention as turnover is highest with newly hired employees. Employees tend to be dissatisfied when they are performing duties they were not originally hired to perform. * Assists in establishing performance objectives * Provides a first impression of hotel to the candidate Mr Dawkin’s Cambridge Hotel could have several possible sources of labour both from and outside Cambridge. In order for Mr Dawkins to form an effective Recruitment strategy...
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...Employee Socialisation Introduction Organisations are facing a major challenge when they consider the increasing difficulty of finding skilled people. The South African labour market has undergone a transformation since 1994, with an emphasis being placed on strategies that eliminate the labour inequalities of the past and improve general working conditions for all South Africans. HR executives state the single greatest challenge they have in managing the workforce is their organisation's inability to recruit and retain good employees and managers. The South African labour market is characterised by an oversupply of unskilled workers and a shortage of skilled ones. High population growth constantly exceeds the growth in employment demands. This is compounded by the consistent loss of jobs in the formal sector, as the country’s economy moves away from labour-intensive to capital-intensive operations. The following factors contribute heavily on obtaining skilled management in South Africa, ♦ Historical reasons – South Africa’s apartheid-based economy contributed to shortages of skills as a whole host of developmental activities were restricted and access to highly specialised skills were reserved for a few; ♦ Education and Training & the Labour Market - Poor articulation between the skills acquisition in institutions of higher learning and the HRD needs of the public service ♦ Globalisation – South Africa is negatively affected by skills flight...
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...Improving Organization Retention April McCormick PSY/435 May 14, 2012 Dorothy Rodwell Improving Organization Retention JC’s casino is a beautiful resort in Fort Myers, FL. it is one of the best attraction in Florida. JC’s casino is an upscale resort that officers and other government agencies go to as a getaway from the city and home (Corporation wiki, 2012). The staff in JC’s casino is a supportive work environment that offers equal opportunity to staff members, excellent wages, good benefits, and a chance to advance within the company. The management in JC’s casino contracted an independent consultant will help with retention and issues the employees have with the company. The problems that will be addressed by the consultant are the issues and occupational stressors. One will make recommendations and implement new working motivation that will help with the retention and recruitment process. The consultant will also help management with encouraging the employees who is doing his or her job by giving him or her something to look forward to, and reducing the entire counterproductive and increasing productive employee’s behavior. The main problems that the report has presented from the human resources and housekeeping stated that JC’s problems with the employees related. The retention rate from both of the departments has decreased the workforce, and has made large gaps with management and employee. The consultant has started his analysis from the hiring process, which...
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...International Affairs and Global Strategy ISSN 2224-574X (Paper) ISSN 2224-8951 (Online) Vol.25, 2014 www.iiste.org E-Recruitment as a Strategy for Informal Networking: A Case Study of Mobilink Muhammad Arslan (Corresponding Author) Rashid Zaman Bahria University Islamabad, Pakistan PO box 44000, E-8, Islamabad, Pakistan Email: MuhammadArslan73@gmail.com Abstract E-recruitment strategy is necessary to attract the potential employees to better equip the organization with competent workforce. E-recruitment helps to get the informal networks for the organization. These informal networks support the organization in form of employee’s clarity of their roles, which increases the organizational knowledge of employees to perform their tasks efficiently. It increases the satisfaction of employees which in result will increase the commitment of employees for organization in long run. A case study of Mobilink, a repudiated telecommunication company, is conducted to get the implication of e-recruitment strategy that either it is beneficial for the organization or not. The survey method was employed for data gathering. The results have strong support for the long run benefits, for Mobilink, of adopting e-recruitment strategy. Keywords: E-Recruitment, Mobilink, Employees, Informal Networks 1. Introduction Recruitment is the basis for an organization to create and then continually recreate itself. It involves the workforce of an organization who are directly involved...
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...CHAPTER ONE: STAFFING MODELS AND STRATEGY Learning Objectives * Define staffing and consider how, in the big picture, staffing decisions matter * Review the five staffing models presented, and consider the advantages and disadvantages of each * Consider the staffing system components and how they fit into the plan for the book * Understand the staffing organization model and how its various components fit into the plan for the book * Appreciate the importance of staffing strategy, and review the 13 decisions that staffing strategy requires * Realize the importance of ethics in staffing, and learn how ethical staffing practice is established Introduction * Staffing is a critical organizational function concerned with the acquisition, deployment, and retention of the organization’s workforce. * Staffing is arguably the most critical function underlying organizational effectiveness, because “the people make the place,” because labor costs are often the highest organizational cost, and because poor hiring decisions are not easily undone. * Five models * The first model shows how projected workforce head-count requirements and availabilities are compared to determine the appropriate staffing level for the organization. * The next two models illustrate staffing quality, which refers to matching a person’s qualifications with the requirements of the job or organization. * The person/job match model is the foundation of all staffing...
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...the Accenture strategies centering on: recruitment, development and retention strategies for the talent in India? A1] The pros regarding recruitment are the organization will be able to handle the rapid hiring of large numbers of people and the need for a specialized workforce with distinctive capability to deliver therefore desired outcomes will be met. Separate candidate sourcing will help improve the integrity of the overall recruitment process. The cons for recruitment are the organization will need large amount of time and energy to deal with the data base and the marginal cost of of small amount recruitment is very high and is not suitable for small business. The pros regarding development are that PCMM (public capability maturity model) is easier to implement and can make more of an impact when employees work in the same location, one that houses large groups that are self sustaining. It also helped to optimize software development and offered guidance towards consistent engineering excellence. The cons for development are its challenging tom implement cpm effectively in an environment where employees move around to different locations. It was often criticized for placing too much emphasis on processes ignoring the fact that people also played a key role in excellence. The pros for retention are the performance and emotional data are in details and make analyzing easier and its easy to find the engage level and hints of work activity. The cons for retention are an organization...
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...Selection Manager Potential peers Budget: $2,000 - $6,000 Targets Promotion from within is a very important aspect of Tanglewood. All employees start out as store associates. Therefore, Tanglewood must attract the top talent at the store associate level so they can promote them to higher level positions. The best candidates for Tanglewood to target are high school seniors and college freshman. This is because then Tanglewood will be able to train and develop the talents which they wish these individuals to posses. This will also promote brand loyalty because the employees will feel a sense of loyalty to the company if the company has supported them as they received their education. Tanglewood currently uses five different types of recruitment strategies. The following paragraphs will discuss the different methods and who those methods are targeting. Tanglewood uses different media outlets to advertise their open positions. They use those outlets such as print, radio, and television coupled with individuals filling out a standardized job application. Tanglewood has also placed Kiosks in their store for candidates to fill out the standardized application. These media outlets and Kiosks are seen by a variety of different people in a variety of different locations. Tanglewood also uses referrals as a form of recruiting. Referrals are a more targeted approach to recruiting as opposed to media. Employees are cautious of their own personal reputation so they generally only refer those...
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...MANUAL Four Recruitment and Retention Case Scenarios By Marcia R. Gibson, Ed.D. Project team Author: SHRM Project contributors: External contributor: Editor: Design: Marcia R. Gibson, Ed.D. Nancy A. Woolever, SPHR Sharon H. Leonard Courtney J. Cornelius, copy editor Kellyn Lombardi, graphic designer © 2008 Society for Human Resource Management. Marcia R. Gibson, Ed.D. Note to Hr faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/hreducation 08-0873-IM Introduction These recruitment and retention case scenarios are designed to be presented sequentially, since each scenario builds upon the previous one. They are intended for undergraduate college students. LearNING oBjectIVeS Students will learn to: Determine recruitment needs. Identify recruitment policies and guidelines. Determine a recruitment strategy. Develop a communication plan to implement the recruitment strategy. ...
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...1. Determine if and how the HRM practices align with the company’s business strategy. The HR strategies of the South Korean company are aligned by a strategic essence. The companies strategies contribute to their financial bottom line by maintaining a strong strategy table presents due to the companies HR maintaining a strong administrative foundation (Regheimer, 2012). The company measures their HR practices with the proven value the company establishes with the companies bottom line. The company by constantly monitoring and evaluating their HR strategies will provide the needed outline for whether the company will need to expand their role or decrease their role to meet their bottom line requirements. The companies HRM practices will ultimately determine the effectiveness of subsequent competitive success, strategy development and potential implementation. The HRM practices ensure the development of the employees business needs whether it is skills and abilities to the total contribution these needed functions provide to the success of the companies business goals (Regheimer, 2012). 2. Discuss how hiring more women and promoting them could improve the competitive advantage of this company. The strategic competitive advantage of hiring more women and promoting them provides a better diverse workforce that provides different ideas from the other sex point of view. Most women provide views that men don’t present. These new ideas present a distinct competitive advantage...
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