Police Workforce Planning
Police faces numerous challenges when carrying out their duties to protect the properties and lives of people. This means that they need to be provided with favorable terms and condition of employment while working in a serene environment. This proposal concentrates on the police unique work force planning.
To administer labor force arrangement, the policing arms of administration should mull over the following. First, implement an overhaul human resource management and improvise an insurance policy that covers employees as they conduct public duty. For the human resource management, the department will deal with all issues related to employment and activities hitherto (Thibault, Lynch, McBride, & Walsh, 2014). This department will focus on remuneration, training needs and hiring of employees. The hiring process should be developed in such a manner that it emphasizes on accountability and transparency (Sikroria, Rajiv, Srivastava, & Vandana, 2012). In regards insurance policy, the entity should find ways to cover police in the event they suffer injuries and losses during their service delivery endeavor. The amount of money to be budgeted for these activities goes up to $1 million every year (Ruiz Palomino, Pablo, Sáez Martínez, Martínez Cañas, & Ricardo, 2011).
For the first four years the budget will look as follows:
|Particulars||Budget($ in millions)|
|Training, remuneration and promotion needs||0.65|
|Insurance policy costs||0.35|
The public safety needs involves the following: social needs, flexible working hours, safety needs and esteem needs. In the event employees are able to meet these needs then they become productive especially for police officers who work for all. This budget is within the set expenditure for security expenses for the country. I therefore recommend that the police department execute the above plan which will allow their officers make the best out of the available resources (UYSAL, H.Tezcan, YAVUZ, & Kemal, 2015).
In wrapping up, law enforcers ought to be exposed to a good working surroundings and conditions.
Ruiz Palomino, Pablo, Sáez Martínez, F., Martínez Cañas, & Ricardo. (2011). Seeking Ethics-Related Causes for Obtaining Employee Pay Satisfaction: A focus on Ethical Leadership. (Ruiz Palomino, Pablo; Sáez Martínez: A focus on Ethical Leadership.
Sikroria, Rajiv, Srivastava, & Vandana. (2012). Shaping Employee Oriented Human Resource Policies Through Analyzing Motivational Needs. The International Institute for Science, Technology and Education (IISTE.
Thibault, E. A., Lynch, L. M., McBride, R. B., & Walsh, G. M. (2014). Proactive police management. Boston: Pearson.
UYSAL, H.Tezcan, YAVUZ, & Kemal. (2015). Test of Complicity Theory: Is External Whistleblowing A Strategic Outcome of Negative I/O Psychology? The International Institute for Science, Technology and Education (IISTE.