A major challenge faced by police departments across the nation is how to recruit new personnel and retain the personnel they have. Of course, this is nothing new to police departments; however, over the past few months it seems this may be even more challenging more so now than ever before. It would seem that every human resources (HR) division of a police department is faced with an uphill climb, in both directions. How do they retain the officers they have and how do they recruit new officers as the future of the department? On the surface, one would have to look at the demand for police officers. Historically, “crime statistics have commonly served as a basis for police staffing” (Wilson, 2012). The role of the police has evolved
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This has ultimately caused departments to have a higher demand for a larger police force. Even though there is a higher demand as a result from increased responsibility, the turnover rate also causes police departments to have a higher demand for a larger force. “Turnover can be costly and challenge organizational stability” (Wilson, 2012). There are positives and negatives, in regards to turnover. The positives are that an agency has the ability to part ways with personnel whose performance is categorized as substandard. Moreover, the agency has the ability to undertake new and innovative ideas, which by the sheer nature “increases productivity and performance, and facilitates change” (Wilson, 2012). On the negative side, an agency is now faced with personnel who have less experience, which could degrade the status of the agency as being reputable. It should be noted, “research indicates that turnover in police agencies is lower than in other sectors” …show more content…
The task of recruiting is nothing new to the present day world either. The bible teaches us “Therefore go and make disciples of all nations, baptizing them in the name of the Father and of the Son and of the Holy Spirit” (Matthew 28:19, NIV). Jesus was instructing his disciples to go out and recruit all nations to repent their sins and become followers of Christ. Recruiting is very complex and it is more than just setting up at a job fair, or talking with potential applicants to join their agency. The agency who is recruiting has the daunting task of finding applicants who are qualified. “Almost 80 percent of large agencies report difficulties related to the lack of qualified applicants” (Wilson, 2012). These qualifications are not solely related to criminal histories either. Recruiters have to consider the applicants health, moral character, education, and financial standing just to name a few. Likewise, the “militaristic nature of police work” could in itself deter applicants from applying. “Less than half of American youths consider a police department or agency a desirable or acceptable place to work” (Wilson, 2012). This is unfortunate, to say the least; the job of a police officer was often considered a respectable profession. Police agencies have to develop strategies to entice applicants to want to work for their particular department. “Agencies should
This has ultimately caused departments to have a higher demand for a larger police force. Even though there is a higher demand as a result from increased responsibility, the turnover rate also causes police departments to have a higher demand for a larger force. “Turnover can be costly and challenge organizational stability” (Wilson, 2012). There are positives and negatives, in regards to turnover. The positives are that an agency has the ability to part ways with personnel whose performance is categorized as substandard. Moreover, the agency has the ability to undertake new and innovative ideas, which by the sheer nature “increases productivity and performance, and facilitates change” (Wilson, 2012). On the negative side, an agency is now faced with personnel who have less experience, which could degrade the status of the agency as being reputable. It should be noted, “research indicates that turnover in police agencies is lower than in other sectors” …show more content…
The task of recruiting is nothing new to the present day world either. The bible teaches us “Therefore go and make disciples of all nations, baptizing them in the name of the Father and of the Son and of the Holy Spirit” (Matthew 28:19, NIV). Jesus was instructing his disciples to go out and recruit all nations to repent their sins and become followers of Christ. Recruiting is very complex and it is more than just setting up at a job fair, or talking with potential applicants to join their agency. The agency who is recruiting has the daunting task of finding applicants who are qualified. “Almost 80 percent of large agencies report difficulties related to the lack of qualified applicants” (Wilson, 2012). These qualifications are not solely related to criminal histories either. Recruiters have to consider the applicants health, moral character, education, and financial standing just to name a few. Likewise, the “militaristic nature of police work” could in itself deter applicants from applying. “Less than half of American youths consider a police department or agency a desirable or acceptable place to work” (Wilson, 2012). This is unfortunate, to say the least; the job of a police officer was often considered a respectable profession. Police agencies have to develop strategies to entice applicants to want to work for their particular department. “Agencies should