The paper "Manage Human Resources Strategic Planning Manage Workforce Issues" is a perfect example of a Management Case Study. Current and short term labor demand and supply of the NSW (New South Wales) State Police Force. In modern business panorama, workforce planning has become a critical aspect. Research shows that failing organizations do not bother to manage their talents. A successful organization, on the other hand, manages its talents by preparing them to respond well to certain occurrences. Workforce planning is concerned with enhancing staff capacity to respond well to incidences that arise within the firm. To shed light on workforce planning, the following report focuses on the NSW State Police Force (NSW).
NSW Police force started in 1862 with few workers and has expanded over the years to become the principal law enforcement organization in New South Wales, Australia. Among the duties of the NSW police force includes stopping, uncovering and probing crime, enhancing road safety, enhancing peaceful coexistence amongst individuals and carrying out rescue and emergency operations. Currently, there are more than 20,000 employees who serve in NSW police force. Current and short term labor demand and supply of the NSW State Police Force The Human Resources Command has the role of identifying the vacant positions in the NSW police force.
Labor demand and supply of the NSW police force, changes frequently due to such aspects as retirements, deaths, resignations and recruitment of new members. Also, the number of NSW police on duty changes every day due to such aspects as monthly leave, maternity leave, exceptional operations like disasters, and schooling among others. According to the Australian Bureau of Statistics (2012), there are 19, 832 employees in the NSW police force.
According to the number of police officers in NSW Police Force is 15,943 whereas that of subordinate staff is 3,889. There are more than 500 police stations in all the six police regions with each region serving approximately 1,500,000 people. Despite this, crime in New South Wales State has risen over the last few years. Research suggests that the increase in crime rate can be attributed to a chronic shortage of police officers. In the light of the current shortage of police officers, the force has come up with creative methods of filling the job openings.
First, the police patrol cars are fitted with recruitment advertisements while at the same time fixing new posters throughout the cities. As a way to meet the current labor demand, the force is offering an attractive benefits package to its officers. For instance, officers living within the cities are now allowed to drive home the patrol cars. In addition, the starting salary for new recruits has been doubled, and the force has also agreed to pay the tuition fee for the staffs who wish to continue with their education (Hakim, 1980, pp.
267). To trigger labor supply that can meet the force increased demand, little more goodies such as changing the officers’ boots twice a year and additional new patrol cars are also offered.