Essay on Organizations' Competitive Advantage: Intangible Assets & Workforce Planning

Introduction

In a competitive world of today, for an organization's competitive advantage is mostly determined by the ability of intangible assets to gain competitive advantage. These intangible assets are human social and intellectual capital by skilled workers recruited and absorbed by the organization. Despite the challenges in labor supply, the human resource will acquire qualified employees with such intangible assets through effective and efficient workforce planning, recruitment, and selection criteria.

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Factors Influencing Labor Demand

In this scenario referral plan strategy used is influencing labor demand. In labor markets, referrals tend to reduce labor demand. The organization will end up with referred employees who are unqualified with no skills. According to the goal of the department, this will not help in achieving the end objective. So the company will end up stagnate in a hiring and firing.

It is disbursing many and experienced police in high crime areas and few but less experienced police in low crime areas. This action will tend to reduce the levels of crimes. This action will generally reduce the level of demand for police officers.

Factors Influencing Labor Supply

Environmental challenges in the area. The climatically conditions in the area are extreme and adverse. Thus making it hard for the organization to get recruits who are willing to adjust to the new environment with such conditions. Very few or none are eager. It will eventually reduce labor supply.

High educational cost. The cost of the upper level and college learning are very high. Thus, it makes it hard for many candidates to access Universities and colleges which produce qualified candidates. Very few that can afford to access the education. In the short run, many employers will not have the chance to employ qualified staff because the qualified ones in the labor market are in high demand. The less eligible who were to luck to access universities are not skilled enough to be hired - thus creating a shortage of labor supply in the labor market.

Recruitment Plan

The Security agency has objectives that need to achieve after hiring the new police officers. The main aim is to hire qualified candidates that will help the company meet a competitive advantage in such a competitive market. Also, the organization aims to recruit hardworking candidates that will be able to cut off the current challenges of hire crimes and reduce overtime payments. The organization also seeks to hire within itemized demographics since the hiring department will be recruiting only entry level candidates.

Referring to the documents left by the predecessor, a recruitment strategy will be essential. The organization aims to recruit at least 25 candidates. Therefore the applicant's pool should be 83 attaining the ratio of 43:13. Consequently, we focus to see viable candidates per each group according to the recruitment data .the criminal justice and other police departments provide the highest number of viable candidates. Thus among all the groups, criminal justice, and other police departments should be the primary targets when recruiting. The most efficient methods to recruit are electronic advertisement and postings where the candidates can access and apply for the entry and internal postings in the union, which will allow other officers to know about the vacancies.

Selection Plan

One of the selection plans for the candidates targeted is Team exercises, where the candidates will exercise and work for solutions together. It is to ensure that the candidates love teamwork and can deliver through involving each other. It is because the type of work they are hired for requires team and cohesiveness among the security team. Also, physical and mental testing is another selection plan, which is very core. With the nature of their jobs, police officers are required to be physically and mentally fit to be certified to carry on the duties as police officers (Compton, 2009). Aptitude tests should be carried on the recruits where their general intelligence is tested and able to handle issues that need general, including verbal and clerical abilities.

For the agency to determine a candidate's suitability, tests need to be run on them. A medical examination is essential. It will be used to assess their health condition and see if they might have disorders or disease history that might make, it hard for them to execute the required duties effectively. Also, physiological tests are supposed to be conducted to ensure the candidate is mentally sound and that he or she is capable of carrying out tasks.

Background checks such as criminal history record checks will be conducted. This check will be done by looking at the court records and police records. In cases, one of the candidates is found with a criminal history, then he or she will automatically be disqualified. The organization should conduct this check at the start of recruitment. Another very first background check is a reference check from the previous workplace (Compton, 2009). Twill ensure that the organization will hire a credible candidate without trial and error basis.

For the organization to evaluate the efficiency of the whole recruitment and selection, there are methods or instead approaches that will be used. The first stage attrition rate is supposed to be conducted such that the organization will realize how many employees have left the employment in the short run and those still working. It is dividing the number of employees that have a left the company by the number that is still working in 90 days or 6 months. Cost of hire is also put into consideration where the company will keep records of productivity, turnover, and attendance records for the new employees. Even, the organization should review the external satisfaction where the organization will determine if the existing complaints of high crimes have reduced through reviews. Lastly, the use of hiring metrics will help the organization which area or group produced very productive candidates, and it will be put into consideration in future (Compton, 2009).

Conclusion

Performance assessment involves a lot more than could not be exhausted just in this paper. During hiring, recruitment plan and selection plan are very vital since they will enable the company hires the right employees with energy that matches the goals of the company. Monitoring performance of the new hires in the first year is significant to determine the credibility of the hiring process.

Work Cited

Compton, R. L. (2009). Effective Recruitment and Selection Practices. CCH Australia Limited. Retrieved From https://books.google.co.ke/books?id=ndwp9W6TYi4C&printsec=frontcover&dq=workforce+planning+recruitment+and+selection+pdf&hl=en&sa=X&ved=0ahUKEwiCkaWftvziAhWtxoUKHf5KBDcQ6AEIJjAA