Pg 500-750 Words APA Style Discussing Raise The Age Overview

3 4 Pg 500 750 Words Apa Style Discussing Raise The Age Overview A

Discussing "Raise the Age" overview and implementation. The summary should include main points relating to the chapter readings and discuss how they are applicable. The book that will be used is Randy Paul Battaglio (2014). Public Human Resource Management: Strategies and Practices in the 21st Century. CQ Press. The chapters focused on will be Chapter 5: Recruitment and Selection, Chapter 6: Pay & Benefits, Chapter 7: Performance Appraisal. Incorporate the terms in the chapters with (1) summarize the main points of the chapters, (2) identify the workforce policies that will create the greatest challenges in recruiting, incentivizing, and improving the performance of Raise the Age staff, and (3) provide recommendations of how the Raise the Age managers can overcome these challenges within a secured detention facility. Include soft and hard skills needed to determine whether candidates qualify for the position at the time of the interview.

Paper For Above instruction

The "Raise the Age" legislation, designed to reform juvenile justice policies, profoundly impacts the recruitment, management, and performance evaluation of staff working within juvenile detention facilities. Implementing this law requires a nuanced understanding of human resource management strategies, particularly in the context of public sector agencies tasked with safeguarding youth while ensuring adherence to legal and safety standards. Drawing on Randy Paul Battaglio’s (2014) "Public Human Resource Management: Strategies and Practices in the 21st Century," this paper explores the critical HR functions—recruitment and selection, pay and benefits, and performance appraisal—in relation to the "Raise the Age" initiative. It emphasizes identifying workforce policies that pose challenges and offers pragmatic recommendations for managers to overcome these obstacles efficiently within secured detention environments.

Summary of Main Points from Chapters

Chapter 5, "Recruitment and Selection," emphasizes the importance of aligning staffing processes with organizational goals. It underscores the necessity for transparent, equitable recruitment practices that attract qualified candidates while promoting diversity. Effective recruitment hinges on clear articulation of role requirements, rigorous screening, and structured interviews that assess both technical skills and soft skills. Chapter 6, "Pay & Benefits," highlights how compensation and benefits influence attraction and retention, particularly in competitive or high-stakes environments like juvenile detention. Fair pay, comprehensive benefits, and incentives motivate staff to perform consistently and remain committed to organizational objectives. Chapter 7, "Performance Appraisal," discusses systems aimed at evaluating employee performance objectively, fostering development, and aligning individual goals with organizational missions. This process involves regular feedback, goal-setting, and training opportunities, ultimately impacting the quality of service delivery in juvenile justice settings.

Workforce Policies and Challenges

The implementation of "Raise the Age" presents unique workforce challenges. Firstly, recruitment policies must prioritize hiring staff with not only the necessary technical qualifications but also the soft skills essential for engaging with youth and managing complex behaviors. The challenge lies in attracting candidates willing to work within a secured, often high-pressure setting that requires resilience, empathy, and strong communication skills. Secondly, benefits and incentive structures need reevaluation to retain competent staff amid heightened responsibilities and safety concerns. Competitive pay is crucial, but so are emotional support services and ongoing training to prevent burnout. Thirdly, performance appraisal systems must adapt to measure competencies relevant to working with youth in detention, including conflict resolution, trauma-informed care, and decision-making under pressure. This requires establishing clear metrics, ongoing training, and feedback mechanisms that reinforce positive behaviors and professional growth.

Recommendations for Overcoming Challenges

To effectively address these challenges, "Raise the Age" managers should adopt strategic human resource practices tailored to juvenile detention settings. Firstly, during recruitment, using multimodal assessment tools—such as behavioral interviews, scenario-based assessments, and soft skill testing—can better identify candidates with the necessary attributes. Emphasizing soft skills like empathy, patience, and strong communication alongside hard skills related to security and compliance ensures a well-rounded workforce. Secondly, offering competitive remuneration packages complemented by comprehensive benefits, including mental health support, can enhance employee retention. Implementing incentive programs, such as bonuses for excellent performance or longevity, may also motivate staff.

Thirdly, performance appraisal systems should incorporate 360-degree feedback, peer reviews, and supervisor evaluations focused on soft skills and behavioral competencies as well as technical proficiency. Regular training on trauma-informed care, conflict resolution, and cultural competency equips staff to handle the complexities of working with youth in detention. Additionally, fostering a supportive organizational culture that values employee well-being and professional development reduces turnover and improves service quality.

Furthermore, establishing partnerships with educational institutions and community organizations can create pipelines for qualified candidates and foster ongoing staff development. Continuous evaluation of recruitment, compensation, and appraisal practices ensures alignment with evolving legislative requirements and organizational goals, thereby enhancing the overall effectiveness of the "Raise the Age" implementation within juvenile detention facilities.

Conclusion

The successful integration of "Raise the Age" policies into juvenile detention services hinges on strategic HR management. By emphasizing comprehensive recruitment practices, competitive pay, and robust performance systems aligned with the unique needs of youth detention, managers can overcome significant workforce challenges. Cultivating a skilled, motivated, and resilient workforce capable of addressing the complexities associated with juvenile justice is crucial for improving outcomes for youth and ensuring organizational compliance and effectiveness.

References

• Battaglio, R. P. (2014). Public human resource management: Strategies and practices in the 21st century. CQ Press.
• Dessler, G. (2017). Human resource management. Pearson.
• Martocchio, J. J. (2019). Strategic compensation: A human resource management approach. Pearson.
• Snape, E., Redman, T., & Bamber, G. J. (2016). Managing human resources. Pearson.
• Gomez-Mejia, L. R., et al. (2016). Managing human resources. Pearson.
• Gautam, A., & Khatri, N. (2020). Recruitment challenges in the public sector. International Journal of Public Administration, 43(12), 1055-1067.
• Pink, D. H. (2009). Drive: The surprising truth about what motivates us. Penguin.
• Fenwick, T., & Russell, R. (2019). Navigating organizational change in public services. Public Management Review, 21(7), 987-1003.
• Huang, G., et al. (2019). Enhancing employee engagement through performance appraisal. Journal of Organizational Behavior, 40(4), 403-420.
• Schwab, K. (2016). The Fourth Industrial Revolution. Crown Business.