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Journal articles on the topic 'Police Personnel management'
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Sonia, N., and Juliet Isaac J. Kamala. "Stress behaviour among police officers under human resources management." B-Digest (Journal of Commerce & Management) 16, no. 1 (2024): 19. http://dx.doi.org/10.26634/bdigest.16.1.20477.
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Stress damages human beings and their agencies, potentially becoming all-encompassing. It can affect individuals in all occupations and of every age, regardless of gender, nationality, educational background, or position. Stress is an inevitable part of police work. Constant and unmanaged stress may reduce the effectiveness and efficiency of the staff. Police officers pose a threat to themselves, their colleagues, offenders, and public safety. The purpose of this study is to explore the causes of stress and empirically investigate the socio-demographic factors affecting stress levels among police personnel. A convenience sampling method was employed to select a sample of 118 police personnel in the Tamil Nadu police force. Findings revealed that political pressure, lack of time for family, negative public image, and low income were the primary causes of stress among police personnel. It emerged that stress is significantly more pronounced among younger, more educated individuals, those posted in urban areas, and those with less work experience. Overall, the findings of this study strongly suggest a need for internal policy reform and managerial changes in the system.
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BERENDIEIEVA, A. I., and V. V. SHEVCHUK. "GENDER SENSITIVE PERSONNEL MANAGEMENT IN THE POLICE." Law and Society, no. 5 (2023): 95–100. http://dx.doi.org/10.32842/2078-3736/2023.5.15.
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Paudel, Narendra Raj, and Srijana Pahari. "Personnel Management System in Armed Police Force, Nepal." Journal of APF Command and Staff College 1, no. 1 (December 14, 2018): 13–20. http://dx.doi.org/10.3126/japfcsc.v1i1.26708.
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This paper analyze the Armed personnel management system in Armed Police Force (APF), Nepal drawing information from secondary sources especially from APF headquarter including interview with key persons retired from APF. The study reveals that APF has moderately success to manage APF personnel to achieve its goal to maintain peace and security and safeguard national sovereignty. Because of its professional manpower produced by APF, almost all people appreciate its role played during natural disaster in the country. Despite of these activities performed by APF, there are vital issues revealed from the study that there needs proper human resource planning to promote effectiveness and efficiency in APF, Nepal. Recruitment of Armed personnel through open competition is delayed because of government’s delayed decisions. Likewise, promotion process especially in higher position is more often impacted due to government delayed decisions. Trainings in APF have been conducting for promotion purpose without assessing training need. The trainings are also constrained due to inadequate resource allocation. APF personnel are also not satisfied with the existing salary system of the country. The study concludes that there are a lot of rooms to improve personnel management system in APF, Nepal for its betterment.
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Chinwokwu, Eke Chijioke. "Managing police personnel for effective crime control in Nigeria." International Journal of Police Science & Management 19, no. 1 (December 8, 2016): 11–22. http://dx.doi.org/10.1177/1461355716677877.
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This study examines the ways in which police authorities manage their personnel, as well as the factors militating against police authorities in managing their personnel for effective crime control and prevention in Nigeria. The study used both quantitative and qualitative designs to attempt to identify the criteria used in posting police officers. Data were obtained through questionnaires from 360 randomly selected respondents complemented by 15 in-depth interviews (IDI) undertaken in three geo-political regions in Nigeria namely: southeast, southwest and north central. The three geo-political regions were purposively chosen based on the incidences of armed robbery recorded in each. The study also used secondary data sourced from the National Bureau of Statistics and the Nigeria Police Force as reference materials. Simple percentages and chi-squared tests were employed to analyse the collected data. The qualitative data were content analysed. The findings revealed that factors such as crime rate, population size, industrial development and land mass or political interference were not clearly defined criteria used in the posting of personnel. The number of police in a region does not equate to more or less crime; effective crime control and prevention depend on proper and effective utilization, as well as management, of police personnel. Police authorities are culpable of mismanagement of police personnel for personal gain to the detriment of citizens; most states are under-policed and under-staffed. This study also found that factors militating against the effective utilization and management of police personnel include: corruption, political interference, ethno-religious consideration, lack of funds and lack of facilities. Thus, the study recommends among other things, that the distribution of police personnel should be anchored to the population size, industrialization and volume of criminality in a particular place; there should be a gross reduction in the numbers of personnel attached to political officials, whereas those attached to individuals who are not entitled to personal police protection must be withdrawn and efforts made to recruit more people into the police force.
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Syafruddin, Vita Mayastinasari, Novi Indah Earlyanti dan. "Strategi Pengelolaan Kinerja untuk Mewujudkan Polri Promoter." Jurnal Ilmu Kepolisian 13, no. 2 (December 22, 2019): 9. http://dx.doi.org/10.35879/jik.v13i2.161.
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Abstract Performance management of Indonesian National Police (Polri) is important because community demands for excellent service of Polri. The research problem is Polri personnel’s view on the performance management and constraint of the duty implementation. The research aims to propose a strategy formulation to realize positive performance. The research used a mix method research; survey method and descriptive analysis. Data collection technique included: distributing questionnaires, forum group discussion and document studies, analyzed by triangulation. The research area included: East Java Regional Police, Jambi Regional Police and East Kalimantan Regional Police. Performance management constraints include: the gap of availability and the needs of number and quantity of police personnel, facilities, budgets, education and training. Performance management strategies consist of application of knowledge management and accuracy in rewarding.
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Okurut, Micheal, and Jared Deya. "Influence of Strategic Management Practices on the Performance of Uganda Police Force." European Journal of Business and Strategic Management 8, no. 3 (October 6, 2023): 21–42. http://dx.doi.org/10.47604/ejbsm.2133.
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Purpose: The aim of the study was to examine the influence of strategic management practices on the performance of Uganda police force.
Methodology: A descriptive research design was used in which quantitative data collection approach was applied. The population of the study was 96 from which a sample of 63 was selected. The study used both stratified random sampling and purposive sampling to select staff members in their respective strata (top police officers, middle-level officers, and low-level officers). A structured questionnaire in a five likert scale format was used to collect data from the respondents. The collected data was analyzed by both descriptive and inferential statistics with the aid of the Statistical Package for Social Sciences (SPSS) version 24. Descriptive analysis involved frequencies and percentages for demographic data of respondents. Inferential statistics in the form of correlation and multiple regression analyses were employed.
Findings: Strategic management hold distinct positive relationships with performance of Uganda police. As strategic management increase, performance is likely to improve. These findings emphasize investing in strategic management initiatives to enhance overall organisational performance. The Uganda Police Force is regularly interactions with civilians, fostering increased citizen trust through community policing, which in turn enhances its effectiveness in law enforcement. There's high confidence in the police force's effective collaboration with experts, and collaborative projects are generally seen as successful. There are also community support for collaborative initiatives within the force. There is a well-established and highly effective crisis management plan in place, known and understood by the majority of its personnel. Uganda police force has an extensive staff capacity building plan in place, reflecting strong confidence in its commitment to enhancing personnel skills and knowledge.
Unique Contribution to Theory, Practice and Policy: Theory of the public enforcement of law can be used to anchor future studies on the police administration sector. The study recommends that Uganda police force should address concerns about salary structures and remuneration fairness, as there is a substantial perception gap among personnel. Additionally, the force should maintain its commitment to personnel development through training and capacity building, given its positive impact on performance. Uganda Police Force should prioritize public awareness campaigns.
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Wilson, Jeremy M., and Justin A. Heinonen. "Police Workforce Structures." Police Quarterly 15, no. 3 (August 31, 2012): 283–307. http://dx.doi.org/10.1177/1098611112456691.
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Research has long focused on the size of police agencies, giving little attention to the composition of the workforce itself. Literature in fields such as the military, healthcare, organizational psychology, and business, highlights the importance of workforce structures in meeting both organizational and staff needs. Using data from a national survey, we examine personnel cohorts (i.e., distribution of junior, midlevel, and senior sworn staff) as an element of workforce structure in the largest, U.S. municipal police organizations. We describe the importance of cohort structures for enhancing performance (meeting both organizational and individual needs) and assess variation in cohort structures. We discuss the cohorts in light of their effects on personnel management, and highlight the importance of existing cohort structures when considering major personnel decisions such as hiring freezes, furloughs, layoffs, and buyouts. We summarize future research that could advance theory and policy regarding workforce structures in police and other criminal justice organizations.
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NAPAROTA, PhD, LEO, Joseph B. Bangalando, BSCRIM, Jerome M. Guillena, BSCRIM, Junalisa I. Uguis, BSCRIM, Love H. Falloran, PhD, and Ronnel T. Lampawog, MSCJ. "POLICE RECORD MANAGEMENT: IDENTIFICATION OF THE PROBLEMS ENCOUNTERED BY POLICE PERSONNEL IN THE FIRST CONGRESSIONAL DISTRICT OF ZAMBOANGA DEL NORTE." Divine Word International Journal of Management and Humanities (DWIJMH) (ISSN: 2980-4817) 2, no. 3 (September 28, 2023): 451–73. http://dx.doi.org/10.62025/dwijmh.v2i3.36.
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This paper primarily sought to determine the extent of effectiveness of police records management in the first congressional district of Zamboanga del Norte. This study employed a quantitative method which included descriptive-survey and descriptive-correlational. There were thirty (30) respondents in the study. Frequency count and per cent, weighted mean, Mann-Whitney U Test, Kruskal-Wallis H Test, and Spearman rank-order correlation were the statistical tools used in the study. The study revealed that the level of respondents' perception level on the attributes of records management, specifically in records creation, records retention and disposition, records storage and maintenance, records access and retrieval, and appropriate use of technology and records management programs is “very much effective" rating. However, the level of respondents' perception level on archival records is "much effective." Moreover, the problems encountered by police personnel in managing police records are not serious and the extent of the factors precipitating the police personnel problems encountered in managing police records is to the least extent. Furthermore, there was no relationship between police record management attributes and record management problems. It signifies that the police records officers' highly effective management of police records had nothing to do with their less severe management issues. In other words, police officers who claimed to be highly competent at handling police records did not necessarily have major issues doing so. Keywords: Police personnel records management, recordkeeping
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Jufri, Jufri, Slamet Widodo, and Fachrudin Js Pareke. "Human Resources Management System At Police Resort Bengkulu Utara." Manager Review 5, no. 1 (January 7, 2023): 19–48. http://dx.doi.org/10.33369/tmr.v5i1.29596.
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The purpose of the research was to describe how to arrange the police management system of human resource in the reformation era. Specifically, the study examined the aspects of the fulfillment and the reform of the police human resource management system. The Police officers who worked at the police headquarters in North Bengkulu Regency, termed Polres, treated as the sample in this study. The study employed a descriptive qualitative approach and used a survey questionnaire to collect the main data. The returned questionnaires that were filled out by 241 police, were then analysed using descriptive statistics of mean, percentage, and frequency. The results of the study show that in general the arrangement of the human resource management system has been going well. Of the six assessments on the fulfillment aspect, namely planning for personnel needs, patterns of mutation, personnel development, setting individual performance standards, enforcement of discipline, and personnel information systems, are in accordance with the Decree of the Chief of Police and ministerial regulations. However, from the aspect of reform, one out of three punishments, namely disciplinary violations, has not shown a significant reduction. Even though within the Polri organization there is an element of oversight, the control mechanism through SiPropam faces dilemmatic situations and conditions due to the influence of a sense of corps, seniority relations, and an excessive sense of loyalty to friends which makes it weak in its implementation. Likewise Kompolnas, which should be in Law Number 2 of 2002 concerning the Police to be formed as an external supervisor, in fact it is only formulated as an "advisor" to the president in the field of police and the people who receive complaints, which are injured by members of the National Police.. Keywords: Management System, Human Resources Management, Police, Reform
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Koliesnik, Tetyana. "WAYS TO IMPROVE THE DEVELOPMENT OF STAFF CAPACITY OF THE NATIONAL POLICE." Ukrainian polyceistics: theory, legislation, practice 1, no. 1 (April 2021): 165–73. http://dx.doi.org/10.32366/2709-9261-2021-1-1-165-173.
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The article is devoted to the issues of improving the development of staff capacity and human resource management in the National Police of Ukraine. It is analyzed the domestic and foreign experience of personnel management in the police as an important factor in achieving the strict observance of human rights by police, the implementation of their service function, the formation of new motivation of professional development for police, the development of communication skills and other professionally important individual psychological qualities. The purpose of the article, in accordance with a clearly formulated and properly updated thematic problem, is a research of problematic aspects of administrative and legal providing the training for the National Police of Ukraine and ways’ identification of their improvement on the base of analysis of national and international legislation and generalization of its implementation. The new requirements facing law enforcement managers today require the mastering modern approaches to personnel management. In the middle of the world's progressive concepts of police management in democracies is a human, the policeman, who is considered as the greatest value. The effective management systems are focused primarily on professional and personal growth, development of general and special skills of police officers so that they will be maximally used in professional activities, will be useful to society, contribute to the effectiveness of the law enforcement system. Of course, it is extremely difficult to achieve 100% job vacancies, but there are things that the leadership of the Ministry of Internal Affairs and the National Police can do today to solve the problem of staffing. Summarizing the above, it should be noted that the issue of improving staff policy in the police is relevant, as currently there are not clearly such aspects as: professional selection of candidates for police service and holding vacant management positions; motivation, stimulation and personal development of staff. Therefore, in order to fully implement the requirements of the Law of Ukraine “On the National Police of Ukraine” and increase the efficiency of staff management of the National Police, it is advisable to develop Regulations on the Personnel Department of the National Police of Ukraine to regulate staff issues.
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B N, Sunil, and Prasanna Kamath B T. "Health Profile of Kolar Police Personnel: A Cross Sectional Study." JOURNAL OF CLINICAL AND BIOMEDICAL SCIENCES 08, no. 3 (September 15, 2018): 85–92. http://dx.doi.org/10.58739/jcbs/v08i3.4.
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Background: The police deal on a regular basis with an assortment of unique situations and stress-ors and this profession is considered as one of the top three occupations most commonly associated with workplace stress by both occupational physicians and psychiatrists. The prevalence of certain morbidities like hypertension, diabetes, obesity, low back ache and cardiovascular risk is more among police personnel than general population. Aims: To assess morbidity pattern among police personnel with the intention of providing inputs to the policy makers to bring about changes to address these issues of the police force. Set-tings and Design: A Descriptive Cross Sectional Study was carried out on police personnel working in 5 police stations. Methods and Material: Complete information regarding socio-economic-demographic de-tails, occupational history, past and present history and family history was collected through interview. Gen-eral examination including anthropometric measurements and vitals with special reference to Non Com-municable diseases was recorded. Blood samples were collected to estimate Fasting Blood Sugar, Glycated Hemoglobin (HbA1C) and Lipid profile. Results: A total of 200 Police personnel were interviewed. Preva-lence of Obesity was 68% and Overweight was seen in 16%. 23.5% were Tobacco users and 28% were con-suming Alcohol. 46% of the people were suffering from Musculoskeletal Problems. 23% were diagnosed to have Diabetes Mellitus, 26% had Hypertension and 64.5% had Metabolic Syndrome. 183(91.5%) had abnor-mal lipid profile. Conclusions: Regular screening and health education programs needs to be implemented. Counseling related to lifestyle modification, addiction control and stress management should be an integral component of these health-related activities. Key-words: Policemen, Diabetes, Hypertension and Obesity
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Park, Jaehee, and Jiyoung Kim. "Analysis of issues in the initial operation for the successful implementation of the autonomous police system - Based on the survey of the local police committees -." Korea Association of Local Administration 19, no. 1 (April 30, 2022): 103–29. http://dx.doi.org/10.32427/klar.2022.19.1.103.
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With the introduction of the autonomous police system by the Moon Jae-in government, local governments are expected to provide local-specific public security services that reflect the needs of residents and comprehensive public security services through linking local administration and public security administration. The purpose of this study was to analyze the issues of the initial operation of the autonomous police system and to suggest improvement plans for the local police committee, which is a key organization for the successful implementation of the autonomous police system. To this end, a survey was conducted from July 1st to July 15th, 2021 on the organization and operation of the local police committee, personnel rights, budgetary rights, scope and linkage of the affairs targeting 18 local police committees.
Based on the survey results, policy recommendations for the successful implementation of the autonomous police system were presented. First, it may be considered to allocate the recommended number of committee members to each recommendation institution in order to secure diversity of the local police committees. Second, the National Police Agency should cooperatively share personnel and budget information with the local police committees. Third, the independent personnel rights management system within the local police committee should be prospectively reviewed. Fourth, it is necessary to come up with various financial support measures that allow local governments to independently operate them. Fifth, it is necessary to continuously discuss improvement plans for local police affairs by reflecting the opinions and experiences of national police officers who perform local police affairs in the field. Sixth, for the personnel and budgetary authority of the local police committee to be effectively exercised, the facilities･manpower･budget of the national police must be completely transferred to the local governments.
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Rubillar, Alynna Jane, Christian Marl Ybasate, Ivan Vismanos, James Lester Alegarbe, Jepril Espinosa, Leoberth Jemino, and Maria Ckristina Aggabao. "Crisis Management Skills and Competence-Perspective of Philippine National Police." Asian Journal of Education and Social Studies 49, no. 4 (December 30, 2023): 525–38. http://dx.doi.org/10.9734/ajess/2023/v49i41230.
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Aims: This study aims to address a gap in existing literature by exploring between Crisis Management Skills and Competence of Philippine National Police.
Study Design: This researched employed descriptive predictor approach that focuses on examining the Crisis Management Skill and Competence of Philippine National Police.
Place and Duration of Study: Sample: This study was conducted In Davao City specifically Police Station 8 Toril, Police Station 17 Baliok and Police Station 3 Talomo from School Year 2022to 2023.
Methodology: This research included 50 respondents 20 in Police Station 8,15 in Police Station 17 and also 15 in Police Station 3 and utilized convenient sampling technique.
Results: The study's results indicate a very high level of crisis management skills among the respondents, with planning skills, communication skills, and organizing skills all scoring very high. In addition, the competence of PNP personnel in negotiation of hostage taking, handling VAWC and child abuse cases, and first responder procedures on bomb threats is also perceived as very high. This suggests that PNP personnel possess the necessary skills and capabilities to effectively handle various crisis situations, including hostage negotiations, cases of violence and abuse, and bomb threats. A regression analysis was conducted to assess the influence of crisis management skills on PNP competence. The results revealed a moderate influence between the variables, with an R value of 0.415. The model summary indicated that 17.30 percent of the variation in PNP competence is explained by the regression model, suggesting that crisis management skills have a significant impact on PNP competence. Specifically, the planning skills indicator was found to significantly influence PNP competence, with a one-unit increase in planning skills leading to a 0.329 increase in PNP competence.
Conclusion: The study concludes that the Philippine National Police (PNP) personnel exhibit very high crisis management skills and competence, with planning skills being the most influential domain on their competence. This indicates their proficiency in handling various crisis situations and maintaining a high standard of service quality. The PNP personnel are highly competent in negotiating hostage situations, handling cases of violence and abuse, and responding to bomb threats, highlighting their commitment to public safety. The study also found a positive influence between planning skills and competence in some areas, but communication and organizing skills showed weak or non-significant influence in the examined areas.
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Santosa, Budi, Prawitra Thalib, Fendy Suhariadi, and Dimas Agung Trisliatanto. "Middle-level management capability in Central Kalimantan Regional Police." Technium Social Sciences Journal 53 (January 9, 2024): 226–35. http://dx.doi.org/10.47577/tssj.v53i1.10403.
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Middle-level managerial capabilities in the Central Kalimantan Regional Police could also be referred to as relevant role capabilities for members who hold managerial positions at each level of the Resort Police and Sector Police. The Middle Officer's capabilities consisted of the quality of impact and influence ability, achievement drive, cooperation, analytical thinking, initiative, developing others, self-confidence, understanding others, direction/assertiveness, information seeking, team leadership, conceptual thinking, organizational awareness and fostering relationships, and specific knowledge capabilities. This study aimed to analyze middle-level management capability in Central Kalimantan Regional Police. Police as a modern organization in general also expect to have human resources who were proactive and show initiative, had responsible for their own professional development, and committed to high quality performance standards. Police in middle-level management capabilities were qualities and actions that the main characteristics of professional people at the level of Middle Officers. The conclusion of this study explained that the development of middle-level management capabilities in the human capital personnel of the Central Kalimantan Regional Police, especially at the Resort Police level, was one of the main focuses for balancing external developments that adapted to internal conditions within the police institution. external developments which were bureaucratic reforms carried out and seeing these challenges, while internal conditions in the form of the institution's ability to map personnel and direct human capital capabilities to be able to win the competition and demands for quality police performance also require serious efforts to make it happen because the performance The current police bureaucracy was suspected to have not shown optimal performance.
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Qilei Wang. "Intelligent Management Platform into Equipment Construction Personnel Training Mode Exploration: A Case of Police Equipment Management Information." Journal of Electrical Systems 20, no. 2 (April 4, 2024): 282–91. http://dx.doi.org/10.52783/jes.1175.
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To strengthen the application level of intelligent equipment management information platform for police officers, combined with the relevant requirements of the public security organ, education department and other departments, this paper focusing on the personnel training mode in the field of police equipment management information based on the background of intelligent management application, the connotation of professional development and the current situation of professional demand are analyzed. Through the study of knowledge system, curriculum system, teaching mode and so on, the cultivation of students 'skills and professional quality training are strengthened. The paper also discusses the existing problems in the aspects of the necessity, realistic demand, the promotion path and the evaluation of the school-bureau cooperation training mode. The model construction fully reflects the teaching needs of the police equipment management specialty in the information age, and establishes a professional ability talent training mode that matches the needs of the police equipment management professional posts.
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Asmild, Mette, Joseph C. Paradi, and Jesus T. Pastor. "DEA based models for reallocations of police personnel." OR Spectrum 34, no. 4 (March 13, 2011): 921–41. http://dx.doi.org/10.1007/s00291-011-0243-6.
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Sinclair, Lisa M., and M. Douglas Baker. "Police Involvement in Pediatric Prehospital Care." Pediatrics 87, no. 5 (May 1, 1991): 636–41. http://dx.doi.org/10.1542/peds.87.5.636.
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One hundred fourteen emergency medical services agencies and 76 police chiefs throughout the United States were prospectively surveyed to ascertain the current utilization of police personnel within the prehospital care system. More than three fourths (77%) of the surveys mailed were completed. Respondents indicated the following: (1) a majority (92%) of police personnel were trained in cardiopulmonary resuscitation and basic first aid, (2) only half (57%) of police were trained in moving or transporting patients, and (3) few (36%) police were provided ongoing training in emergency pediatric medical skills. In spite of this, police were reportedly present at calls activating emergency medical services systems between 24% and 69% of the time, and the majority of these were trauma related. Police chiefs surveyed indicated that their officers played a large role in medical management prior to arrival of emergency medical services personnel; 87% would initiate cardiopulmonary resuscitation and 93% would begin basic first aid. Sixty-one percent of police chiefs indicated that officers would occasionally "scoop and run" with a critically ill child rather than await emergency medical services arrival. The data indicate that, right or wrong, police personnel are actively involved in their prehospital care system at present. In many instances, their help may be needed. Further thought should be given toward defining an exact emergency medical services role for police personnel and toward providing adequate initial and ongoing basic medical training for these individuals.
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Park, Jong seung. "Police Personnel Management Problems and Improvement Measures - Focusing on the analysis of audit results in the personnel management field -." Korean Association of Police Science Review 24, no. 2 (April 30, 2022): 135–64. http://dx.doi.org/10.24055/kaps.24.2.6.
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Wan Sulaiman, Wan Anor, Wan Nurfatini Wan Anor, Adi Fahrudin, and Mohd Dahlan A. Malek. "Kaunseling Kelompok Terapi Kognitif dalam Pengurusan Stres dalam kalangan Polis." Asian Social Work Journal 3, no. 3 (August 10, 2018): 29–37. http://dx.doi.org/10.47405/aswj.v3i3.49.
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This article was written to discuss the use of cognitive therapy group counseling method in stress management among police personnel in Malaysia. It also discusses what police stress scenarios, stress factors, stress effects experienced by policemen in their work and lifestyle, and how existing programs have been done to reduce police stress. The results of this paper can give an idea and suggestion to the Royal Malaysian Police (PDRM) in intervention using cognitive counseling group interventions as a method that can be applied to high-stress police personnel in particular and who experience moderate stress.
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Korshenko, V. A. "Perspectives of implementing software packaged system “Personnel Management System of the National Police of Ukraine” into the activities of the National Police of Ukraine." Bulletin of Kharkiv National University of Internal Affairs 81, no. 2 (December 13, 2018): 66–72. http://dx.doi.org/10.32631/v.2018.2.06.
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It has been stated that the effective solution of the tasks of human resourcing and personnel management is one of the main tasks of any organization, institution or enterprise. The National Police of Ukraine is not an exception, and defective planning can lead to the loss of valuable human resources.
It has been stressed that nowadays the issues of informatization and automation of human resourcing and personnel management are being paid very little attention, while it is practically impossible to solve the tasks of human resourcing and personnel management in the current situation without the use of information and telecommunication technologies. The tendency in the development of telecommunication technologies in the field of human resources and personnel management is the movement towards the use of electronic systems and software package systems built on WEB-technologies.
It has been alleged that the software package system “Personnel Management System of the National Police of Ukraine”, which was fully designed and developed by the employees of the research laboratory dealing with information protection and cybersecurity of Kharkiv National University of Internal Affairs customized by the Human Resourcing Department of the National Police of Ukraine, has no analogues among domestic and foreign software products. From the first days of test running of the software package system’s modules, it became clear that its implementation into the activities of the National Police of Ukraine would provide significant advantages over the usual, manual, “paper” way of working. Compared to desktop software products, the software package system has significant advantages due to its WEB-oriented nature.
The experience of exploiting certain modules of the software package system has proved that the use of electronic systems and software package systems built on WEB-technologies is a very timely and progressive step that significantly improves the efficiency of the activities of the entire National Police of Ukraine in the whole.
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Hari Kuncoro, Mustafa, Billy Tunas, and Wibowo. "Career Development of Indonesian National Police: The Case Study Analysis of Police Grand Comissioner Rank." Journal of Business and Behavioural Entrepreneurship 3, no. 2 (December 16, 2019): 58–71. http://dx.doi.org/10.21009/jobbe.003.2.04.
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It was important for Indonesian National Police organizations to be able to managed their human resources through good management by giving employees or members the opportunity to advance. Human resources in one organization had an important role of Indonesian National Police experiences a surplus of members with the position of Police Grand Commissioner. As of the beginning of 2019, this institution had around 1,400 members serving as middle officers. Most of these officers did not get outside structural positions. The development system of the right police career pattern was able to provide direction for individual police officers to developed themselves. The purposed of this research was to analyzed case studies related to the career development of the Police Grand Commissioner ranked that took place at the Institution of Indonesian National Police. This research used a qualitative approach with a case study method. This study concluded that career development was an police's efforts to achieve a career plan. In this case, there were organizational efforts in the form of programs and activities to assisted the career development of Police Grand Commissioner personnel. Another important thing was related to education and training provided to Police Grand Commissioner personnel must be in accordance with the requirements needed, so that the quality improvement of Police Grand Commissioner personnel would be truly fulfilled and aimed to developing police competencies and careers in accordanced with the needs and challenges of Grand Commissioner Police personnel performance.
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Barko, V., and V. Barko. "Psychological indicators of the work of the manager with the personnel of the national police of Ukraine." Visnyk Taras Shevchenko National University of Kyiv. Military-Special Sciences, no. 3 (40) (2018): 11–15. http://dx.doi.org/10.17721/1728-2217.2018.40.11-15.
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The article is devoted to the problem of training the heads of units of the National Police to implement effective personnel management. The activities of the police are among the complex, it is accompanied by significant physical and psychological stress on police officers, often containing threats to their lives and health. The article focuses on the idea of a proactive approach that underlies the modern concepts of police management and is designed to provide psychological prevention of problems in the police organization, prevention of conflicts, stress, police discontent. The article reveals the psychological conditions for the manager to carry out such proactive management, emphasizes the need for special psychological training of police managers through vocational psychological training.
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Suray, Inna, and Oleksiy Pylypenko. "Features of personnel management in the police of the Lithuanian Republic." Public management 20, no. 5-2019 (December 2019): 210–23. http://dx.doi.org/10.32689/2617-2224-2019-5(20)-210-223.
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Parsons, A. R., Paula Kautt, and Timothy Coupe. "Effective policing: management influence and the commitment of senior police personnel." Policing and Society 21, no. 1 (March 2011): 1–26. http://dx.doi.org/10.1080/10439463.2010.540661.
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Zega, Buala, Gunarto Gunarto, and Mahmud Mulyadi. "Reconstruction of Criminal Policy for Police Personnel who Abused Drugs Based on Justice Value." Scholars International Journal of Law, Crime and Justice 5, no. 1 (January 24, 2022): 30–36. http://dx.doi.org/10.36348/sijlcj.2022.v05i01.005.
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The background of this research is to find the weaknesses of the current Criminal Policy for Police Personnel Who Abused Drugs and how to Reconstruct the Criminal Policy For Police Personnel Who Abused Drugs Based On Justice Value. This research is a normative-legal type of research that is used to examine the function of a norm that lays the law as an instrument that regulates and controls society. The approach used in this research is conceptual, a statute approach, a philosophical approach, and a comparative approach. The analysis used in this research is descriptive-qualitative. The results show that Police officers who are suspected of using narcotics and subjected to the investigation must still be considered innocent until proven through a court decision that has permanent legal force (the principle of presumption of innocence) as stipulated in Article 8 paragraph (1) of Law no. 48 of 2009 concerning Judicial Power. However, in reality, the enforcement of the police professional code of ethics against members of the police who are entangled in criminal cases of narcotics abuse has not been carried out properly as the police still do not immediately take firm action against members who are entangled in criminal cases of narcotics abuse, it is impressed that the police are still protecting their members and are considered after the members have been tried in general court and were found guilty of committing a narcotic crime. The police should be able to monitor their members more and instill a higher law-abiding attitude so that their members can avoid criminal acts of drug abuse, such as urine tests. For those who have the authority to prosecute violations of the code of ethics committed by members of the police, they should be more strict in taking action against police who are caught in narcotics use cases and should be rehabilitated as soon as possible, not fired or imprisoned.
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Grechenko, V. A. "The state of police staffing in the Ukrainian SSR in the mid-1950s." Law and Safety 88, no. 1 (March 29, 2023): 56–65. http://dx.doi.org/10.32631/pb.2023.1.05.
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A topical and insufficiently studied issue in historical and legal science is the question of structural changes in the Ministry of Internal Affairs and their impact on the state of staffing of the police operating in the Ukrainian SSR in the first period after the change of power in the USSR, in the context of partial liberalization of the Soviet totalitarian regime (1954–1955). An analysis of police activity during this period shows that the level of crime prevention was correlated with the level of qualification of police officers. There were significant shortcomings in the work of regional and city police departments in the selection, placement and promotion of police management personnel as this issue was not sufficiently controlled by the republic’s Ministry of Internal Affairs. It has been emphasized that in the mid-1950s, the staffing of the police of the Ukrainian SSR was at a low level. There was a significant turnover of personnel. This was due to mistakes in the selection of personnel to the ranks of this law enforcement body, insufficient verification of their business and moral qualities, and insufficient attractiveness of police service due to low material support and poor living conditions. Professional training for the police was clearly insufficient, and in 1953 a number of regional police schools were closed. The general educational level of police officers was also low, a significant number of them did not even have an incomplete secondary education. At the beginning of 1955, more than 16 % of the police officers of the Ministry of Internal Affairs of the Ukrainian SSR, 7.5 % of the employees of the Department for Combating the Theft of Socialist Property had a secondary education and more than 60 % had incomplete secondary education, and 50 % of the heads of city police stations did not even have a secondary education. In 1955, the state of staffing became the subject of a special discussion at the Board of the Ministry of Internal Affairs of the Ukrainian SSR. Specific shortcomings were identified in the work of personnel departments both in the republican MIA and in the regional departments of the republic. Many of them did not have an effective personnel reserve, which led to significant delays in staffing certain management positions. The resolution identified measures to improve the personnel situation, but they cannot be called sufficiently well-thought-out, however, this resolution of the board played a certain positive role in improving the level of work with personnel in the police of the republic.
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Yadav, Radha, Ashu Khanna, and Chenab. "Quality of work life, emotional and physical well-being of police personnel in India." International Journal of Police Science & Management 24, no. 1 (December 22, 2021): 89–99. http://dx.doi.org/10.1177/14613557211064055.
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The job profile of police officers places exceptional demands on them leading to risks to life, personal discomfort and stress. This article aims to examine how the physical and emotional well-being of police personnel is affected by their perceived quality of work life (QWL). The study looked at the questionnaire responses of 234 police personnel. Emotional well-being is measured as the absence of depression, emotional hyperactivity, difficulty relaxing, irritability and anxiety, whereas physical well-being is measured as the presence of diabetes, thyroid problems, insomnia and obesity. The study assessed police perceptions of QWL as provided by the government. The study findings are segregated for QWL on the basis of dominant ill-being and dominant well-being. Factors such as career and development, working environment, safety, work load, compensation and fear of punishment should be carefully analysed and improved. Some 71.8% of the respondents suffered from two or more emotional ailments; 70% suffered from two or more physical ailments. Findings suggest that QWL dimensions that fall within dominant ill-being need to be addressed immediately by policy makers and management to improve police well-being.
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Vuorensyrjä, Matti. "Police management reform, labor productivity, and citizens’ evaluation of police services." Policing: An International Journal 41, no. 6 (December 3, 2018): 749–65. http://dx.doi.org/10.1108/pijpsm-02-2017-0025.
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Purpose This study tracks changes in labor productivity of the Finnish police force over a period of thorough management reforms (2009-2014). Theoretically, the study is based on the cost disease hypothesis. It was assumed that police management reforms have had no noticeable effect on labor productivity and that, therefore, the fact that both physical police facilities and frontline employees have been reduced during the reform years has been reflected on the output side: on the number of outputs, accessibility, and quality of police services. The paper aims to discuss this issue. Design/methodology/approach The study was conducted as a series of longitudinal function-specific output-input analyses (2000-2015). The project employed data from the Police Performance Management database, Police Citizen Surveys (PCSs, 1999-2016), and Police Personnel Surveys (1999-2015). Methodologically, it relied on two different compounded annual growth rate concepts, linear regressions and likelihood ratio analyses. Findings The rate of growth of labor productivity was unaffected by the management reform period. In fact, productivity may have declined during the reform process. Citizens’ evaluations of police services have slightly deteriorated over the management reform period. Research limitations/implications PCS data are based on quota sampling. The procedure contains random sampling elements but is not fully random. The earliest PCS data lack satisfactory population weights, which is why unweighted data had to be used in this study. Originality/value Longitudinal studies on police productivity and, relatedly, on the cost disease phenomenon are rare. Yet, the themata are potentially very significant for both citizens and policy makers.
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Cuevas, Kamille Gretchen Z., Lerwin Aries T. Pendon, Klyzia C. Rijon, Jerome M. Vibar, and Elizabeth Buena Villa. "Emotional Intelligence and Conflict Management Strategies among Junior and Senior Uniformed Personnel in Philippine National Police." International Journal of Multidisciplinary: Applied Business and Education Research 5, no. 6 (June 23, 2024): 2116–24. http://dx.doi.org/10.11594/ijmaber.05.06.14.
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This study aimed to determine the emotional intelligence and conflict management strategies among junior and senior uniformed personnel of Philippine National Police. This study employed the use of descriptive comparative research design utilizing survey methodology. Research locale was limited Cavite. The respondents were the 50 junior uniformed personnel and 50 senior uniformed personnel in the locale of the study and were selected using random sampling technique. The research instrument in this study was a survey questionnaire adopted from Galman (2021). Data were analyzed using percentage, mean, rank order and One Way Analysis of Variance. The study reveals that senior uniformed personnel have higher emotional intelligence and conflict resolution skills compared to younger personnel. Senior personnel have a better understanding of their own emotions and others', and can better manage stress. They also employ more effective conflict resolution tactics. The study suggests that age and experience may influence emotional intelligence and conflict resolution. The study suggests that company culture can impact conflict management and emotional intelligence. It's crucial to tailor conflict management tactics to each age group and provide training to enhance emotional intelligence. Emphasizing these differences can help foster a more efficient professional environment among uniformed staff.
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Tosun, Hamza. "IT Management in Policing: Main Advantages and Disadvantages of IT for Police Managers." European Scientific Journal, ESJ 12, no. 9 (March 30, 2016): 23. http://dx.doi.org/10.19044/esj.2016.v12n9p23.
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As a public organization, police agencies have placed various IT systems into service in order to achieve their goals. More especially, in community policing era, information technology have greatly assisted police managers to improve policing capabilities in terms of serving effectively and efficiently. In describing three dimensions of the IT Management, this paper explores the advantages and disadvantages of using IT in policing area. IT Management offers great advantages in policing for police managers. However, before initiating an IT project, police managers should consider their organizational capacity in terms of budget, personnel, and organizational structure.
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Yudanto, Dedy, and Pantius Drahen Soeling. "Strategy of Recruitment and Selection for Indonesian National Police (POLRI) Candidates." Khazanah Sosial 5, no. 1 (February 25, 2023): 12–27. http://dx.doi.org/10.15575/ks.v5i1.20964.
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The industrial revolution 4.0 in Indonesia requires the National Police to revamp the recruitment system where the ideal personnel ratio has not been met, and Recruitment has not been prioritized on local wisdom. To fulfill Polri's HR in quantity and quality (predictive, responsive, and fair transparency) will be largely determined by the right personnel recruitment system because, without quality human resources, the Polri organization will find it difficult to achieve its vision and mission. The theories used are HR management theory, recruitment theory, and capability theory. There is a shortage of personnel provision in the Polri organization because the personnel intake has not been optimal with the number of personnel shrinking that has occurred. If viewed from the quality aspect, there is still a lack of knowledge, ability, and attitude of prospective Polri personnel in participating in the selection of Polri personnel supply due to the large interest of the community, which is not accompanied by strengthening the capacity of prospective Polri personnel. To strengthen the Recruitment of the National Police, it is also necessary to improve, organize, and change every process of providing Polri human resources at every stage of Recruitment and selection.
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Suhirno, Suhirno, Rahmat Madjid, and Yusuf Yusuf. "PENGARUH KNOWLEDGE MANAGEMENT DAN ORGANIZATIONAL CULTURE TERHADAP KINERJA BHAYANGKARA PEMBINA KEAMANAN DAN KETERTIBAN MASYARAKAT KEPOLISIAN RESOR KENDARI." Jurnal Manajemen, Bisnis dan Organisasi (JUMBO) 4, no. 2 (October 7, 2020): 40. http://dx.doi.org/10.33772/jumbo.v4i2.14497.
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Along with the current progress and development of the Kendari Resort Police to maximize knowledge and build an effective organizational culture in order to create better work results and quality of personnel work, so that the existence of Bhabinkamtibmas personnel in the midst of society can create security and order in the jurisdiction of the Kendari Resort Police.This study aims to determine and analyze the effect of Knowledge Management and organizational culture on the performance of members of the Kendari District Police Bhabinkamtibmas. The population of this study was all members of the Kendari District Police Bhabinkamtibmas of 80 people and all of them were sampled. The analytical tool used is partial least square with the Smart PLS program version 3.0 while the data collection method used questionnaires, documentation and interviews.Based on the results of the study it was concluded that: (1) knowledge management had a positive and significant effect on the performance of the Kendari District Police Bhabinkamtibmas (2) organizational culture had a positive and significant effect on performance of the Kendari District Police Bhabinkamtibmas.
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Suhirno, Suhirno, Rahmat Madjid, and Yusuf Yusuf. "PENGARUH KNOWLEDGE MANAGEMENT DAN ORGANIZATIONAL CULTURE TERHADAP KINERJA BHAYANGKARA PEMBINA KEAMANAN DAN KETERTIBAN MASYARAKAT KEPOLISIAN RESOR KENDARI." Jurnal Manajemen, Bisnis dan Organisasi (JUMBO) 4, no. 2 (October 7, 2020): 40. http://dx.doi.org/10.33772/jumbo.v4i2.14496.
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Along with the current progress and development of the Kendari Resort Police to maximize knowledge and build an effective organizational culture in order to create better work results and quality of personnel work, so that the existence of Bhabinkamtibmas personnel in the midst of society can create security and order in the jurisdiction of the Kendari Resort Police.This study aims to determine and analyze the effect of Knowledge Management and organizational culture on the performance of members of the Kendari District Police Bhabinkamtibmas. The population of this study was all members of the Kendari District Police Bhabinkamtibmas of 80 people and all of them were sampled. The analytical tool used is partial least square with the Smart PLS program version 3.0 while the data collection method used questionnaires, documentation and interviews.Based on the results of the study it was concluded that: (1) knowledge management had a positive and significant effect on the performance of the Kendari District Police Bhabinkamtibmas (2) organizational culture had a positive and significant effect on performance of the Kendari District Police Bhabinkamtibmas.
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Shaji, Shibin M., and S. Aswathy. "IJCM_168A: Cardiovascular disorder risk among the police personnel in Ernakulam District, Kerala, India." Indian Journal of Community Medicine 49, Suppl 1 (April 2024): S49. http://dx.doi.org/10.4103/ijcm.ijcm_abstract168.
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Background: Appropriate assessment and management of cardiovascular risk is vital in reducing the occurrence of fatal and non fatal cardiovascular events like stroke or myocardial infarction in high risk occupational group such as Police personnel. Several studies have reported high prevalence of risk factors of cardiovascular diseases (CVD) such as hypertension, high blood lipids, physical inactivity, obesity, positive family history etc among police personnel Objective: To estimate the 10-year risk of cardiovascular events (fatal or non-fatal) among police personnel in Ernakulam City, Kerala, India Methodology: A cross sectional study was carried out among police personnel in various police stations of the district. All the police stations in the district were listed and selected randomly using the MS Excel random number generator. After getting prior permission from the concerned authorities in the Police department, Police personnel above the age of 40 years in Ernakulam city were screened for CVD risk using the WHO – non-laboratory-based CVD risk chart. Data was entered into Microsoft Office Excel and analysed using Jamovi version 2.3.28 Results: Out of 246 participants studied, the mean age was 48.4 + 3.97. Less than half of the participants (44.3%) were Civil Police Officers (CPO) or Senior Civil Police Officer (SCPO). About a third of the participants (32.1%) were having CVD risk in yellow category (5-<10%), 3.3% in orange category (10-<20%) and majority (64.6%) in green category (<5%). On multivariate analysis, age>50 years (OR – 3.36[1.73,6.5]) and duration of service>20 years (OR – 4.9[2.35,10.23] were the independent determinants of higher CVD risk (yellow and orange category) Conclusion: About 35% of the participants belonged to higher risk category (yellow and orange) and duration of service>20 years, age>50 years were the independent determinants
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Suryadi, Arief. "OPTIMALISASI PERAN DIREKTORAT PENGAMANAN OBJEK VITAL POLDA SUMBAR DALAM PENANGGULANGAN TINDAK PIDANA YANG DILAKUKAN PREMAN DI OBYEK WISATA KOTA PADANG." UNES Law Review 2, no. 4 (August 14, 2020): 372–82. http://dx.doi.org/10.31933/unesrev.v2i4.131.
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Throughout 2016 to 2018 there were 29 cases of criminal acts committed by thugs in vital tourism objects in the city of Padang. Thug Handling of Tourism Objects in Padang City By Pam Obvit West Sumatra Regional Police is conducted by conducting raids or inspections by officers of the Padang City tourism area. Constraints in Tackling Thugs in Tourism Objects in Padang City By Pam Obvit West Sumatra Regional Police is a factor in human resources / lack of personnel, lack of community participation / management of attractions. Efforts Made by the Directorate of Safeguarding Vital Objects in Overcoming Barriers to Safeguarding Tourism Objects against Thugs in the City of Padang tourist area is to increase Human Resources or the Number of Police Personnel by empowering the local Bhabinkamtibmas, Increasing community participation / management of tourism objects. Optimizing the Role of West Sumatra Regional Police Obvit Pam in the Thugs Repacking in Tourism Objects in Padang City with collaborative efforts between the police and the community through police synergy where both together identify and solve the occurrence of thug problems.
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Saputro, Bayu, Rianto Rianto, and Aditya Wahana. "Management Information System for Human Resources at the Operational Bureau of the DIY Regional Police using Agile Development Method." Journal of Intelligent Software Systems 3, no. 1 (July 18, 2024): 22. http://dx.doi.org/10.26798/jiss.v3i1.1208.
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This research develops Agile Development, particularly Extreme Programming (XP), to create a web-based Human Resource Management Information System for the DIY Regional Police's Operational Bureau. Addressing challenges in personnel data management, the objective is to enhance efficiency and effectiveness. The study involves system needs analysis, design, implementation, and testing. Initial development includes interfaces for employees, administrators, and leaders, featuring personnel data management, leave requests, and announcements. Testing involves White Box, Black Box, and alpha testing by 25 Operational Bureau respondents. Alpha test results reveal high satisfaction with efficiency, data accuracy, and administrative process acceleration. The system effectively reduces human errors in personnel data management. The research concludes that the web-based system is a successful, computerized, organized solution for personnel data management in the Operational Bureau of DIY Regional Police
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Sunil Kumar Poyil, Ganthimathy Sekar, and Murugesan. "Effect of Yogic Practice on Stress and Resting Heart Rate Among Stressed Middle-Aged Men Police Personnel in Kerala Police Academy Thrissur." Journal of Advanced Zoology 44, S-5 (November 15, 2023): 2385–87. http://dx.doi.org/10.17762/jaz.v44is-5.1857.
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This research paper investigates the impact of yogic practice on stress levels and resting heart rates among middle-aged male police personnel experiencing high levels of stress at the Kerala Police Academy in Thrissur. The study addresses the pressing issue of stress management in a high-stress profession and explores the potential benefits of incorporating yoga as a complementary intervention. A sample of thirty stressed middle-aged male police personnel was recruited, and a structured yogic program was implemented over a period of 12 weeks. Stress levels were assessed using validated psychological measures, and resting heart rates were recorded before and after the intervention. The findings reveal a significant reduction in stress levels and a notable decrease in resting heart rates among the participants following the yogic practice. The results suggest that yogic practices can serve as an effective means of stress reduction and cardiovascular health improvement for stressed middle-aged male police personnel. This research highlights the potential of integrating yoga as a holistic approach to enhance the well-being and resilience of individuals working in high-pressure occupations, such as law enforcement. Further studies and long-term assessments are recommended to consolidate these findings and explore the broader applicability of yogic interventions in stress management programs.
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Urairak, Buppachart. "Management of Healthcare Quality of Medical Personnel of the Royal Thai Police." PSAKU International Journal of Interdisciplinary Research 2, no. 1 (January 1, 2013): 101–13. http://dx.doi.org/10.12778/235108618x15452373185183.
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Acorda, Emmalyn, Jeffrey Agmata, Mary Jane Napadao, Sesinando Perilla, Elizabeth Buena-Villa, Jose Andres Villarta, and Almerian Tayobong. "Career Management and Job Satisfaction among Female Uniformed Personnel of Philippine National Police." International Journal of Multidisciplinary: Applied Business and Education Research 5, no. 5 (May 23, 2024): 1693–705. http://dx.doi.org/10.11594/ijmaber.05.05.18.
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The aimed of this study was to ascertain how female uniformed Philippine National Police members manage their careers and how satisfied they are with their jobs. This study used survey methods in conjunction with descriptive correlation analysis. The San Juan City Police Station was the only location used for research with twenty-five (25) female uniformed personnel in the research area served as the respondents. Martinez (2019) provided a survey questionnaire that was used as the research instrument in this study. They used the mean and Pearson-r Correlation to examine the data. According to the survey, female officers support the program's implementation and are usually satisfied with its goals. Although they are contented with their compensation and benefits, they nevertheless require additional fundings in order to carry out their duties as professionals. Work satisfaction among female officers is effectively increased by the career management and development program, as evidenced by promoting gender equality and creating inclusive work environment. Investing in professional development boosts female officers' morale, motivation, and commitment to their jobs. Higher retention rates follow from this, particularly for law enforcement agencies. Additionally, the program improves performance and productivity, which helps the Philippine National Police succeed overall.
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Konstantinos Tsikouras, Dimitrios Giotis, and Christos Konstantinidis. "Police prehospital trauma care and hemorrhage control training as an indicator for elevated performance: A systematic review of literature." International Journal of Science and Research Archive 6, no. 1 (May 30, 2022): 088–97. http://dx.doi.org/10.30574/ijsra.2022.6.1.0101.
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The global escalation of terrorist and felonious assaults in the civilian environment along with the Emergency Medical Services lack of training in tactical emergency casualty care lead the police forces to look for new training strategies regarding penetrating trauma management from Law Enforcement Personnel. USA police agencies approached the military committee for guidelines due to similarities presented between civilian incidents and warfare. Therefore, modified Tactical Emergency Casualty Care programs were developed. These programs were also adapted by the Hellenic Police Force, along with German, Italian, French and British Police. The aim was to elevate Law Enforcement Officers medical knowledge and practical skills in bleeding control, tension pneumothorax and airway management using hemostatic dressings, tourniquets, decompression needles and nasopharyngeal tubes respectively, in an ongoing situation. It is evident that LEOs training nowadays is more demanding as far as it concerns severe and life-threatening injury management, resulting to increased self-confidence and medical skill development. On the other hand, such training should be accessible and cost-efficient to the majority of field-operating personnel.
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Permadi, Elvin, and Suwarto Suwarto. "Pengaruh Kecerdasan Emosional, Etos Kerja, Iklim Organisasi Dan Tunjangan Kinerja Terhadap Kinerja POLRES Kota Metro." Jurnal Manajemen DIVERSIFIKASI 1, no. 3 (June 11, 2021): 521–36. http://dx.doi.org/10.24127/diversifikasi.v1i3.686.
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ABSTRACT
Permadi, Elvin. 2021. The Influence of Emotional Intelligence, Work Ethic, Organizational Climate and Performance Benefits on the Performance of Metro City Police. Essay. Management Study Program, Muhammadiyah Metro University. Advisors: (1) H. Suryadi, S.E., M.M., Advisors (2) H. Suwarto, S.E., M.M.
Keywords: Emotional Intelligence, Work Ethic, Organizational Climate and Performance Benefits on the Performance of Metro City Police
The Metro City Police as law enforcers in the Metro City area have an obligation to eradicate crime and create comfort for citizens. The role of human resources is the basic capital in determining whether a person's performance is good or bad. There are several factors that are very influential in the performance of police personnel, namely emotional intelligence, work ethic, organizational climate and personnel performance benefits.
The formulation of the problem in this study are 1) Is there an effect of emotional intelligence on the performance of the Metro City Police ?, 2) Is there an effect of work ethic on the performance of the Metro City Police ?, 3) Is there an influence of organizational climate on the performance of the Metro City Police ?, 4) Is there an effect of the performance allowance on the performance of the Metro City Police? Is there an effect of emotional intelligence, work ethic, organizational climate and performance allowances jointly on the performance of the Metro City Police?
This research was conducted at the Metro City Police. The sampling technique used Accidental Sampling to 85 respondents, namely the Metro City Police. The analysis technique in this study uses multiple linear regression tests with the help of the SPSS version 21 application.
From the results of the study it can be concluded that there is no significant effect of emotional intelligence on the performance of the Metro City Police. Police personnel do not have good emotional intelligence so that they have not been able to improve the performance of the Metro City Police. There is a significant effect of work ethic on the performance of the Metro City Police. The work ethic of the personnel so far has been good and has been able to improve their performance optimally. There is a significant influence of organizational climate on the performance of the Metro City Police. The organizational climate in the Metro City Police has been created in a conducive way and makes personnel comfortable so as to improve their performance. There is no significant effect of performance allowances on the performance of the Metro City Police. The performance allowance given to personnel is still not enough to arouse the enthusiasm of the personnel to improve their performance. There is a significant effect of emotional intelligence, work ethic, organizational climate and performance allowances on the performance of the Metro City Police.
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Cho, Joon Tag. "An Analysis of Equity and Efficiency of Police Force in Seoul: Implications for improving Police Personnel Management." Korean Association of Public Safety and Criminal Justice 31, no. 1 (March 30, 2022): 341–70. http://dx.doi.org/10.21181/kjpc.2022.31.1.341.
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Cho, Joon Tag. "An Analysis of Equity and Efficiency of Police Force in Seoul: Implications for improving Police Personnel Management." Korean Association of Public Safety and Criminal Justice 31, no. 1 (March 30, 2022): 341–70. http://dx.doi.org/10.21181/kjpc.2022.31.1.341.
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Bahri, Syamsul, Salju, and Rismawati. "TRACING THE MEANING OF RASTRA SEWAKOTTAMA'S PHILOSOPHY AS A TOOL FOR CONTROLLING VIOLATIONS IN POLICE MANAGEMENT (STUDY AT PALOPO CITY POLICE STATION)." JRMSI - Jurnal Riset Manajemen Sains Indonesia 15, no. 01 (April 1, 2024): 98–108. http://dx.doi.org/10.21009/jrmsi.015.1.09.
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This study aims to reveal the meaning of Rasta Sewakottama in human resource management at Palopo City Police Station. Using qualitative phenomenological methods, this research found that to improve organizational performance, reduce violations of laws and violations of the code of ethics required collective awareness, a sense of responsibility, respect for differences and self-development. This can be achieved optimally by the example of the leader and the ability of the Human Resources unit to place personnel. Formation is done through weekly activities such as spiritual guidance and counseling. In addition, optimization of information systems is used by the National Police to monitor the performance of each personnel. The meaning of the philosophy of Rasta Sewakottama according to the Palopo City Police Chief is the deepest awareness of all police members to carry out state duties as guardians of public order and security. Through this personal awareness, the potential for violating the code of ethics and other violations of the law can be minimized.
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Ojedokun, Usman A., and Titilayo M. Badmus. "Knowledge and Willingness of University of Ibadan Graduate Students regarding Seeking Redress against Police Misconduct in Nigeria." Afrika Focus 35, no. 1 (June 30, 2022): 66–89. http://dx.doi.org/10.1163/2031356x-35010005.
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Abstract This study investigated the knowledge and willingness of University of Ibadan graduate students regarding seeking redress against professional misconduct by personnel of the Nigeria Police Force. The theory of reasoned action was adopted as the conceptual framework. Data were accessed through survey and in-depth interview methods. The results showed that 55.2% of students were unaware of the available internal channels through which redress can be sought. More than half (52%) were unwilling to seek redress against police misconduct for a variety of reasons. There was no association (χ2 = 3.340; P > 0.05) between respondents’ gender and the gender of police officials they were willing to report. It is imperative that the Police Service Commission and the management of the Nigeria Police Force develop viable strategies through which the public can be adequately sensitised regarding the available channels and the steps that can be taken to file complaints against misuse of power by police personnel.
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Smith, Derek R. "Alcohol and Tobacco Consumption among Australian Police Officers: 1989 to 2005." International Journal of Police Science & Management 9, no. 3 (September 2007): 274–86. http://dx.doi.org/10.1350/ijps.2007.9.3.274.
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Lifestyle factors represent a significant occupational health issue for law enforcement personnel around the world. Despite this fact, longitudinal investigations of alcohol and tobacco consumption trends among them are rarely undertaken, particularly on a national basis. The aim of the current study therefore, was to examine the changing nature of high-risk alcohol consumption and tobacco smoking habits among a nationally representative sample of Australian police officers, for what appears to be the first time. Data pertaining to law enforcement personnel were extracted from four National Health Surveys conducted in Australia between 1989 and 2005. A referent group was also formulated for the same time periods. Results from this investigation suggest that the proportion of Australian police who consume alcohol at high rates is slowly declining in recent years. On the other hand, tobacco consumption among them has remained relatively stable, with around one-fifth of Australian police still smoking in 2004–05. Law enforcement is clearly a high-stress occupation when compared with other jobs, and the impact of workplace issues continues to influence lifestyle factors beyond the work environment. This unique facet ensures that alcohol and tobacco consumption will remain an important occupational health issue for police management in future years. As the retention of healthy, experienced law enforcement personnel is essential for the smooth functioning of any police force, additional research and management efforts should focus on the continued reduction of these detrimental lifestyle factors.
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Ayieko, Emily Nyanchoka, and Esther Gitonga. "Police Reform Practices and Service Delivery in the Kenya Police Service at Machakos County Police Headquarters, Kenya." International Journal of Business Management, Entrepreneurship and Innovation 2, no. 4 (November 23, 2020): 16–32. http://dx.doi.org/10.35942/jbmed.v2i4.145.
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This study focused on Police Reforms Practices and Service Delivery in the Kenya Police Service at Machakos County Police Headquarters. Police reforms in Kenya as availed from literature indicate that the colonial government in 1950 made attempts on reforming the police force. The appointment of the National Task Force on Police Reforms arose mainly from the post-election violence in 2007-2008 where hundreds of Kenyans lost their lives, thousands of people were displaced and property destroyed. This is because the police officers used excessive force, they were not trained to handle the violence that erupted and they took political sides. In order to address these concerns, the study aimed at examining police reforms practices and service delivery at Machakos county headquarters. Service delivery is a component of business that defines the interaction between providers and clients. Good service delivery provides clients with an increase in value. A well-functioning public sector that delivers quality public services consistent with citizen preferences and that fosters private market-led growth. The specific objectives were to establish the effect of personnel reforms and service delivery, establish the effect of financial reforms on service delivery and to establish the effect of legal reforms and service delivery in the Kenya Police service at Machakos County Police Headquarters Kenya. The significance of the study is as it tackled and documented the effect of police reforms practices and service delivery. It highlights the effect of personnel reforms and service deliver, financial reforms and service delivery and the legal reforms and legal reforms and service deliver. The study was guided by the Resource Based Theory, Servqual theory and the New Public Management Model in analyzing the theoretical background. A descriptive survey research design was used. The study targeted a population of 110 senior police officers in the Kenya Police Service and adopted the census approach to obtain information from every member of the population. Primary data was collected using a semi structured questionnaire, while secondary data was collected through review of literature on police reforms. Pilot study was conducted to validate the questionnaire. Data collected was subjected to quantitative analysis and data was presented using tables, graphs and pie charts inferential statistics was used in the study including correlation and multiple regressions in order to determine the relationship between the independent and dependent variables. Statistical package for social sciences (SPSS) version 22 was used to aid the analysis of the data. The findings revealed that personnel reforms and service deliver, financial reforms and service delivery and legal reforms and service delivery influence service delivery in the Kenya Police Service to a great extent. The findings conclude that personnel reforms have a positive and significant influence on service delivery in the Kenya Police Service at Machakos County Police Headquarters in Kenya. The conclusion on financial reforms and Service delivery, legal reforms and service delivery and financial reforms and service delivery have a positive and significant influence on service delivery in the Kenya Police Service. The findings recommend that the Kenya Police Service at Machakos County Police Headquarters should implement the personnel reforms. The findings also recommend that the police service should give police access to improved salary, savings Sacco and increased allowances. The findings furthermore recommend that legal reforms be instated that will assist in conducting impartial investigations, inspections, audits and monitoring of the National Police Service to enhance professionalism and discipline of the Service.
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Bruns, Gilbert H., and I. Gayle Shuman. "Police Managers' Perception of Organizational Leadership Styles." Public Personnel Management 17, no. 2 (June 1988): 145–57. http://dx.doi.org/10.1177/009102608801700205.
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This study reviews the various leadership styles and their effect on productivity in the public and private sector. The general literature was related to police management and administration. A scale developed by Likert was administered to law enforcement personnel in the state of Arizona to determine their perception of their departments' organizational and performance characteristics. As a group, they characterized their organizations as being “benevolent-authoritative” while they were desirous that their organizational style be more participative.
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Thomas, Marilyn D., Alexis N. Reeves, Nicholas P. Jewell, Eli K. Michaels, and Amani M. Allen. "US law enforcement policy predictors of race-specific police fatalities during 2015–16." PLOS ONE 16, no. 6 (June 23, 2021): e0252749. http://dx.doi.org/10.1371/journal.pone.0252749.
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Mounting evidence suggests that law enforcement organizational factors contribute to higher incidence and racial disparities in police killings. To determine whether agency policies contribute to race-specific civilian fatalities, this exploratory study compared fatality rates among agencies with and without selected policies expected to reduce killings. A cross-section of 1085 fatalities in the 2015–2016 The Counted public-use database were matched to 481 agencies in the 2013 Law Enforcement Management and Administrative Statistics (LEMAS) database. Negative binomial regression estimated incidence rate ratios (IRR) adjusted for agency type, number of officers, percent female personnel, median income, percent with a bachelor’s degree, violent crime rate, and population size, with inference using robust standard errors. Agencies with greater proportions of full-time personnel (range 43–100%) had lower rates of all (IRR = 0.85; 95% confidence interval [CI] = 0.77–0.93) and non-White civilian killings (IRR = 0.85; CI = 0.73–0.99). Mission statements predicted lower rates of all (IRR = 0.70; CI = 0.58–0.84) and White killings (IRR = 0.60; CI = 0.40–0.90). Community evaluation and more types of personnel incentives predicted lower rates of White (IRR = 0.82; CI = 0.68–0.99) and non-White killings (IRR = 0.94; CI = 0.89–1.00), respectively. Increasing video use predicted higher rates of White killings (IRR = 1.13; CI = 1.01–1.28). No policies were significantly associated with Black civilian killings. Law enforcement policies that help reduce police killings may vary across racial groups with the least benefit for Black civilians. Impact evaluations and meta-analyses of initiatives aimed to mitigate fatalities should be explored, particularly policies to address anti-Black bias. A national registry tracking all police killings and agency policies is urgently needed to inform law enforcement policies aimed to mitigate civilian fatalities.
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De Juan, Alexander, Fabian Krautwald, and Jan Henryk Pierskalla. "Constructing the State: Macro Strategies, Micro Incentives, and the Creation of Police Forces in Colonial Namibia." Politics & Society 45, no. 2 (May 15, 2017): 269–99. http://dx.doi.org/10.1177/0032329217705352.
Full textAbstract:
How do states build a security apparatus after violent resistance against state rule? This article argues that in early periods of state building two main factors shape the process: the macro-strategic goals of the state and administrative challenges of personnel management. These dynamics are studied in the context of the establishment of police forces in the settler colony of German Southwest Africa, present-day Namibia. The empirical analysis relies on information about the location of police stations and a near full census of police forces, compiled from the German Federal Archives. A mismatch is found between the allocation of police presence and the allocation of police personnel. The first was driven by the strategic value of locations in terms of extractive potential, political importance, and the presence of critical infrastructure, whereas the allocation of individual officers was likely affected by adverse selection, which led to the assignment of low-quality recruits to strategically important locations.