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Добірка наукової літератури з теми "Police Personnel management"

Автор: Grafiati
Опубліковано: 4 червня 2021
Оновлено: 1 серпня 2024

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Статті в журналах з теми "Police Personnel management"

1

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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2

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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3

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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4

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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7

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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Анотація:
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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8

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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9

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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Анотація:
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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Дисертації з теми "Police Personnel management"

1

Lau, Kit-man, and 劉傑文. "A police organization in a changing world: the experience of staff communications in the Hong Kong Police Force." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B50255411.

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Kgomokaboya, Ngoako Charles. "An evaluation of the transformation process within the South African Police Services in the Capricorn District Municipality." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/493.

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Onder, Seref G. "A distinctive organizational control practice: Geographic personnel rotation." Diss., Virginia Tech, 2015. http://hdl.handle.net/10919/54547.

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Organizational control is a fundamental process which ensures organizations achieve their goals. The importance and difficulty increase when the organization is a law enforcement agency. Control within an organization can be implemented in several different ways. Regular rotations and transfers of personnel is one of the control mechanisms employed by organizations to direct, motivate and encourage employees to adhere to organizational standards and objectives. The Turkish National Police (TNP) rotates and transfers police officers geographically while providing security services throughout the country. Geographic personnel rotation (GPR) is a human resource management policy of the TNP which bans home city deployment and obligates officers to transfer regularly for various deployment periods and in differing regions. The research examines geographic personnel rotation policy as an organizational control mechanism. To help better understand GPR's impact on control, the study examined data collected from interviews with human resource managers and police chiefs who implement the policy, from participant observation, and from documents and archival records. GPR is a distinct control mechanism the TNP employs to maximize personnel performance and minimize police deviance. More significantly, GPR allows the TNP to reward and punish employees depending on their performance, as well as detect and reduce deviation from organizational norms. GPR also affects the formation of police identity, which may increase or decrease commitment to the organization based on the perceived fairness of the practice.
Ph. D.
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4

Shililifa, Wycliff. "An Exploratory Study on the Career Stages and the Career Development Needs of the Namibian Police." Thesis, University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_3408_1283516272.

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This exploratory study seeks to critically explore human resources development with regard to the career needs and stages of the Namibian Police (NAMPOL). Documents were perused on the issue of the current human resources development and its relevancy to the training and development within the Namibian Police. Questionnaires were completed by a representative sample of NAMPOL officials from different departments of the police. Interviews were also conducted with selected officials on training and development of personnel. Recommendations are given as a model for improving the Namibian Police human resources development system as an effective training and capacity building system for members of the police force to perform their tasks effectively.

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5

Ketel, Belinda. "Management capacity-building in the South African Police Service at station level /." Thesis, Stellenbosch : University of Stellenbosch, 2005. http://hdl.handle.net/10019.1/1079.

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Ncube, Brighton. "Managing for results: A case study of the Fontana Police Department." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2347.

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The research examined the work of the Fontana Police Department in light of a theoretical framework of managing for results. This study consists of a review of the literature, which provides background and basic knowledge on managing for results, high performing public agencies, strategic planning, outcome measurement, and results-based budgeting along with a policy analysis and an examination of the operations of the Fontana Police Department.
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7

Landahl, Mark R. "First responder identity management policy options for improved terrorism incident response." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Sep%5FLandahl.pdf.

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Thesis (M.A. in National Security Studies (Homeland Security And Defense))--Naval Postgraduate School, September 2006.
Thesis Advisor(s): Robert Bach. "September 2006." Includes bibliographical references (p. 75-78). Also available in print.
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8

Blignaut, Alice May. "An impact and cost-benefit analysis of some SAPS personnel capacity-building programmes / by Alice May Blignaut." Thesis, North-West University, 2007. http://hdl.handle.net/10394/1816.

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9

Alfano, Nicolas. "De l'autorité au soutien : rôles et usages des rôles dans le commandement en gendarmerie départementale." Thesis, Aix-Marseille, 2018. http://www.theses.fr/2018AIXM0595.

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La Gendarmerie nationale est une institution militaire française qui œuvre dans le domaine de la sécurité. Opérant dans les espaces ruraux et suburbains, elle a historiquement adopté une configuration particulière centrée sur la disponibilité des forces et un déploiement élargi sur le territoire. Poussée par des logiques de rationalisation issues de la nouvelle gestion publique et par des mouvements internes de contestation sociale, l’institution s’est engagée depuis la fin du XXème siècle dans un processus de transformation qui influence en profondeur la gestion de ses personnels. On observe alors une modification des règles du jeu sur lesquelles se base l’exercice du commandement. La condition du gendarme intègre de nouveaux droits jusqu’alors refusés ou fortement restreints par le statut militaire, et les marges de manoeuvre traditionnellement admises, basées sur la soumission sans réserve aux modes de la discipline et de la disponibilité, sont relativisées. Dans ce contexte, l'étude s’est intéressée à la pratique quotidienne des officiers en position de commandement, ainsi qu’à la manière dont ceux-ci abordent les transformations contemporaines de leur institution. Construite à la manière d’une enquête de terrain ethnographique, la démarche de recherche a permis une analyse en détail du travail de ces « chefs » au travers d’un répertoire de rôles. Ces rôles ont été envisagés comme des moyens d’agir sur le collectif, et décryptés au sein d’une grille de lecture stratégique. L’étude a ainsi pu mettre en évidence le choix qui est fait par certains officiers d’adopter une posture de soutien en lieu et place de la posture d’autorité traditionnelle dans le monde militaire
The Gendarmerie nationale is a military institution and one of the two French national police forces, with responsibilities regarding population security in rural and suburban areas. Due to public management reforms and several social movements, this institution is currently experiencing important changes in people management. As a result, the set of game rules that applies to command itself is subject to modifications. The gendarme condition – meaning the entire scale of rights, obligations and missions attached to the position – is evolving and traditional postures, based on disciplinary attitudes and availability standards, are weackened. This study focuses on the day-to-day work of officers in command positions and how these chiefs handle their new situation. Based on an ethnographic approach, the research process analyzes chief-work throught a set of roles, which are discused as means for action in a strategy-based approach. It shows how certain officers in command position choose to reshape the way they make use of their roles, adopting a support based posture rather than a more traditional authority based posture
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Aulis, Angela Rena. "How much should the off-duty employment of police officers be regulated?" CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2675.

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This project explored the question of whether or not the employment of off-duty police officers should be regulated. It includes two surveys, a statewide survey of agency regulations and a survey of Fontana Police Department personnel.
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Книги з теми "Police Personnel management"

1

D, Gladis Stephen, ed. Police personnel. Amherst, Mass: Human Resource Development Press, 1990.

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2

Jay, Kenney Dennis, and Cordner Gary W, eds. Managing police personnel. Cincinnati, OH: Anderson Pub. Co., 1996.

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3

Yearwood, Douglas L. Sworn police personnel. [Raleigh]: North Carolina Criminal Justice Education & Training Standards Commission, 2003.

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4

Fyfe, James F. Police personnel practices, 1986. Washington, D.C: International City Management Association, 1986.

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5

Bennett, Wayne W. Management and supervision in law enforcement. 2nd ed. Minneapolis/St. Paul: West Pub. Co., 1996.

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6

Bennett, Wayne W. Management and supervision in law enforcement. 4th ed. Belmont, CA: Wadsworth/Thomson Learning, 2004.

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7

C, Unsinger Peter, and More Harry W, eds. Police management--labor relations. Springfield, Ill., U.S.A: Thomas, 1989.

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8

Royal Canadian Mounted Police External Review Committee. Reflection on police management practices. Ottawa, Ont: Royal Canadian Mounted Police External Review Committee, 1992.

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9

Coleman, John L. Operational mid-level management for police. Springfield, Ill., U.S.A: C.C. Thomas, 1988.

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10

Coleman, John L. Operational mid-level management for police. 3rd ed. Springfield, Ill., U.S.A: Charles C. Thomas, 2002.

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Частини книг з теми "Police Personnel management"

1

Gaikwad, Suchirai, N. N. Bandela, Geetanjali Kaushik, and Chaudhery Mustansar Hussain. "Environmental Health Problems Due to Air Pollution Exposure: A Case Study of Respiratory and Associated Morbidities Among Traffic Police Personnel in Aurangabad City of Maharashtra." In Handbook of Environmental Materials Management, 337–53. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-73645-7_169.

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Gaikwad, Suchirai, N. N. Bandela, Geetanjali Kaushik, and Chaudhery M. Hussain. "Environmental Health Problems Due to Air Pollution Exposure: A Case Study of Respiratory and Associated Morbidities Among Traffic Police Personnel in Aurangabad City of Maharashtra." In Handbook of Environmental Materials Management, 1–18. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-58538-3_169-1.

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3

Llorens, Jared J., Donald E. Klingner, and John Nalbandian. "The HR Role in Policy, Budget, Performance Management, and Program Evaluation." In Public Personnel Management, 81–99. Seventh Edition. | New York : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315271255-4.

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Paz, Harold L., Billie S. Willits, Deirdre C. Weaver, and Sean Young. "Human Resources and Personnel Management." In Confluence of Policy and Leadership in Academic Health Science Centers, 92–109. London: CRC Press, 2022. http://dx.doi.org/10.1201/9781846198786-7.

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Boeckelman, Keith. "Civil Service Law and Public Personnel Management." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 769–75. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-20928-9_1170.

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Boeckelman, Keith. "Civil Service Law and Public Personnel Management." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–7. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-31816-5_1170-1.

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Boeckelman, Keith. "Civil Service Law and Public Personnel Management." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1657–63. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-66252-3_1170.

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Choi, Intae. "British Model of Local Government and Personnel Management." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–3. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-31816-5_3723-1.

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Choi, Intae. "British Model of Local Government and Personnel Management." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 823–26. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-66252-3_3723.

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Evans, Paul. "The Context of Strategic Human Resource Management Policy in Complex Firms." In Personal-Management und Strategische Unternehmensführung, 105–17. Heidelberg: Physica-Verlag HD, 1987. http://dx.doi.org/10.1007/978-3-662-00805-8_8.

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Тези доповідей конференцій з теми "Police Personnel management"

1

Jinqiang, Ma, Tian Junjing, and Zhang Bo. "Research on the Training Plan of Excellent Police Personnel in Cyberspace Security under the Intelligent Policing Mode." In 2021 5th International Seminar on Education, Management and Social Sciences (ISEMSS 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210806.101.

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Ariesna, Syamsul Amar, and Susi Evanita. "The Effect of Leadership, Training, and Career Development on the Performance of the West Sumatra Police Personnel." In Sixth Padang International Conference On Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210616.065.

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Repanovici, Angela, Adrian Paul Tuliga, Doina Draguinea, and Liviu Toader. "REPRESENTATION VALUES OF THE ROMANIAN POLICE IN INTERACTION WITH PUBLIC AUTHORITIES." In 9th SWS International Scientific Conferences on SOCIAL SCIENCES - ISCSS 2022. SGEM WORLD SCIENCE, 2022. http://dx.doi.org/10.35603/sws.iscss.2022/s10.098.

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The study entitled �Representative values of the Romanian Police in interaction with public authorities� is an exclusively qualitative research. The purpose of the research was to identify mechanisms for streamlining the police service, communication and relations between the police, public authorities and citizens, performance and activity in the service of the community. In order to achieve the main objectives, we used the interview-based survey as a research method. The interview included 13 questions and was structured on several main investigative topics: institutional relations, functional, structural and logistical problems of the police, the phenomenon of corruption and traffic of influence, degradation of public space, the role of the media, loss of authority and influence, perception of public opinion. Interviews were conducted with representatives of the authorities in public office: Mehedin?i County Council, A.T.O.P. Mehedin?i (Territorial Public Order Authority), Prefecture of Mehedin?i County. The main results obtained were: The strengths that characterize the police service are: the authority of the institution, conferred by law, the professionalism of the management and execution staff, the operative situation that ensures a climate of safety and trust of the citizen. The weaknesses are determined by the lack of clear and coherent legislation and procedures regarding the use of weapons and the mode of action in critical situations, the lack of trained personnel in areas that have direct contact with the public, the lack of equipment necessary to ensure police protection.
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Mazumdar, Dr Chandra Sen, Brijesh Yadav, Harshitha T M, Jyothi R G, Khyaati Misra, Manvith C S, Sheikh Nida Afreen A, et al. "From Traffic Control to Self-Care: A Study on Mental and Physical Well-being of Traffic Police Personnel in Identified Areas of North Bengaluru." In 3rd Indian International Conference on Industrial Engineering and Operations Management. Michigan, USA: IEOM Society International, 2023. http://dx.doi.org/10.46254/in03.20230048.

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Кожухова, Наталья Викторовна, Елена Сергеевна Недорезова, and Дарьяна Александровна Кожухова. "PERSONNEL POLICY AS A STRATEGIC TOOL OF PERSONNEL MANAGEMENT AT AN ENTERPRISE." In Образование. Культура. Общество: сборник избранных статей по материалам Международной научной конференции (Санкт-Петербург, Апрель 2021). Crossref, 2021. http://dx.doi.org/10.37539/ecs296.2021.89.82.009.

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В статье раскрывается понятие категории «кадровая политика», этапы ее формирующие, выделены основные функции кадровой политики, дана классификация факторов, определяющих эффективность кадровой политики. The paper discloses the concept of the category "personnel policy", the stages of its formation, the basic functions of personnel policy, the classification of factors determining the effectiveness of personnel policy.
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Tical, Georgemarius, and Georgica Panfil. "PLACE AND ROLE OF NATIONAL COLLEGE OF HOME AFAIRS WITHIN SPECIAL LEARNING ENVIRONMENTS." In eLSE 2015. Carol I National Defence University Publishing House, 2015. http://dx.doi.org/10.12753/2066-026x-15-019.

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The paper presents the main characteristics and related issues to National College of Home Affairs, a leading institution in the field of continuous training on matters directly related to home affairs area. The presence of National College of Home Affairs - ranked as faculty and functioning under the subordination of Alexandru Ioan Cuza Police Academy - within Romanian educational environment is a definite necessity for all the personnel from the superior layers of management, law enforcement, administration and other target groups, providing the support and training required by the new realities generated by dynamics of risks and threats from European an global security area. The creation of the College itself was a challenge required by the realities, as well as by the existence of similar institutions in the field of Intelligence training and National Defense training. Beyond this aspect, National College of Home Affairs follows the tendencies of other European institutions, together with new threats and risks emerging from societal dynamics and realities. The implications of changes within European security climax are also affecting the basic needs for training in the area of home affairs. The conclusions are underlining the importance and the usefulness of this special learning environment - because of its specificity, sensitivity and complexity for the domain of Internal Affairs. The research methods used within the content of the article are mainly the case study (assessment of the institution itself), as well as transversal (present situation) / longitudinal (evolution and history) analysis, in order to identify the main characteristics and to provide a better understanding of the specificity of this type of institution characterized by unicity.
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Subocheva, Oksana. "Social Aspects of Personnel Policy Implementation in Factory Management." In Proceedings of the 4th International Conference on Contemporary Education, Social Sciences and Humanities (ICCESSH 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/iccessh-19.2019.360.

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Panteleeva, Margarita. "Conceptual Model Adaptive Management of Personnel Policy Construction Company." In Proceedings of the International Scientific-Practical Conference “Business Cooperation as a Resource of Sustainable Economic Development and Investment Attraction” (ISPCBC 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/ispcbc-19.2019.96.

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Carroll, Ernest A., and Dan B. Rathbone. "Using an Unmanned Airborne Data Acquisition System (ADAS) for Traffic Surveillance, Monitoring, and Management." In ASME 2002 International Mechanical Engineering Congress and Exposition. ASMEDC, 2002. http://dx.doi.org/10.1115/imece2002-32916.

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This paper presents the history of and current status of a U.S. DOT and NASA sponsored program designed to demonstrate the feasibility of using a small-unmanned airborne data acquisition system (ADAS) for traffic surveillance, monitoring, and management. ADAS is ideally suited for application in monitoring traffic flow, traffic congestion, and supporting ITS assets. GeoData Systems (GDS), Inc., with principal offices at 10565 Lee Highway, Suite 100, Fairfax, VA 22030 has developed a revolutionary new class of airborne data acquisition systems. In this effort, GDS has teamed with traffic experts DBR & Associates; P.O. Box 12300 Burke, VA. The GDS ADAS has a gross takeoff weight of less than 55 lbs, which includes both the airframe and sensors. It is capable of sustained flight for periods in excess of two hours while carrying a sensor payload of up to 20 lbs. ADAS has nine interchangeable sensor platforms under development to include a hyper-spectral visible-near-IR sensor, a multi-spectral visible near-IR mid-IR sensor, a synthetic aperture radar (SAR) sensor, and a highly flexible high-resolution real-time video sensor. The GDS high-resolution real-time video sensor is ideally suited for traffic monitoring and other highway monitoring applications. The ADAS platform is capable of flying under a combination of pre-programmed Differential Global Positioning Satellite (DGPS) based navigation and manual direct ground control. The ADAS is being fully tested and is planned for use in several DOD base-monitoring studies this year. It should be noted that the ADAS has several levels of backup systems, which allows for a safe descent to the ground via parachute in a worst-case scenario. The system and any liability resulting from its use are fully insured by a major provider. The use of ADAS in traffic surveillance, monitoring, and management is unique and, as far as can be ascertained, has not been used in an official capacity in this way. Because of its ability to collect traffic data, survey traffic conditions, and collect highway inventory and environmental data in a cost-effective manner, and because every metropolitan area needs to collect at least some traffic data, the potential payoff from applying the ADAS is significant. The estimated potential payoff resulting from the use of the ADAS was calculated by taking into consideration information from a recent study conducted for the Federal Highway Administration by the Volpe National Transportation Systems Center1. Using a reported average amount of funds expended annually for traffic data collection by transportation agencies in metropolitan areas with a population of over 200,000 and taking into consideration the estimated budget for staff involved in data collection, it is calculated that transportation agencies in an average metropolitan area spend approximately $5 million per year in traffic data collection. The ADAS can play a cost-saving role in about half of all data collection procedures and can reduce the total cost by 20 percent. Nationally, this could produce an annual savings of $75 million. An additional area where the ADAS can play a useful role is in incident management. It is well documented that more than half of the traffic congestion in the U.S. is caused by incidents, and the problem is getting worse: The percentage of congestion due to incidents is estimated to increase to 70 percent by the year 20053. The Federal Highway Administration further estimates that incident-related traffic congestion will cost the U.S. more than $75 billion in the year 2005, mainly due to lost time and wasted fuel. Comprehensive, accurate surveillance of major incidents will result in a more effective overall response. It can facilitate the process of completing police documentation of incidents, which further reduce their duration. A recent study4 showed that a 23-minute reduction in average incident duration in the Atlanta area saved $45 million in one year. The ADAS is able to provide real time overhead video feeds of an incident and the surrounding traffic situation. In addition, the ADAS can record the incident on video, capturing especially those incidents that are not within the visibility range of any CCTV system, therefore reducing the recording burden of police officers. The valuable role that airborne real-time video can play has been recognized by transportation agencies: The Virginia Department of Transportation (VDOT) has commented enthusiastically on this approach: “…VDOT definitely supports the use of an Unmanned Airborne Sensor for traffic management during a highway incident.” In addition, the Director of the Center for Advanced Transportation Technology of the University of Maryland also has responded positively, writing that, “A project which evaluates the effectiveness of an unmanned airborne data acquisition system in monitoring traffic flow seems to be a step in the right direction toward identifying appropriate and cost-effective remote sensing applications.” Further, in a recent study conducted by the Virginia Transportation Research Council in cooperation with the Federal Highway Administration, researchers concluded that: “the air video reduces the time and personnel needed to acquire data from the field. Further, aerial video may facilitate an objective evaluation of a jurisdiction’s incident response procedures. Finally, aerial video may allow a transportation agency to adopt a proactive approach to traffic management by identifying and evaluating potential problems before they occur. Specifically, problems include the use of residential neighborhoods to bypass congested arterials and heavily used facilities needing snow removal.” Our project is demonstrating how the ADAS can be used in traffic surveillance monitoring and management. The study team is using input from transportation agencies at the state and local level to fine-tune the design of the ADAS application and the analysis and evaluation of the results. Areas where the ADAS can be applied effectively and efficiently are being identified. When completed, the end product of this effort will be a document that will indicate when it is cost-effective to use ADAS relative to other possible methods of data collection and analysis.
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Полунина, Ольга Анатольевна. "ОСОБЕННОСТИ, ПРОБЛЕМЫ И ПЕРСПЕКТИВЫ РАЗВИТИЯ СТРАТЕГИЧЕСКОГО КАДРОВОГО МЕНЕДЖМЕНТА НА ПРЕДПРИЯТИЯХ МАЛОГО И СРЕДНЕГО БИЗНЕСА". У Перспективное научно-техническое развитие: тенденции, проблемы и пути совершенствования: сборник статей международной научной конференции (Санкт-Петербург, Декабрь 2023). Crossref, 2024. http://dx.doi.org/10.58351/231207.2023.45.24.003.

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В данной статье автор рассматривает основные положения эффективности кадрового менеджмента на предприятиях малого и среднего бизнеса, с позиции процессного подхода, с целью выявления особенностей влияния кадрового управления на развитие предприятий в целом. Приводиться сравнительная характеристика политики кадрового менеджмента в России и за рубежом. Выявлены особенности и проблемы текущего состояния в области использования инструментов кадрового менеджмента в российских компаниях. Предложены некоторые шаги по развития стратегического кадрового менеджмента на российских предприятиях малого и среднего бизнеса. In this article, the author examines the main provisions on the effectiveness of personnel management in medium and medium-sized enterprises, from the perspective of process status, in order to determine the direction of personnel management in enterprises as a whole. A comparative description of the personnel management policy in Russia and abroad is provided. The features and problems of the current state in the field of using personnel management tools in Russian companies are identified. Some steps have been proposed for the development of strategic personnel management in Russian.
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Звіти організацій з теми "Police Personnel management"

1

Duchini, Emma, Victor Lavy, Stephen Machin, and Shqiponja Telhaj. School Management Takeover, Leadership Change, and Personnel Policy. Cambridge, MA: National Bureau of Economic Research, December 2023. http://dx.doi.org/10.3386/w31994.

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Heredia, Blanca. The Political Economy of Reform of the Administrative Systems of Public Sector Personnel in Latin America: An Analytical Framework. Inter-American Development Bank, November 2002. http://dx.doi.org/10.18235/0012273.

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This study develops a conceptual and analytical reference framework for the preparation of case studies on political determinants of the level of success of the reforms of the system of public-sector personnel in Latin America. Its main goal is to orient the empirical work toward the evaluation of the explanatory weights of the different structural, institutional and strategic variables that have a bearing on the ability of driving forces to initiate and sustain processes of change oriented toward improved efficiency, honesty and responsibility on the part of government employees. This document was commissioned by the Inter-American Development Bank as a Regional Policy Dialogue for the Public Policy Management and Transparency Network's 3rd Meeting on Civil Service Reform held on November 14th and 15th, 2002 in Washington, DC.
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3

Cohen, Monique. Microfinance and Poverty. Inter-American Development Bank, November 2002. http://dx.doi.org/10.18235/0006659.

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This presentation was commissioned by the Poverty Reduction and Social Protection Network of the Regional Policy Dialogue for the IV Hemispheric Meeting celebrated on November 11th and 12th, 2002. Increases in incomes and investment in assets. Reduction of vulnerability: increased ability of the poor to cope with shocks and economic stress events. Improved personal financial management.
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4

Peters, B. Guy. Civil Registration and Vital Statistics as a Tool to Improve Public Management. Inter-American Development Bank, August 2016. http://dx.doi.org/10.18235/0007019.

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This paper sets forth a theoretical discussion of a number of specific benefits that can arise through the expansion of civil registration and vital statistics (CRVS) as a way to improve public sector management. It posits that CRVS can be the main source of information to improve policy planning and coordination, as well as increasing transparency and preventing corruption and fraud, among other key features of public sector management. CRVS may supplement the census and other conventional instruments for collecting personal and demographic information on society. The paper also discusses practical ways to maximize the benefits of CRVS and the potential value of civil registration by opening a discussion on the costs and benefits of an expanded utilization of CRVS.
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Alcaíno, Manuel, Analia Jaimovich, Carolina Méndez, and Diana Vásquez. Open configuration options Government fragmentation and educational outcomes: evidence on the creation of municipalities in Chile. Inter-American Development Bank, January 2022. http://dx.doi.org/10.18235/0003977.

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We explore how government fragmentation affects public education provision by examining the case of Chile, which created 11 municipalities between 1994 and 2004. Using territories that sought, but failed to, achieve independence as controls, we find that schools in newly created municipalities, on average, experienced a standard deviation decline of 0.2 in elementary school mathematics performance. In addition, fragmentation led to a high turnover and increased job insecurity of classroom teachers and school management teams in newly created municipalities. In contrast, we found that reducing the size of the original municipalities school networks does not impact student outcomes or school personnel. Overall, our findings point to specific unintended educational effects of policies that seek to enhance horizontal decentralization.
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Urban, Angela, Susannah Davidson, and Allison Young. Dining facility w/hole-building evaluation to reduce solid waste : opportunities and best practices for optimization and management of food waste. Engineer Research and Development Center (U.S.), September 2023. http://dx.doi.org/10.21079/11681/47560.

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On military installations, an average of 1.2 pounds in food waste is disposed per person per day, accounting for 68% of dining facility (DFAC) refuse and 46% of the total installation refuse stream, making food waste the heaviest portion of installation solid waste. At a single installation, this can contribute up to 1.5 million dollars lost yearly from food waste alone. Department of Defense Instruction (DoDI) 4715.23 (DoD 2016) establishes policy and prescribes procedures to implement waste management through waste prevention and recycling. The US Army Installation Management Commands (IMCOM) installations have limited resources and limited personnel to study which source reduction methods are optimal to reduce food waste given their unique mission requirements. This study identifies opportunities for optimization and management of solid waste across IMCOM installations. Recycling is not enough to significantly re-duce the economic or environmental costs to the DoD. Army installations pay over $100 million annually in disposal fees. Source reduction is emphasized in regulations but not prioritized in process modifications or technology solutions. Additionally, food waste contributes to excessive global greenhouse gas emissions, which affect global warming and climate change. A multitiered approach is necessary, placing more emphasis on source reduction advances and initiatives.
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Shaheen, Susan, Elliot Shaheen, Adam Cohen, Jacquelyn Broader, and Richard Davis. Managing the Curb: Understanding the Impacts of On-Demand Mobility on Public Transit, Micromobility, and Pedestrians. Mineta Transportation Institute, July 2022. http://dx.doi.org/10.31979/mti.2022.1904.

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In recent years, innovative mobility and shifts in travel and consumption behavior are changing how people access and use the curb. Shared mobility—the shared use of a vehicle, bicycle, scooter, or other mode—coupled with outdoor dining, curbside pick-up, and robotic delivery are creating new needs related to the planning, management, and enforcement of curb access. This study examines curb planning and management from several angles, such as safety, social equity, and multimodal connections. This research employs a multi-method approach to identify the changing needs for curb space management and how to meet these needs through new planning and implementation policies and strategies. As part of this study, the authors conducted 23 interviews. Respondents were chosen to represent public, private, and non-profit sector perspectives. Additionally, the authors employed a survey of 1,033 curb users and 241 taxi, transportation network company (TNC), and public transportation drivers. The study finds that changes in mode choice and curbside use can result in a variety of impacts on access, social equity, congestion, device management, pick-up and drop-off, and goods delivery, to name a few. The curb also has the potential to be disrupted by emerging modes, such as robotic delivery vehicles (also known as personal delivery devices) and automated vehicles. As these emerging developments continue to impact the curb, it is becoming increasingly important for policymakers to have an appropriate framework for planning and managing curb space in urban areas.
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Linehan, Margaret, and Corina Sheerin. The Black Ceiling: Employment Experiences of Women of Colour in Southwest Ireland. Munster Technological University, October 2023. http://dx.doi.org/10.34719/vuzy6228.

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This report presents valuable insights of the lived experiences of women of colour in the labour market in southwest Ireland. Their voices articulate a perceived double challenge of being both female and persons of colour, challenges not shared by male persons of colour or generally by white persons in organizations. Some of these challenges arise from misunderstandings, unwarranted preconceptions, conscious and unconscious biases, but sometimes from an insensitive blending of racist and misogynist attitudes. The importance of educating the wider labour market, and society in general, to the sensitivities of these employees is apparent from this report. Proactive implementation of positive organizational policies was also espoused by the interviewed employers. These employers recounted how they make extra efforts to make their workplaces more inviting for these employees. As well as reaching out with extra supports to genuinely support the wellbeing of these employees, the employers acknowledge that a better and happier work environment contributes to improved work outcomes, including greater staff retention. This report provides a positive contribution to stakeholders in the overall labour market by highlighting first-hand perspectives of women of colour in employment contexts. As well as contributing to the literature and providing practice-led policy recommendations, this report can usefully be shared by talent management staff and human resource managers during induction training and as a contribution to continual personal development.
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Coleman, Katharina. Optimising national staff contributions in UN peacekeeping operations. Folke Bernadotte Academy, 2023. http://dx.doi.org/10.61880/nulo7273.

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How can the UN optimise the contributions that locally recruited ‘national staff’ make to peacekeeping operations? Especially given intense pressure to reduce costs through ‘lighter footprints’, peacekeeping operations need to mobilise the full potential of all their personnel to accomplish mandated tasks. This includes civilian staff, of whom 61% are national staff. Missions depend on national staff both for cost savings (since national staff typically earn less than international staff) and for local expertise and access. Yet tensions arising from status inequalities between national and international staff pose significant risks to individual staff performance and to unit effectiveness. Hostile mission environments and downsizing trends exacerbate these tensions. Drawing on extensive interviews in four UN peacekeeping operations, this brief recommends that missions: Counter the culture of inequality between national and international staff by upholding formal rank equivalents, reconsidering restrictions on some unit leadership positions, avoiding generalisations about individuals based on their staff category, and revisiting differential administrative policies. Visibly invest in national staff security by reviewing safety and security protocols for national staff, improving communication about protection policies, and improving mechanisms for national staff to report protection concerns. Carefully manage downsizing by instituting a transparent downsizing process, ensuring fairness across staff categories, working to retain relevant existing staff throughout mission drawdown, and placing greater emphasis on career management and employment transitions.
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Davies, Will. Improving the engagement of UK armed forces overseas. Royal Institute of International Affairs, January 2022. http://dx.doi.org/10.55317/9781784135010.

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The UK government’s Integrated Review of security, defence, development and foreign policy, published in March 2021 alongside a supporting defence command paper, set a new course for UK national security and highlighted opportunities for an innovative approach to international engagement activity. The Integrated Review focused principally on the state threats posed by China’s increasing power and by competitors – including Russia – armed with nuclear, conventional and hybrid capabilities. It also stressed the continuing risks to global security and resilience due to conflict and instability in weakened and failed states. These threats have the potential to increase poverty and inequality, violent extremism, climate degradation and the forced displacement of people, while presenting authoritarian competitors with opportunities to enhance their geopolitical influence. There are moral, security and economic motives to foster durable peace in conflict-prone and weakened regions through a peacebuilding approach that promotes good governance, addresses the root causes of conflict and prevents violence, while denying opportunities to state competitors. The recent withdrawal from Afghanistan serves to emphasize the complexities and potential pitfalls associated with intervention operations in complex, unstable regions. Success in the future will require the full, sustained and coordinated integration of national, allied and regional levers of power underpinned by a sophisticated understanding of the operating environment. The UK armed forces, with their considerable resources and global network, will contribute to this effort through ‘persistent engagement’. This is a new approach to overseas operations below the threshold of conflict, designed as a pre-emptive complement to warfighting. To achieve this, the UK Ministry of Defence (MOD) must develop a capability that can operate effectively in weak, unstable and complex regions prone to violent conflict and crises, not least in the regions on the eastern and southern flanks of the Euro-Atlantic area. The first step must be the development of a cohort of military personnel with enhanced, tailored levels of knowledge, skills and experience. Engagement roles must be filled by operators with specialist knowledge, skills and experience forged beyond the mainstream discipline of combat and warfighting. Only then will individuals develop a genuinely sophisticated understanding of complex, politically driven and sensitive operating environments and be able to infuse the design and delivery of international activities with practical wisdom and insight. Engagement personnel need to be equipped with: An inherent understanding of the human and political dimensions of conflict, the underlying drivers such as inequality and scarcity, and the exacerbating factors such as climate change and migration; - A grounding in social sciences and conflict modelling in order to understand complex human terrain; - Regional expertise enabled by language skills, cultural intelligence and human networks; - Familiarity with a diverse range of partners, allies and local actors and their approaches; - Expertise in building partner capacity and applying defence capabilities to deliver stability and peace; - A grasp of emerging artificial intelligence technology as a tool to understand human terrain; - Reach and insight developed through ‘knowledge networks’ of external experts in academia, think-tanks and NGOs. Successful change will be dependent on strong and overt advocacy by the MOD’s senior leadership and a revised set of personnel policies and procedures for this cohort’s selection, education, training, career management, incentivization, sustainability and support.
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Ми пропонуємо знижки на всі преміум-плани для авторів, чиї праці увійшли до тематичних добірок літератури. Зв'яжіться з нами, щоб отримати унікальний промокод!

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