The Human Resource Planning By Gina Hernez Broome And Richard L. Hughes

Are the people placed in these roles fit as being a leader? Are they capable of leading in a large quality in the future? There has been research on the varied of different leadership styles with in law enforcement agencies. Other views on the research focus on leadership and how it effects organizational commitment. There is a need to push out research and create different models in order to redesign of law enforcement agencies. According to Patrick J. Hughes “Increasing Organizational Leadership Through the Police Promotional Process”, he explains the current process used in promoting ranks and the available leadership education for law enforcement agents. There are clear connections between leadership styles and how to proper assess a true

Today the style and practices of police leadership is changing rapidly. The term shared leadership is one being used by many police chiefs all across the country. They believe that this approach to management by sharing power and influence to individuals within the organization, who are otherwise hierarchical unequal, will view their leadership as a leadership which looks at the broader aspect of giving authority to employees which will allow them to make decisions, solve problems, and be held accountable for their actions (Mussellwhite, 2007).

1. Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks)

I’ve learned that public safety agencies have differing leadership styles across the differing agencies. Police and Fire agencies are typically a paramilitary organization using an authoritarian style of leadership. It’s a don't-question-authority model that works in combat. It is hierarchical where the authority comes from the top of the organizational pyramid.

This qualitative research study explored poor leadership styles of the U.S. Border Patrol a department within the Department of Homeland Security. In this chapter I will discuss my research methodology.

After reviewing the cases studies I have concluded that both chiefs’ encountered similar problems, but their success to effect change in their departments and communities, were drastically different due to their executive style approach. Chief Davis in Lowell, Massachusetts exhibited numerous characteristics of the statesman police executive style, while in Riverside, California Chief Fortier during his tenure utilized the administrator police executive style. These chiefs’ different police executive styles produced contrasting results for their departments and their communities. Now that we have identified these chiefs’ different executive styles, we will compare and contrast how they utilized their different executive styles to produce change.

Police agencies are multifarious organizations comprised of specialized departments, functions, and structures. Authority is a binding of hierarchical relation between citizens and administration. Over the past several years agencies have changed internally and externally. Consequently personnel must upgrade their knowledge, skills, and techniques. Bureaucratic organization is part of contemporary democracies that enrich our understanding of public administration. Adhering to the rules of the organization orders and respect are implemented among the agency.

Today’s Police leaders face daily challenges, e.g. violent crime, civilian unrest, terrorism, and being targeted themselves of unprovoked violent attacks, and the style and practice of police leadership is gradually evolving (Batts et all, 2014). For instance, when the September 11, 2001, terrorist attacks occurred in New York City, law enforcement; local, state, and federal public safety personnel responded. While there were many examples of heroism on that day, there were also many examples of failed leadership: By far, the most critical was that prior leadership development and planning was poor as demonstrated by the lack of coordination amongst first responders- the incident command system did not function to integrate awareness among agencies or to facilitate interagency responses that resulted in first responders fatalities (911 Report, National Commission on Terrorist Attacks Upon the United States); and information that was critical to inform leadership decision making was not shared amongst agencies. These agencies had never developed a leadership plan or trained to address a critical incident of this magnitude (911 Report, National Commission on Terrorist Attacks Upon the United States).

All organizations, especially law enforcement agencies, require leadership. Maintaining a dependable leadership structure is key to the success of any organization. The philosophy of the modern style of police leadership involves a leader who is strong, competitive and unreceptive to change. Police leadership is based from an autocratic style which is founded on integrity and courage, embracing teamwork, involvement and shared leadership (Cordner & Scarborough, 2010). This style of leadership works well in an emergency situation in which rapid decision making and strict control is needed. The negative aspect to this style of leadership is the inability of the organization to function with the absence of leadership.

Due to generational differences between the new recruits and existing officers, there is a growing absence of institutional leadership within departments that is not only harming the longevity of their careers, but it is hurting their community. Aside from other externalities that stem from a career in law enforcement,

When discussing leadership within the law enforcement profession is it vital to take the human factors into consideration. There are multiple human factors that the law enforcement leaders must take note of, such as, family issues, financial issues, stress, health, and morale. These human factors that play an important role for law enforcement in general can impact morale, officer safety and the public perception. When addressing the human factors, “Law enforcement leaders should challenge themselves and their employees to increase safety margins by focusing on human factors. By doing so, they will improve proactive communication at their level of influence and develop an organizational culture that values safety and wellness” (Bone, D., Normore,

“Lack of leadership competency is often the most critical obstacle to successful police projects” (Yang, 2012, p. 535).

Police leadership uses standardization and procedure as a way to create consistency and predict¬ability in law enforcement operations (Batts, Smoot, & Scrivner, 2012). The San Diego Police Department, like nearly all law enforcement agencies uses leadership models mimicking the United States military. Paramilitary organizations use highly structured framing to conduct business operations. The structural frame creates compartmentalized specialization, and predictable, uniform task performance desired by police executives. The tightly designed rank-and-file structure delineates locus power and control based on position (Bolman & Deal, 1991). Power rests at the top. Contained with this structure is top-down control of personnel,

There are several important reasons of human resource planning that business organisation carry out regardless their size and it is important for the continuity of any business organisation to plan. However, in many business owners may not include human resource planning at the beginning of their business but later realise the importance of human capital and no business can survive without having competitive human capital.

Human resource handle administrative functions in an organisation and Human resource planning expand strategies for relating the skills and size of manpower to enterprise needs. In simple words the planning system makes recruitment, gives training and restructures the staff requirement to meet the organisational goals and changes within the environment. Human resource planning is a paramount component of Human resource management.