Police Recruitment and Selection Process - Essay Example

Running head: Recruitment and selection Introduction Human resource management is a vital tool of management which enables an organization to reach or attain its goals and objectives. Effective management of employees is important as this helps in increasing the morale and motivation of employees as well as their commitment and loyalty to their organizations. Human resource managers perform different tasks which includes resourcing, dealing with employment relations, payment and rewards and recruitment and selection functions. In the past, only profit making organizations were known to exercise human resource management but this has changed as more public service sectors have began to employ human resource management in their functions. Different organizations employ different human resource practices all aimed at ensuring effectiveness and efficiency. West Yorkshire police recruitment and selection process West Yorkshire police is one of the public service sectors whereby human resource is applied during the recruitment and selection process. In this public service sector, the recruitment process begins when an individual applies to join this sector. An individual is eligible to apply for a job in this sector if he or she is 18 years and above with no limit being set for application. This sector usually encourages the older people to apply for jobs in this job especially because to the nature of work carried out in this sector. The normal age of retirement for a serving police officer is sixty years. During the application process, no height restrictions are imposed and the abilities of a person who is applying for the job are considered as being vital. The recruitment process is thorough and detailed unlike in most organizations. This is so because the police sector requires people who are committed and royal. The application for job posts in the west Yorkshire police unlike most organizations applies for both external and internal candidates. The application form is usually very detailed and incorrect filling of the form may lead to disqualification. While filling the form, relevance is highly recommended with candidates required to give accurate answers to the questions. Applications which are done in the last six months are automatically rejected. Once an individual's application goes through the first stage, the candidate is called in to commence training which is a probation which takes approximately two years under which the candidate is evaluated and his or her fitness assessed to ensure he or she is fit to join the police force (Training & Development Centre, n. d). For application to be termed viable and worth of consideration in the new Yorkshire police department, there are several qualifications which a candidate must have. One of the qualifications is that he or she should have been convicted or even cautioned by the court for serious crimes like rape, murder or even kidnapping. Also, offences which may have resulted into prison sentences and offences which are recordable also make one to be disqualified to join the police force. Tattoos which the west Yorkshire police feels that they undermine the authority and dignity of the constable's office or are numerous, garish or prominent may make an application to be rejected. Tattoos should not lead to provocation or even offend the citizens and other colleagues at workplace. Good health as well as fitness is prerequisites before joining the police force especially because of the nature and kind of work that is carried out by the police. However, this does not disqualify the disabled persons and necessary adjustments are made to accommodate them if the disability cannot tamper with such an individual's work. Political allegiance can also make a person's application to be rejected by the new Yorkshire police. Individuals belonging to the British national party and other such organizations which may contradict diversity or led to racial inequality are also disqualified and thus their applications are rejected in new Yorkshire police. Other individuals who are not eligible to be police officers are people who are employed or who hold office or who operates other business other than those allowed for police officers. A person who has a license or permit of operating a liquor business, refreshment houses or gaming and betting in the area of west Yorkshire is also disqualified from becoming a police officer. To ensure that corruption is reduced in the police sector, west Yorkshire police requires that an individual applying for a job should produce his or her financial statement for the past six years and should also be in a position to manage debts and loans (Hughes, 2007). For screening purposes, one is required to give information concerning his or her family member's status. One should clarify if any of his family members is involved in criminal activities or there have been convictions and/ or cautions for criminal activities within your family. A competence assessment is also carried out which requires an applicant to explain any of his skills which may be helpful in enabling him carry out his duties effectively and efficiently. Examples of cases successfully handled by the applicant are also required. During the probation period, candidates are expected to observe all the rules and training instructions for them to be recruited in the police force. Unlike in other organizations where during the recruitment and selection process a potential candidate is allowed to take sick leaves if the sickness is certified as genuine, the scenario is different in new Yorkshire police. In ascertaining whether an ailment is genuine or not, availability of work is considered rather than the state of the individual. This is to ensure that the workforce to be recruited is trustworthy, employees who can be retained no matter their condition and employees who are committed to their jobs. For one to be considered fit to join the new Yorkshire police, recorded sickness for a period of three years preceding the date of application should not exceed ten working days and five sickness occasions within this period (Training & Development Centre, n. d). As mentioned above, training and prior knowledge is not important during the recruitment process of joining the new Yorkshire police. The training one obtains during the two years probation is the main determinant of whether a person qualifies or not. Training is usually work based and one is assessed on the progress he or she makes during the training period. The first 3 weeks marks the first phase whereby the successful applicants are familiarized with location and requirements of a police officer. Phase two runs up to the 4th week, recruits are taught on key issues like diversity, equality and rights. This phase looks much into the community issues and helps a candidate develop professionally regarding such issues. an applicant is placed on a community which he is later posted. He goes without wearing a uniform and he is required to learn and observe that community. This also creates an opportunity to interact with the community as well as psychologically prepare the trainee on the kind of scenario he is likely to meet during patrols (Hughes, 2007). The third phase which runs up to the 24th month is characterized by class room training as well as practical exercises. Trainees are trained on IT and how they are operated in west Yorkshire police. After class work, an annual leave of one week is given to the trainees after this, practical experiences are carried out. A trainee is sent to an operational division for more than 10 weeks which allows for an individual's development. In the 4th and last phase, a trainee is deemed fit to conduct independent patrol which is usually measured and monitored. Little assistance is given by supervisors and other colleagues and this period last till the end of year 2 although this may be extended. A further formal training of 5 weeks also takes place during the last year. On average, about 75% of the two year duration, a trainee is usually working usually at the division where he or she gains practical knowledge and also policing experiencing. This ensures that the person recruited is well equipped to carry out the work of a police officer (Training & Development Centre, n. d). Recruitment and selection process at Bradford council Bradford metropolitan district council just like the new Yorkshire police also exercises recruitment and selection functions of human resource. However, unlike the process that is employed in new Yorkshire police, Bradford council employs a different approach. The council gives placement services for individuals living within its jurisdiction but unlike the new Yorkshire police, the council does not provide employment opportunities, payment during placements or even traineeships and apprenticeships (Bradford Metropolitan District Council, 2009). The council gives different forms of placement services in different units and professions which includes clerical work, marketing, graphic design, reception roles, library work, social work and recreation and sports. Under the placement program, the trainees are required to learn while carrying out the jobs relating to their specifications. The placement program is meant to encourage people to take up jobs in local government and the council aims at equipping the trainees with knowledge and skills to carry out their duties once they obtain employment. The recruitment and selection process begins when individuals, schools or organizations apply for placement at the Bradford council. For schools to qualify for the pre 16 placement by the Bradford, the students must have gone through the education Bradford. All other independent schools which seek placements are required to consult with education Bradford for their placements to be accepted. For post 16 placements, applicants are required to fill out a pro-forma which should curriculum vitae which is detailed outlining the exact experience which the students wish to obtain during the placement. Also, it should detail the contributions which an individual can make to the placement department during the placement period (Bradford Metropolitan District Council, 2009). Both the Bradford council and new Yorkshire police employ a work based approach in recruitment and selection processes. In new Yorkshire as outlined, applicants are supposed to undergo a training of two years on the policing work and most of this time is taken up by practical. In the Bradford council, trainees are also required to undergo a work based program to help them to be better placed during the recruitment and selection process at local government. In both these organizations, trainees undergo vigorous training and are thus well equipped to take up their jobs. Also in both the above two recruitment and selection process, there are prior qualifications which are needed before one can qualify for recruitment and selection process. However, despite the similarities in new Yorkshire police and Bradford council's mode of recruitment and selection process, there are some differences. While Bradford council does not require family and financial status of an individual before recruitment, this is vital during the recruitment and selection of new Yorkshire police department. Also, after successful completion of the two years training at new Yorkshire police, an applicant is assured of a job while this is not the case in Bradford council. The objectives of these two organizations which differentiate the kind of recruitment processes employed. Reference: Bradford Metropolitan District Council (2009): Work Placement Service. Retrieved on 11th May 2009 from, http://www.bradford.gov.uk/employment_jobs_and_careers/work_placement_service.htm Hughes, J. (2007): A police recruitment revolution. Retrieved on 11th May 2009 from, http://www.publicservice.co.uk/feature_story.aspid=8268. Training & Development Centre (n. d): West Yorkshire Police Recruitment Information. Retrieved on 11th May 2009 from, http://www.westyorkshire.police.uk/files/docs/recruitment-pack.pdf. University of Bradford (n. d): Induction Information for Managers. Retrieved on 11th May 2009 from, http://www.brad.ac.uk/peopledev/induction/managers.php. Read More