choose a real-world organization (other than the military) and examine what you
ID: 433475 • Letter: C
Question
choose a real-world organization (other than the military) and examine what you can find online regarding their internal training and development. You may also set up a face-to-face meeting with an HR professional in an organization for an interview. Attend the meeting prepared with specific questions. Write a 500-750-word summary of the implemented training plan and describe the issue(s) that are hoped to be addressed through the training. End your paper with a brief assessment of how the organization evaluates the quality and effectiveness of their training plan.
Explanation / Answer
A real-world organization (other than the military) is Police/Cop services. According to HR of this organization Training and development is the key area in HRM of any organization. Training has been described as a conscious effort to improve and increase knowledge, skill and aptitude on an individual in a desired direction. Training helps to inspire employee’s capacity to shouldering greater responsibility. Unfortunately, however, though the crucial and transforming role of training in the police/cop organization is acknowledged by one and all, there is hardly been any meaningful endeavours to expand and improve the scope and quality of the police/cop training. Police/cop training has been neglected over years and training arrangement, except in some central organization are unsatisfactory qualitatively as well as quantitatively. Lack of convention about the value of training on the part of the administration including the higher ranks of the police/cop service. The newly recruited unarmed Police/cop Constables from all over the state are sent to the Regional Police/cop Training Schools for training in Law, parade, practical police/cop working etc. for making them fit for their duties at the police/cop stations. There is also a training provided to police/cop due for promotion at theses training schools. Also training is imparted to probationary officers for duration of one month, refresher courses fortnightly for unarmed men, one week revolver course for fresh officers and men, three days revision course for officers and men for all weapons training and lathi drill etc. After training, police/cop force is not eager to learn. Their immediate bosses don’t have effective leadership. Human skills are limited. Team building is important in training which should be a priority in job. Police/cop need more meaningful and job oriented training to bring about much needed change in its outlook orientation and behaviour. Police/cop training is actually on effective tool for bringing about required professional skills, competence, attitude and behavioural orientation with a view to improve employees effectiveness. Value orientation and attitude changes were two important facts which were given great importance. Police/cop training in India has received considerable boost, the nature, level and content of the courses, the method of introduction, the quality and quantum of the training staff, objectives of police/cop training and its training effectiveness, environment and training facilities in various institutes, all need periodical review. The organizations of police/cop training in India are as follows.
There are six kinds of training institutes.
• National level institutes
• Police/cop training school for training of constables.
• Armed police/cop training centres
• Specialized Training Institutes.
• Training Institutes of Central Police/cop organizations
• State police/cop training organizations for the training of Deputy Superintendent of police/cop, Inspectors and sub inspectors of the state.
There are approximately 124 police/cop training institute in India. India conducts maximum number of police/cop training centres in the world. This also indicates that training programmes present unrealistic goals before trainers and there is a notable gap in the real one of attitudes and values between what they are and what they are expected to do in the actual field. It has not helped to improve police/cop image or improve police/cop community relations. The police/cop culture in training skill encourages authoritarianism, arrogance and use of third degree methods. Feedback from police/cop trainers indicates that they find training programme theoretical, irrelevant and highly academic away from realities. Most of the trainers felt that there is a need for faculty improvement since value orientation and attitude changes cannot be taught about by incompetent, disgruntled and demotivated trainers. Attending meetings, training programs, visits, introduction would release their energies into useful channels, broaden their vision and enhance performance. Training should bring desired results in their performance. They could relate their experience outside with what they saw inside. Police/cop work, being what it is, new avenues, new challenges; new problems are always thrown up making this profession different from officers. Thus it needs continuous and quality training. The police/cop personnel are not properly trained and equipped adequately to face the problems and challenges confronting them. While analysing the role of the police/cop, strongly felt the need for the application of scientific techniques, management concepts and skills and constrictive attitude and values in police/cop work. All these are not possible without purposeful training. The importance of training for transforming the role and image of police/cop can’t be overemphasized. Police/cop has to work in an environment, which is democratic. If he acquires authoritarian attitudes and behaviour from his training institution, he finds it difficult to deal with citizens, who expect democratic behaviour from him. Thus, training has to be delinked from the military model. Military training was accepted by the police/cop training institute awing to circumstances. The committee on police/cop training seems to have new oriented to police/cop training. It has very rightly shifted focus on training from drill and regiments for the development of attitude through the study of social and behavioural science and modern management concept. There is another aspect of police/cop training. If properly organized, it also motivates police/cop men to work harder. Police/cop men who understood their jobs are likely to have high morale. Training to police/cop men also should complement requirements and selection. A common denomination in the training programmes of all police/cop recruits is the teaching of human resources skills because all police/cop men of whatever rank they may be, have to deal with not only public, but also with subordinates, colleagues and seniors. Unfortunately, this is one area of training which is completely overlooked in all police/cop training programmes. The art of human relations is broadly neglected and because of this, certain barriers grow between police/cop men and the people. Thus to conclude, police/cop training is getting low priority and is being treated as an unavoidable expense and not as a productive investment. The objective of police/cop training should be clear.
The important parameters would be,
• The character and quality of faculty members.
• Course contents
• The methodology adopted.
• Identification of training needs for each category of police/cop officers.
• Formulating of training objectives.
• Design of training programmes.
• Scientific evaluation of training and follow up measures.
Besides, the system of training should be restructured thoroughly. Service role of the police/cop should be statutorily defined. Police/cop requires more meaningful and job oriented training to bring about much needed change in the outlook, orientation and behaviour. Properly trained and highly and properly led police/cop officers can be our great asset. In practical training, many young officers degenerate and get gradually sucked into the vertex of police/cop sub-culture. Apart from providing comprehensive initial training to IPS recruits, it runs several other programmers for middle and senior level. A two-tier training outfit appears in many of the states. There is a training college meant for sub inspectors and DSP. They provide orientation to IPS probationers. There are also few recruit schools in each state meant mainly to trains constable. The emphasis here is on strengthening physical fitness, although the basic knowledge in law and community relation is also provided. The observation is that there is a positive move to enhance quality training. Training of the constables doesn’t include investigation training. Neglect of training of the police/cop men was the main reason for the present state of affairs. At least one fourth of the police/cop should always be under training. Training should be improved a lot to develop healthy work culture right from new recruits.
The Police/cop training and development centre’s learning and development strategies amidst the imminent wave of retirement will aim to assure professional competencies through the retention and development of leadership knowledge/experience as well as retaining young officers.
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