Essays on New Recruits in Western Australia Police Case Study

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The paper 'New Recruits in Western Australia Police " is a good example of a management case study. The security of people is most of the people in Australia. The whole community relies on policing policies which means that the police should risk their lives so that they can offer services to the public which can improve their confidence. This led to the development of policies like diversity which can help to improve the recruitment of police training. However, in the recruitment of the police, there are various challenges that are encountered which should be solved to ensure effectiveness in the recruitment process (Western Australia Auditor General’ s Report 2012).

In this essay, therefore, the concepts to be discussed include the internal and external factors which influence the recruitment of the police recruits. Further, the recommendations will be provided which can help to improve the recruitment process. Internal factors that affect the recruitment and selection of the police recruits There are various internal factors which have impacted on the recruitment of the police to the training. The first factor is the ineffectiveness in implementing the recruitment process and policies.

WAP has effective recruitment policies and processes but they are not followed to the latter (Western Australia Auditor General’ s Report 2012). From the research which has been conducted, WAP has managed to remove one recruit because of the poor performance. The process of removing the recruits should be concerned with integrity grounds which include criminal charges which are raised against the recruits. This means that the company has not fully implemented the recruitment process which is laid down by the management. In addition, another way in which WAP is not following the recruitment policies in the context of the training time.

The recruitment policy requires that all the recruits should be removed from office on the basis of their competency. There are those who perform their functions effectively while there are those who struggle. However, the supervisors instead of removing those who do not perform well, WAP invests much in the training of the recruits which consumes a lot of time and money (Fielder 2001). This is the biggest problem when the recruits leave the academy because there are recruits who may not perform their tasks effectively.

In this way, WAP has not been able to produce consistent recruits because there are those who perform well while others perform poorly. All this is because of the lack of following the recruitment policies effectively thus influencing the quality of training which is provided to al the recruits. However, it is argued that it is important to offer special training to some recruits so that they can act as team leaders. Another internal factor that impacts the recruitment of the recruits to WAP is the lack of benchmarking policy which can be used to evaluate the effectiveness of the training which is offered to the trainees.

WAP has not managed to formulate effective policy for assessing the skills of the recruits once they have undergone the training. In any training, it is important to conduct an assessment that helps to determine the competencies of the recruits by comparing it to another training organization (Cohen 2007). Lack of this policy affects the recruitment of the training policies because it is not possible to determine the skills of the recruits.

This affects the training because it is not possible to offer critical skills that are possessed by other competitors in the policing service. This is because the academy is competent and operates in a learning environment which means that the training should be evaluated to determine its effectiveness. Further, the competency policies which are upheld by WAP are not effective in improving the performance of the trainees. There is no policy which demonstrates that the trainees should be competent even if they perform poorly in the academy (Lawman 2006).

The trainees are not required to increase their competency but the policy requires that the trainees need to attend their training obligations. This policy hinders the recruitment and selection process in that the selection may lead to selecting recruits who are not competent in the policing service. This affects the effectiveness of the training because there are those recruits who may not meet their training needs. However, this could be an encouragement to the trainees as they will not be discouraged from working hard to meet the training objectives.

References

Allen, M & Ombudsman, W. A 1999, "Police". in Annual Report, Prentice Hall.

Baldwin, P 2009, "Australian police chief shortlisted for Met job". UK News.

Cohen, J 2007, "Police Reunion Rumors Reaching Fever Pitch". Billboard.

Copeland, S 2009, Strange Things Happen: A Life with The Police, Polo and Pygmies. London: Harper Collins.

Egan, S 2003, "The Police: Every Little Thing They Sang Was Magic". Goldmine. Vol. 29, No. 2, pp. 16: 14.

Fielder, H 2001, The Police: L'Historia Bandido. New York: Proteus.

Lawman, W 2006, Police Aircraft Crash. Australian Government - Attorney General's Department.

Maximillien, D 2010, "Hollywood Most Beautiful, Exclusive and Rarest Photos Album: Films, Superstars, Divas, Femmes Fatales, and Legends of the Silver Screen, Prentice Hall.

Padovani, H 2010, Secret Police Man. Brighton: Penn Press.

Summers, A 2007, I'll Be Watching You: Inside The Police 1980–83. Cologne: Taschen.

Western Auatralia Auditor General’s Report 2012, New Recruits in the Western Australia Police, Office of the auditor general.

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