What selections and hiring approaches do you think would be most useful today in attracting criminal justice employees?
The Final Report of The President’s Task Force on 21st Century Policing explains within the 1st pillar that building trust and legitimacy is the most underlying principle. What is very discouraging is that since the 1990’s while huge strides have been made in the areas of policing and it has become more successful in its crime fighting efforts, and technology. However, recent polls indicated the confidence in law enforcement still remains as described flat, even declined among in some populations of color (21st Century Policing, 2015, p. 9). The report goes on to state that people should be treated with dignity and respect; …show more content…
Departments strive to have the make up of their department similar to the make up of the population that they represent. Any department could start a recruitment team and recruit minority employees, however its important once employed, they feel they become a part of the organization treated as an equal. In the article Racial Diversity, is it a blessing to an organization? Examining its organizational consequences in municipal police departments it states in part “to make workforce diversity more beneficial to their organizations, public managers may need to pay attention to managing diversity rather than simply trying to achieve workforce diversity. The term ‘diversity management’ carries a variety of meanings, but generally refers to organizational efforts to actively recruit, hire, and retain individuals from a variety of backgrounds and facilitate good working relationships among them” (Hur, 2013, p. 158). This is indeed is the most important part of leadership, personal relational ships and the development of others. That sets the path to significant leadership for others to travel, if they can’t see it they can’t get …show more content…
Just as many jobs most good employees around forty percent (40%) are found by friends and or family that are working for an organization. Referral networks can be invaluable both for the organization and the potential employee to both learn about each other. Social media should be utilized, just not the Internet, millennia’s, want to be appreciated, team environment, personal growth, involvement in decision making, and feedback. Many of these items can be explained in detail and studied by the applicant in many different forms of social media (Wilson, 2014).
Youth programs, such as youth academies, summer camps can be very good tools today in attracting criminal justice employees. Open houses, were potential employees are invited in to have a look at the organization and ask questions can pay benefits. The law enforcement agency should also have a solid brand as a professional organization and a very good reputation within the law enforcement community, as well as the current officers on staff should provide good feedback (Wilson,
The Final Report of The President’s Task Force on 21st Century Policing explains within the 1st pillar that building trust and legitimacy is the most underlying principle. What is very discouraging is that since the 1990’s while huge strides have been made in the areas of policing and it has become more successful in its crime fighting efforts, and technology. However, recent polls indicated the confidence in law enforcement still remains as described flat, even declined among in some populations of color (21st Century Policing, 2015, p. 9). The report goes on to state that people should be treated with dignity and respect; …show more content…
Departments strive to have the make up of their department similar to the make up of the population that they represent. Any department could start a recruitment team and recruit minority employees, however its important once employed, they feel they become a part of the organization treated as an equal. In the article Racial Diversity, is it a blessing to an organization? Examining its organizational consequences in municipal police departments it states in part “to make workforce diversity more beneficial to their organizations, public managers may need to pay attention to managing diversity rather than simply trying to achieve workforce diversity. The term ‘diversity management’ carries a variety of meanings, but generally refers to organizational efforts to actively recruit, hire, and retain individuals from a variety of backgrounds and facilitate good working relationships among them” (Hur, 2013, p. 158). This is indeed is the most important part of leadership, personal relational ships and the development of others. That sets the path to significant leadership for others to travel, if they can’t see it they can’t get …show more content…
Just as many jobs most good employees around forty percent (40%) are found by friends and or family that are working for an organization. Referral networks can be invaluable both for the organization and the potential employee to both learn about each other. Social media should be utilized, just not the Internet, millennia’s, want to be appreciated, team environment, personal growth, involvement in decision making, and feedback. Many of these items can be explained in detail and studied by the applicant in many different forms of social media (Wilson, 2014).
Youth programs, such as youth academies, summer camps can be very good tools today in attracting criminal justice employees. Open houses, were potential employees are invited in to have a look at the organization and ask questions can pay benefits. The law enforcement agency should also have a solid brand as a professional organization and a very good reputation within the law enforcement community, as well as the current officers on staff should provide good feedback (Wilson,