Modern Police: Suggestions for Changes to Recruitment and Training Processes

Question

Issues

Has this been tried successfully in another country, another group, another facility? What is the evidence that it improves anything?

Identify potential criticisms and risks that exist for this proposed change. B. Resource impact, what are the practical barriers? What is the evidence of public or professional support for this change?

Answer

The following challenges explore contemporary policing and key issues related to recruitment and metropolitan representation. His two main problems identified in the police recruitment process are the lack of diversity and the second is the police training process. These two issues are the main problems in policing today (Hönke and Müller 2016). The mission’s objective is to propose changes that will address this issue and better serve the people of London. The proposal considers the UK population rather than whites or blacks when hiring. Secondly, recruitment should be based on candidates who have completed police-related courses, and lastly, police training should be adequately long so that officers can be trained on all matters. This paper further highlights the main benefits and risk factors of a proposal designed for UK police (Davis and Bailey 2018). Therefore, a three-month period is required to evaluate these strategies to ensure a smooth implementation.

Diversity is one of the most notable areas for him in modern society. The presence of adequate diversity is said to be a sign of great social and community cohesion, but of course its lack represents a great failure of social and demographic equality in the country. . Of course, the study of ethnicity and immigration is one of the most important developing fields of our time. Ethnicity and diversity in the UK are of particular concern, particularly police recruitment in metropolitan areas (met.police.uk 2020). While various studies have praised the work and mandate of the Metropolitan Police, the same articles consistently criticize the lack of an adequate level of diversity. British leaders often point out that the police force is still 100 years away from reflecting the country’s multiculturalism. There are numerous sources and evidence that clearly demonstrate the current level of discrimination within the police force to discriminate against people on the basis of religion, race, color, community and even sexual orientation (theguardian. com 2020).

But being a select community made up of people from diverse backgrounds that the Metropolitan Police Department generally rejects as a career opportunity, this question can be asked differently. This clearly reflects the experience faced by the above community. These past experiences, like current ones, have been thoroughly characterized by distrust, disrespect, and distrust of management (theguardian.com 2020). The problem lies in the recruitment process itself, which gives these people an unfriendly and unwelcoming environment. Those hired through all these early problems have been shown to be less favorable in future promotion ranks as people with much lower skills and qualifications are given preference (theguardian.com 2020 ). Therefore, the issue of diversity is undoubtedly one of the major issues that has a significant negative impact on the social and cultural background of the Metropolitan Police Department.

Suggestions for change

Another major problem that has plagued the Metropolitan Police Department for some time is the short and limited training policy for police officers. Just a few years ago, the prevailing view was that police enforcement was largely based on common sense. Training among police forces around the world is mostly lacking because training lacks the minimum competencies and skills required within a single police organization, especially to combat all types of crime in the modern external environment. have been found to be superficial (theguardian.com, 2020). The Tokyo Metropolitan Police Department’s training is based on “total policing.” Many training courses are available today, but each of these training courses is much shorter in duration, making them vulnerable to modern threats. Also, the practical application of these theories is rarely considered, so the existence of theoretical training in the police is not always useful. These problems have completely destroyed the image of the Metropolitan Police Department.

Due to the challenges faced by black, minority, women, and members of the LGBT community, the following changes should be made to police recruitment policies (Schuck and Rabe 2016). We often see top talent coming from prestigious universities taking the hiring process too seriously, which should be stopped. Maintaining a work culture is extremely important to police. Because it demonstrates the morality of the police, shows that inclusion exists, and creates fair employment opportunities for Britain’s talented and smart people. Human Resources has suggested that the selection of candidates should not only be limited to the white population of the UK, but also take into account the black population. The notion of mixed gender, ethnicity, and sexual orientation must be banished from their minds, and recruiters must pay attention to problem-solving techniques and hire talented people. (Silvestri 2019). Research on the factors of diversity is unanimous and can later have a large impact on people living in the same society. Organizing an organization without a clear understanding of culture and diversity leads to conflict and production.

Talent must be willing to embrace the laws of their communities and reach out to those who ensure the security of their citizens and property (Belur, Agnew, and Tompson 2018). Police departments should give preference to applicants who have completed a Law Enforcement Specialization and are qualified as a police officer. More desirable is a specialization as a police officer at a police academy. Police officer candidates must have a high school diploma and be at least 21 years of age. The basic qualifications required in the UK apply to all genders wishing to become a police officer. Candidates must have a valid driver’s license and have no criminal record.

Recruiters are expected to have the following professional experience under the supervision of a trainer:

Cardiopulmonary resuscitation and first aid

Use of firearms

Risk assessment

Role playing game

Art of self-defense

Recognition technology

Responding to emergencies

Control traffic

It is mandated by the British Mayor and Commissioner that basic police training includes his 600 hours of classroom and laboratory experience. Programs must be designed to comply with laws mandating employees authorized to register by the Secretary. This must be done twice a year as it involves intensive instruction in standard police tactics, training, technical skills, physical education, firearms, the legal system, traffic accident investigations, and finally criminal justice system training. (Cao, Huang, Sun 2016). . This training program should apply to both new recruits and police officers already working for the organization. This helps maintain the structure and policies of the Commissioner while also meeting the requirements of judicial training. This allows the police to obtain national qualifications as law enforcement officers.

Recruitment should reflect the UK population (diversity).

Recruitment of police-related department graduates.

The training process should be longer and according to the nature of the job.

There is some significant evidence that clearly supports the current problem described in the next section. There are numerous reports and journal articles in the following areas that highlight these issues: The first is an article on diversity published by The Guardian. Lack of sufficient diversity within the organisation, as both duty officers and rank and file officers believe there is an alienation theory within the police force, as evidenced by the ongoing police recruitment process. that is a big problem. New hires who survive this marginalized culture face many forms of discrimination in the workplace, and management develops sophisticated methods to exclude blacks, LGBT, and various people from different communities. Did. While we are now seeing some progress in promoting these officers, it is easy to see that the time spent promoting Asian, Black, and other minority workforces is an opportunity to create serious discrimination. increase. On the other hand, training course performances and parades, writing activities and other theoretical training courses are given much more time than is actually required. It is important that managers allocate more time to practicing these courses.

The term has been given a lot of meaning these days because of the growing issue of diversity. The organization’s management has been accused of biased behavior in the past, so they must take strong action that benefits all communities and can easily promote multiculturalism in the UK (Dodd 2020). In addition, it is important that city police managers have an interest in improving and extending training processes to ensure that the police are prepared for all kinds of situations. A change in an organization like the Metropolitan Police Department is one of the most important requirements. Because diversity and ethnicity are important to promote equality and multiculturalism. Promoting equality and multiculturalism can contribute to organizational success in appropriate and developed ways. Here are some of the main benefits and limitations of the change.

Advantage

Changes in social and demographic structures

Promotion of multicultural coexistence

Promote better employment opportunities

Limit

Need to increase budget

Potential legal issues due to the need to change current policies and procedures

It will take about six months to introduce the above training course, and it will come into effect as soon as it is formulated. It should be noted that theoretical training takes longer than physical training because assigned police officers are assigned a specific date and time to come to work at the organization and receive training from police officers. As for self-defense and role-playing training, it takes 15 days for each of the various levels of personnel to conduct the training.

Please note that the following proposals are made up due to the following perceived issues within the police force and therefore there is a bias between the white and black populations of the UK. Therefore, it can be said that by conducting training and developing a recruitment policy, employees can work enthusiastically and conscientiously. It is a public concern to maintain the cooperation that can be achieved through cooperative measures.

Reference

Babu, D., 2020. I Served In The Met. The Lack Of Progress On Diversity Is Disgusting | Dal Babu. [online] the Guardian. Available at: <https://www.theguardian.com/commentisfree/2019/feb/21/served-met-diverse-force-discrimination-police-london> [Accessed 19 March 2020].

Belur, J., Agnew-Pauley, W. and Tompson, L., 2018. Designing a graduate entry route for police recruits: lessons from a rapid evidence assessment of other professions. Police Practice and Research, pp.1-18.

Cao, L., Huang, L. and Sun, I., 2016. Development and reform of police training and education in Taiwan. Police Practice and research, 17(6), pp.531-542.

Davis, C. and Bailey, D., 2018. Police leadership: The challenges for developing contemporary practice. International Journal of Emergency Services.

Dodd, V., 2020. Police Chiefs Admit Failures On Diversity 21 Years After Pledge. [online] the Guardian. Available at: <https://www.theguardian.com/uk-news/2020/jan/27/police-chiefs-admit-failures-on-diversity-21-years-after-pledge> [Accessed 19 March 2020].

Hönke, J. and Müller, M.M., 2016. The global making of policing. In The Global Making of Policing (pp. 21-39). Routledge.

Police, M., 2020. [online] Met.police.uk. Available at: <https://www.met.police.uk/msctraining/course_information.htm> [Accessed 19 March 2020].

Schuck, A.M. and Rabe-Hemp, C., 2016. Citizen complaints and gender diversity in police organisations. Policing and Society, 26(8), pp.859-874.

Silvestri, M., 2019. In Search of Diversity: An Embodied Account of Police Leadership. In Police Leadership (pp. 99-120). Palgrave Macmillan, Cham.

Taylor & Francis. 2020. Ethnic Diversity In The UK: New Opportunities And Changing Constraints. [online] Available at: <https://www.tandfonline.com/doi/full/10.1080/1369183X.2018.1539229> [Accessed 19 March 2020].