jafar maleki pouya

Meritism is one of the important criteria in the administration of any One of the concerns of the police is to provide optimal services to the beneficiaries. The pattern of competence is the introduction to achieving this. researcher Designing the competency model of police commanders with a future research approach made it his goal for this purpose.

The present research is applied-developmental in terms of purpose which was used with the future research approach with interpretativesymbolic method and expert panel. Community Verified icon16 experts of the academic staff and officials were selected by non-random purposeful accumulation (snowball) sampling method. A semi-structured panel interview was conducted. Validation of the qualitative part was done through expert consensus and factorial analysis. he results of the quantitative part of the questionnaire (160 people) were also calculated, exploitation and prioritization of indicators, components and dimensions. Quantitative data analysis with descriptive statistics of frequency and percentage (inferential statistics) of T-Student, Friedman, and qualitative content analysis (theme analysis) was used to analyze the interviews.

By analyzing the content of the interviews, 2 dimensions, 6 components and 23 indicators were finally obtained. In the functional dimension of the leadership characteristics component with a coefficient of ./862 in the first priority, Management features with a coefficient of ./782 in the second priority And the characteristics of command with a factor of ./629 were placed in the third priority. In the skill dimension, the component of professional characteristics with a coefficient of ./810 is the first priority, Media features with a coefficient of ./744 in the second priority, And momentary features with a factor of ./638 were placed in the third priority.

Employing competent commanders in future police sight involves strategic and purposeful planning It is in line with the realization of two functional and skill dimensions. In the meantime, by focusing on the top components and indicators in each dimension, the police has a bright future ahead for the commanders.

One of the main concerns in the police command is the selection and appointment of competent people as future commanders in the police. Based on this, the main goal of the current research is to design a model of competencies of police commanders with a future research approach.

The present research is mixed in terms of the nature of the data and applied in terms of purpose, which was conducted in two qualitative and quantitative sections. In the qualitative section, there were 16 participants, including expert professors in the field of commanders, inspection managers, and university faculty members with The snowball sampling method was chosen and for the validity of this part, content validity and reliability were used by Rao and Perry method. After analyzing the content of the data using Max Kyuda 20 software, a researcher-made questionnaire was designed and used in the quantitative part. The statistical population in this department includes 220 commanders and managers of Faraja who have the position of brigadier and above, and the sample number was calculated using Cochran's formula to be 140.Sampling in this section was carried out by simple random sampling and data analysis using SPSS 22 software and multiple linear regression tests and redundancy criterion index. Questionnaire validity using construct validity and Cronbach's alpha reliability coefficient 76. Calculated.

By analyzing the content of the interviews, finally, 63 indicators, 14 components and 5 dimensions were obtained. According to the value of the standardized beta coefficient and the significance level of the variables, it was determined that all the variables are effective in the competence of police commanders, then the competence of intelligence with a coefficient of 429/. In the first place, knowledge competence with a coefficient of 409/. In the second place and environmental competence with a factor of 329/. It was ranked third. Also, personality and behavioral competence with a coefficient of 296/. In the fourth place, and finally, security-administrative competence with a coefficient of 0.263 was ranked fifth.

In order to select and appoint commanders and managers and to identify and choose the most qualified people, criteria and criteria are needed so that qualified and worthy people can assume organizational positions. Security can have a significant effect on the appointment of qualified managers and commanders.

The present research is looking for using duty officers as potential expert human resources of variable fields and specialties at the organization. The research is practical in terms of goal and descriptive-analytical in term of method and in term of collecting data, it is based on the questionnaire using Delphi method result. Semi - structured interview has been done with 15 experts based on the purposeful sampling of snow bullets and the data analyzed using qualitative content analysis method and then 62 of 90 earned components, have been confirmed by experts and used for making questionnaire. components classified in three parts: skills, line and staff. The data were analyzed by SPSS22 software.  The normality of distribution of data has been analyzed using the Kolmogorov test and randomness analyzed using Z_test, both confirmed with %95 of confidence. Also, validity of the indices ranking was evaluated by chi-square test and Friedman test applied for survey ranking. At the end of the study, the researchers evaluated to a large extent the possibility of the assignment of official employees’ duties in the sector of skill occupations to duty officers. Hairdresser and Cooking were on the top of assignment priorities. Possibility of assignment of queue duties was at moderate level and If the job security of champions accepted with management of organizations, achieve the athletic and commanding jobs vaulted in top level. And in the stuff job the Service element was on top for delegating.