The Architectural Pattern of Human Resources in Law Enforcement Agencies With an Emphasis on Work-Life Balance

The traditional approach to designing occupations in organizations does not meet the needs of today's organizations, and in the new approach called Human Resource Architecture, originality has been given to human resources instead of jobs. In this research, the human resources of the law enforcement have been designed using the Snell and Lepak (2007) human resource architecture model and the desirable combinations of work-life balance plans. This research is applied in terms of purpose, and in terms of the method of implementation, is a descriptive survey. The statistical population of this research includes, 400 of police staff selected by cluster sampling method.  The method of data collection and information in this research is library and field survey with questionnaire tool. after architecturing based on the human resource architecture model with unique characteristics and strategic value, the findings show that the queue employees have a higher strategic and more unique value than the staff of the headquarters. Based on the architectural model of NAJA human resources, the majority of employees have a unique and strategic value above the average, which is higher in queue staff. So, the replacement of these employees is costly for the organization and due to the high role of the queue staff in creating internal order and security, implementing costly and strategic work and life balance plans for these employees is of great importance.