نشریه توسعه سازمانی پلیس
سال ششم شماره 2 (پیاپی 23، خرداد و تیر 1388)

To clarify Police plans and services is intended to expand efficiency and competency of police duties and also to increase the police prestige in public, so that police can prevent from crime, reduce social conflict, increase people satisfaction and also can increase police - people participations. Therefore the important question is how can Police clarify its plans and services? As a result of police jurisdiction which cover the whole community, the clarification of police plans and services are as follow: documentation of police plans & services and their dissemination to whole community; namely, documentation of police plans & services and their dissemination can be a method that will be introduced here to clarify police plans and services.

Police as a governing organization like any other organizations confronts constantly with different decision –making at different levels. Since these decisions are often of paramount important and sensitivity and since they can result in irreparable percussions and consequences, the use of progressive methods of decision-making are necessary due to results that such wide spread researches have obtained. PROMETHEE methods work appropriately where the decision-making criteria are in contradictory or where the decision-makers consider the data in decision-making tables insufficient. The police decision- making is filled with characteristics such as complexity, contradiction in criteria, and multiplicity of criteria which prepare the fields to use PROMETHEE methods.This article reviews the methodology in multiple criteria decision aiding. First the questions concerning the multiple criteria decision aiding explain then this point will be explained that the questions concerning the multiple criteria decision aiding can not be investigated without access to complementary data related to priorities and preferences of decision-makers. The data requested by PROMETHEE and GAIA methods are clear and well defined for analysts and decision-makers. This data includes a preference function related to each criteria and also weights that show the relative importance of the related criteria. The method I and Complete ranking in PROMETHEE method II plus to GAIA visual interactive module will explain and define these matters.In this article, other detailed methods particularly GAIA method due to extensiveness are included.

The speed of industry growth and its expansion in recent decades indicate that the country is at the state of transition from a semi industrial economy to an industrial economy. Attention to production and productivity in addition to acceleration of growth and industry expansion, can direct it to an appropriate and principle course. Thus organizations familiarity with the concept of productivity and the ways to promote it are confirmed. Therefore it can be said that the degree of industry development depends considerably on favorite and optimized usage of resources and capabilities. So productivity and its incessant increase occupy a special place in organizations. In this manner it is clear that more attention and priority should be given for growth and expansion of industry and its incessant increase in organization. The studies indicate that attention to productivity has taken different shape in different organization. Of course regarding the conditions of organizations and managerial policies it is natural to use different and appropriate ways to deal with current situation. Therefore in this article we have attempted in addition to main concepts of productivity, different approaches and procedures to increase productivity are dealt with. The importance of productivity, the effective factors in its promotion, the establishment of required conditions to improve human resource productivity and the effective factors which decrease the human resource productivity have been reviewed. Attention to productivity without due regard to work national culture will be useless because the concept of productivity in its essence rooted in the culture and the personality of the individuals. In this article in addition to different dimensions of productivity, it has been studied from national point of view and at the end some solutions have been given to improve it at organizational level.

At the age of electronic communication, organizations depend on the intelligence and innovative of their personnel those who have close relations with customers and respond to most demands of market. In this age organizational competitiveness and viability have bearings on choosing suitable personnel to suitable jobs in due time. Human resource planning is the tools to ensure that the best personnel are designated to respecting jobs seasonably so that the organizational progress will not be impeded.In this article we have attempted to have a general view on human resource planning basic concepts and its role in helping the administration of organizational strategy. For this reason, the main definitions and the objectives of human resource planning have been reviewed and explained. Change and complexity increase in work environment, change in workforce composition, globalization, political developments and etc. will cause the human resource planning to become a very serious task in future.

The environment of police research units are based on knowledge and time factor plays a very important role. The main mission of police in world is to protect individual’s life and property, law enforcement and crime prevention.In many countries of the world at local and national levels, the data of police reports changes very quickly from papers reports and integrates them into reports management automation systems which makes the data increasingly accessible.There is no explicit and clear method in police performance assessment. The success of police research depends to the extent to which each main activity is directed and administered successfully in police research. In this article the relation of knowledge management systems, police research and the importance of knowledge in police work have been studied. This article will study how knowledge management systems interact with police research performance. This article will also help knowledge management systems strategic planning in law enforcement considerably by determining the growth stage in knowledge management systems and by providing examples of its application in police research.

In this article the psychological health of police personnel has been compared and the factors which have influence on it have also been studied. While the police job is stressful, it is expected that the psychological health level of police personnel to be lower than ordinary people, but this article has indicated the contrary. The factors influence the psychological health of police personnel has been divided into work and non-work related factors. Contradiction of job-family and personal characteristics, emotional instability and extraversion and counter strategy which police personnel applied are among the non-related work factors which influenced the psychological health of police personnel. Job satisfaction, difficulties, organization improvement, and practical experience in improvements are the factors influence the psychological health of police personnel. In general this concept takes us to this matter that in time of compiling intervening strategies that decrease and improve psychological disorders among police personnel should be based on systematic prospective. The psychological health of police personnel is determined by a complex system of relations and variants. Each part of this system is important and it should be taken in to account that there is no unified solution for improvement of police personnel psychological health. And regarding the more effect of organization than experience on determining the psychological health of police personnel, the police departments should focus more on organizational health and take use of organizational psychologists to decrease the undesired effects of police jobs

The principal objective of this study was to identify the experiences of, and issues relevant to, women in senior police management with a view to identifying barriers and opportunities for women who reach senior management positions (i.e., at the level of Inspector or above, and equivalent non-sworn levels). Male and female participants, both sworn and non-sworn, from all Australian police jurisdictions were mailed a questionnaire which included a wide range of questions regarding personal characteristics and experiences within the police organization. These included issues such as career barriers, self esteem, organizational commitment, experience with mentors, and personal and professional development opportunities. A total of 127 questionnaires were returned. The findings suggest that women experience discrimination and not being a part of ‘the men’s club’ are barriers to their career. In addition, the conflict between work and family due to inflexible working hours was more of an issue for women. On the other hand, there were many similarities between male and female managers which may be due to the fact that women in this study had already successfully negotiated through a strongly masculine organization and had adapted to the culture. Recommendations are provided to assist in the management of diversity in police organization.