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Dubai Police Force: Human Resource Department Essay


Company overview

The Dubai Police Force consists of 15,000 strong police officers for the city of Dubai, in the UAE. The Dubai Police department was established on June 1, 1956, in Naif (a region in the Deira, with the first police headquarters as Naif Fort) with just 29 individuals. The chief of Dubai police is Lieutenant General Dahi Khalfan Tamim (Overview, 2014). In the subsequent years, the number of people recruited to join the police force increased annually.

By the year 1967 at least 430 individuals were serving in the police force. In 1973, the police department moved its central command to their present area of Al Towar, which is located on Al Etihad Street in Dubai. Currently, there is a new headquarter that has been built in Deira. This means that the central office is about to change from Al Towar to Deira.

The vision of Dubai police force is to foster the security and protection to enhance development. The protection of the society is the top priority coupled with offering professional services. The mission for the Dubai police is to strengthen the security systems of the city to facilitate the protection of the citizens’ rights. The strategic goals include reducing the crime level in the city, apprehending and charging criminals, disaster management and preparedness, and managing traffic and dealing with traffic offenders (Overview, 2014).

The Dubai Police department endeavours to be ‘most dynamic’ of all the police forces in the Arab countries. The department aims to inculcate a higher education benchmark amongst the police officers. Among the police forces in the Arab world, the Dubai police force was the first to be acquainted with technology. Their services were mechanised. The records were stored electronically for easy access, For example, storing of fingerprints changed from manual storage to electronic storage. In the same way, forensic investigations dealing with the sampling of DNAs was also done electronically.

After a few years, all the vehicles were monitored using the GPS to control vehicle theft. The Dubai Police force was the first to utilize numerous new law authorization strategies, including electronic checking and store of fingerprints and testing DNA electronically. The police force was likewise the first to utilize GPS frameworks to find stolen cars. Furthermore, the Dubai police force was the first to make and preserve a Human Rights Department, and also the first police force to utilize a Community Policing program (Overview, 2014).

The new central station for the Dubai police is being built in Deira. The new headquarter was built taking into consideration several factors. The factors include prioritizing to provide simple access for both officers and other people, in general, and the new outline is supposed to separate the offices into various zones. The building will also include a focal, multi-level interior space, and is intended to fit in with the current structural engineering standards of the buildings in Dubai. The Dubai police department depicts the new building as a recognized constructional origination (Overview, 2014).

The police department

All major organisations normally have an organisational structure that contains several departments to hold the organization together. All these departments work in collaboration with a common aim to meet the vision and the mission of the organisation. The General Commander of the Dubai police structures a portion of an authoritative office and controls 15 other divisions (departments), with the support of the Decision Making Support Centre (Overview, 2014).

The General Department of Operations

This department forms the centre of the Dubai police department. The department consists of many patrol officers who receive their instructions and commands electronically through the help of round the clock telephone lines. There are more than 2,000 land lines and 178 fax machines available for communication. The control centre utilizes a remote hardware to find both auto and foot patrol officers. The office organizes all crisis reactions and, in addition, pursuit and salvage operations both on land and on the sea (Overview, 2014).

The General Department of E-Services

This office is another essential area of the police department. It is actually the latest office to be made. It was built up in 2001 under the custodianship of Sheik Mohammed Bin Rashid Al Maktoum, the Prime Minister of the UAE. The primary focus for establishing the department was to spearhead the creation of an absolutely electronic government. In 2014, Khalid Nasser Alrazooqi, the then Director General, acquainted Google Glass with the police department to give out fines and track down motor offenders (Overview, 2014).

The General Department of Criminal Investigation

This department is charged with curbing crimes in the Dubai police department (Overview, 2014). The following are the objectives of the department.

  1. Managing day by day, little time crimes (squabbles, swearing, maligning, and so forth),
  2. Managing violations of a perilous nature (for example, homicide, assault, theft, kidnapping, and so on),
  3. Managing organised crimes (shipment of drugs, tax evasion, Interpol criminals),
  4. Social administrations (for example, recovering lost property, items discovered, issuing certificate of good conduct, licenses of various sorts, and so forth),
  5. Utilizing scientific confirmation (for example, Forensic investigations, fingerprints identification, documentation and listing of crimes, arson investigations, chemical examination, guns, and so on),
  6. Utilizing personality acknowledgment means (for example, fingerprints technique, using DNA, criminal records check up, etc.), and
  7. Preventing anticipated crimes (such direction, mandates, factual projections, periodicals, and so forth).

Other departments in the police division

Besides the above three main departments, Dubai police has other several departments that help in running the entire organization. The other departments include The Decision Making Support Centre. The General Department of Administrative Affairs, The General Department of Airports Security, The General Department of Community Services, The General Department of E-Services, The General Department of Finance, The General Department of Human Resources, The General Department of Organisation, Protective Security and Emergency, The General Department of Punitive Establishment, The General Department of Services and Supplies, The General Department of Total Quality, The General Department of Traffic, The Police dog unit, and The Dubai Police Academy (Overview, 2014).

Police stations in Dubai City

Dubai city has 11 police stations in number. The number is anticipated to rise in the near future, given the growing and expanding population. The police stations are located in strategic areas and are evenly distributed so that they can cover and reach out to the population of the entire city. The police stations act as regional base for the police officers where they can uphold the rule of law by preventing crimes and protecting the citizens (Overview, 2014). The police stations include:

  1. Al Rifaa Police Station, which was created in the mid-1970s. The police station is charged with the mandate of maintaining law and order in Bur Dubai area. The facility has undergone renovations twice, for instance in 1979 and lately in 1992.
  2. Al Muraqqabat Police Station, which started in the year 1974.
  3. Al Rashidiyah Police Station, which started as a partial police station in 1976. It was a branch of Al Muraqqabat Police Station. In the year 1984 it became an independent police station, and later was renovated in the year 2000.
  4. Naif Police Station, which started as the first headquarters of the Dubai police force in 1939. It was originally called Naif Fort. The facility also served as a prison until the year 1956 when the Dubai police force was introduced.
  5. Al Quasais Police Station, which started in the year 1977. The facility was later renovated in the year 1999.
  6. Hatta Police Station, which was started in the year 1974. The facility was later renovated in the year 1976.
  7. Nad Al Sheba Police Station, which was started in the year 1994 in Zabeel region. It was later moved to a different location but still in Zabeel.
  8. Jebel Ali Police Station, which was started in the year 1971. The facility was later renovated in the year 2000.
  9. Ports Police Station, which was established in the year 1971. The station was charged with the mandate to maintain law and order in the area of Rashid Port.
  10. Bur Dubai Police Station, which was started in the year 1979.
  11. Al Barsha Police Station, which is the latest station to be opened. It was established in the year 2014 with the mandate to maintain law and order in the Al Barsha region.

Literature review

Just like any other organization, the Dubai police force has a well-functioning HR department. The HR department has several roles that are essential for the sustenance of the police force. The HR department of the Dubai police force plays six distinct roles. The roles include:

  1. Recruitment: The accomplishment of the human resources is measured by the number of vacancies they fill and the period taken to fill those vacancies. They publicize job vacancies, look for competent candidates, screen candidates, carry out interviews and make recommendations for employment.
  2. Safety: Security of the working environment is very essential. One of the principle elements of the human resource is to bolster work environment security and keep up logs for injuries and casualty reporting. Also, the human resource security and danger experts regularly work intimately with the human resource benefits authorities to handle issues of compensation.
  3. Employee relations: This is the human resource’s sector given the mandate to foster the relationship between the employer and the employees. The department does this by measuring job fulfilment, the engagement of the workers, and settling workplace disputes. Employee relations capacities may incorporate creating administration response to the workers’ unions, and managing the contracts of the employees in accordance to the unions.
  4. Compensation and benefits: The role of the human resources incorporates setting pay structures and assessing focused remuneration practices.
  5. Compliance: Consistency with work and job laws is a basic human resource capacity. Resistance to comply can bring about working environment dissensions in light of negative work ethics, hazardous working conditions and general disappointment with working conditions that can influence efficiency and at last, productivity.
  6. Teaching and growth: The training in leadership may be required of recently enlisted workers and supervisors or directors. Professional improvement opportunities are for workers searching for limited time opportunities or representatives who need to accomplish individual objectives, for example, completing an advanced education. Projects, for example, educational scholarships frequently are inside of the domain of the human resources’ training and development sector.
Structure of the HR Department
Fig 1.1 Structure of the HR Department. Source: (Ariss & Dessler, 2012).

Introduction to the performance appraisal

I undertook my internship at the human resources department of the Dubai police force. My roles included the procurement of staff products under the SPPS (Staff Product Purchase Scheme), updating the staff data on the medical insurance data sheet and carrying out training programs under the TTT (Train the Trainer program) system. The principal obligation I was allotted during my internship period was to help the coach for the TTT program. Furthermore, I was deployed to update the staff data on the medical insurance data sheet before proceeding to handle the staff compensation and benefits program.

The Human Resources Department manages the administration of individuals inside of the association (Baruch, 2003). The office is in charge of drawing in workers, assigning them in their positions and guaranteeing their performance. All the workers have their records in the System for Time and Recording (STAR). This record is updated on a regular basis. The participation, yearly leaves, easy-going leaves, debilitated leaves, complimentary leaves and so forth are likewise redesigned consistently into the framework. Before the end of my internship period I conducted a short survey to investigate whether the police officers had confidence in their human resources department.

There are different exercises in the human resources department that keep the senior officers at the department busy (Blassingame, 2003). The human resource personnel additionally handle the training between departments, supervising training, organising the TTT training and the introduction, training and settling of newly recruited employees. The update of the staff data on the medical insurance data sheet takes place regularly. The launch of the SPPS was done this year, soon after I had joined. This program helps the employees to remit payments in instalments for acquiring a commodity (Cabrera & Cabrera, 2003). This scheme applies only to the police officers who have been in service for at least one year.

Purpose the performance appraisal

Performance appraisal ought to concentrate on three targets: execution, legitimate issues, and coming to concurrence on what the worker is going to enhance in his execution and what you are going to do (Charan, Barton & Carey, 2015). Both the manager and worker ought to perceive that a solid relationship exists in the middle of preparing and execution assessment. There is a privilege of every worker to be included in occasional meetings for the sole purpose of examining their execution and clearing up their expectations. These sessions will be more profitable when the director and his subordinates will take them as a beneficial one if there will be two-way correspondence (Couzins & Beagrie, 2005).

Such meetings or exercises ought not to be planned all of a sudden, these gatherings ought to be booked at the legitimate time and everybody ought to be educated well in front of the session and besides, these sessions ought to incorporate chances for self-evaluation and reaction of the supervisors. For new representatives, such sessions are of awesome worth and they will get the advantage of recognizing the issues earlier (Hall, 1995). In the event of sharing these issues and discoveries of these sessions then there is plausibility that a typical comprehension will be created between the administrator and subordinate keeping in mind the end goal to make transformations.

When the objectives are recognized, an arrangement for their accomplishment ought to be created. The arrangement may call for assets or backing from other staff individuals keeping in mind the end goal to achieve the results. At times, the arrangement may include extra preparing (Harazin & Pádár, 2013. The boss ought to stay in touch with the representative to guarantee the preparation encounters are delivering the fancied effect. The worker advancement objectives ought to be perceived as honest to goodness, and arrangements ought to be made to achieve the objectives through formative encounters or training. Empowering improvement is a proficient obligation. It also persuades a representative to seek after extra responsibilities (Ibrahim, 2004).

What’s more, the quest for these destinations will likewise enhance the prospect that present representatives will be qualified as applicants when positions get to be accessible. This methodology inspires current execution; it also helps the enlistment of current workers as qualified possibility for future positions. It is certain that a worker gains from his qualities and shortcomings (Mahendra, 2013). Nobody can preclude the significance from securing the support of worker in the assessment process. Representatives feel that they are considered important as people and that the administrator is genuinely worried about their needs and objectives.

Organisational communication

Compelling correspondence is one of the key segments of the human resources in any association, particularly the police department. Furthermore, it turns out to be especially more vital for an ever-busy police force to have a decent correspondence between the administration and the staff. This will have a direct effect on service delivery (McDermott & Neault, 2011).

Additionally, it brings a more transparent working atmosphere, thus, changing the employees into the faithful and abler staff. The workers need to convey clearly and on time what they need, and the administration ought to listen and ensure they are all aware of all their staff’s prerequisites and needs. Along these lines, if this is present in a working environment, then it makes a positive climate and both the parties can speak with one another with clarity which will urge staff to put forth a stronger effort more than they always do (Prince, 2013).

Working as a member of the human resources department for a short period gave me the chance to see the importance of my scholastic information and its real life’s implications. At least everything that we were learnt in our educational modules, about verbal and non-verbal correspondence, client administrations, handling phone calls and so forth were all to a great degree useful for my temporary position.

In like manner, I got myself more certain and more ready to give presentations because of the compulsory presentation we normally do in our course. Therefore, the different subjects taught by exceedingly experienced employees in conformity with my school work and invaluable. This temporary position additionally offered me some assistance with understanding the level of my insight and its utilization, in practical life (Paul & Elder, 2013).

The temporary job did not need me to fill a position and capacity like a worker, but rather for me to make the best of the open door and gain as much as expert experience and information as I can. What’s more, I trust I did succeed to an awesome level to expand my understanding, sharpen my abilities and comprehend the viable significance of my scholarly learning. It did make a great deal of trouble for me to appreciate the methodology of the staff unions because of their constrained or no association with the apprentices and interns. Likewise, it was not recommended to get some information about the interior issues in their vicinity in the human resources office. Along these lines, I could just gain data taking into account my perception. Also, I felt that the human resources branch of the police department required an air where they could have great correspondence with one another without being investigated.

I really welcome the motivation I got from my school all through the temporary job period. I was placed in a steady communication with the school supervisor and was watching firmly every one of my exercises which urged me to put all the more diligent work each day, as I specified prior, it did reflect in my obligations which got acknowledged by the seniors of the human resource.

Furthermore, working in differing and multicultural environment had me a chance to extemporize my relational abilities by interfacing with workers of the different progressive system, nationality and social foundation. Taking everything into account, I am ready to express that this temporary position gave me a stage to apply my hypothetical information in real life. What’s more, this handy usage of my scholastic learning has assisted me with understanding the complexities, difficulties and prospects that lie in a genuine working environment. As I made the most of my internship period, I absolutely did take in a considerable measure from every day of work and everybody I had an opportunity to associate with.

Methodology

Problem statement

Performance evaluation is characterized as a procedure used to separate, survey, outline and build up the execution of a worker (Stone, 2013). It is essential for supervisors to try to get target data about the execution of workers with a specific end goal to make the procedure more powerful and helpful. In today’s aggressive world, it is truly essential for the association to concentrate on execution of the workers since low execution can drag the organisation (Rees, Mamman & Braik, 2007). The purpose of this research was to investigate whether the police officers had enough confidence in their human resources department.

Research objectives

The main objective of the study was to investigate whether the police officers had enough confidence in their human resources department. The study used a case study of the human resources department of Dubai police force. In line with this, the specific objectives were:

  1. To find out if level of satisfaction by the employees has an effect on their confidence in the human resources department,
  2. To ascertain whether the quality of the service has an effect on their confidence in the human resources department,
  3. To investigate if the employees perceived that the human resources department is reliable enough, and
  4. To examine if the image of the human resources department influences the employees’ confidence in the human resources department.

    Research hypotheses

    In line with the main objective, the following hypotheses were tested:

  5. level of satisfaction by the employees has an effect of on their confidence in the human resources department,
  6. the quality of the service has an effect on their confidence in the human resources department,
  7. Reliability of the human resources department has an effect on their confidence in the human resources department, and
  8. The image of the human resources department influences the employees’ confidence in the human resources department.

Research Design

Considering the exploratory nature of the research study, the research will adopt the mixed research design. The study will take into account the qualitative and quantitative research designs. The choice of the mixed research design has arisen from the need to improve the quality of the research study. First, the integration of the qualitative research design will aid in the generation of adequate data from the field to support the study. Moreover, the research will have an opportunity to collect data from the natural setting, hence improving the relevance of the research study. In the course of implementing the qualitative research design, the study will take into account the grounded theory.

Population and Sampling

There are two popularly used procedures for sampling. The sampling procedures include prospect sampling and non-prospect sampling. In a probability sampling procedure, the samples are representative of the population. This is because all the entries have a chance of selection. On the other hand, items in the non-probability sampling do not have an equal chance. In this scenario, not all the items in the population have equal chances of selection. The data for the study came from the police officers in Dubai police. The employees had profiles that fit the context of this study. Therefore, the employees were an excellent choice because many of them have had the organization experience. Because not all the employees could be accessible, a non-probability sampling procedure was important in this study.

Conducting a study on the entire population is not manageable due to the high cost and the amount of time required. Consequently, the research study will take into account the sampling technique. To make the study manageable scholars found that the research will integrate the simple random sampling technique in constructing the research sample (Rees, Mamman & Braik, 2007).

This technique will ensure that there is no bias in conducting the study. The study had a sample of 50 respondents for data collection. The study will take into account both males and females in constructing the research sample. The study assumes that the selected research sample will be representative of the workforce perception of the confidence in the human resources department. The choice of these regions has arisen from the need to understand the impact of social and cultural diversity on the employee perception and hence performance.

Data Collection and Instrumentation

In any research, there are basic stages that are involved in regards to the shaping of the research. These stages include understanding the research problem, the conceptual framework of the research, data collection, data analysis and interpretations, and drawing inferences and making recommendations. In this study, quantitative research method helps to test the hypotheses formulated. The quantitative research method is very instrumental in harnessing mathematical models that are enshrined to natural facts. The existing theories construct a conceptual framework that measures this type of research.

The adoption of primary sources played a fundamental role in improving the relevance of the research findings. The integrated interviewing technique helped to collect data from the field. Consequently, a set of questionnaires was developed. The questionnaires acted as a guide in conducting the interview. The questionnaires were mainly composed of open-ended questionnaires to provide the respondents an opportunity to answer the required issues based on their opinion. The respondents received the questionnaires directly via an online media. Thus, the data collection method entailed an online survey. Adopting this method of administration validates the need to minimize the cost of the study. This is because of the fact that respondents stay sparsely.

Data Analysis and Presentation

The collected data will be analysed quantitatively. This goal comes by incorporating quantitative data analysis tools such as tabulation, use of graphs, percentages, and charts. Considering the fact that the research study has integrated the qualitative research design, the data analysis and presentation method will entail the adoption of the textual presentation technique. This technique comes about by using statements that comprise numerals. One of the textual presentation tools that are important in analysing the research data entails the Likert scale.

By using this tool, the research will be in a position to evaluate the qualitative data using point scales such as the 5-point Likert scale. In addition to the above technique, the research will integrate the Microsoft Excel data analysis technique. The adoption of this technology played a fundamental role in improving the effectiveness and efficiency with which the collected data will be analysed using tables, charts, and graphs. Moreover, incorporation of the Microsoft technique played a fundamental role in improving the ease with which the research data translates.

Limitations of the study

There have been a considerable measure of concerns on extra-budgetary costs of gathering of the information, paying little mind to whether the accumulated information is truly genuine or not and whether there may be an unequivocal conclusion when translating and breaking down the information. What’s more, a few representatives were hesitant to offer some data that was private and perilous in the hands of their rivals. This represented an extraordinary test in the examination as the specialist needed to take a more drawn out time to discover workers why should willingly give out sufficient data.

Overview of the activities conducted

Personal tasks

Procurement of staff products under the SPPS (Staff Product Purchase Scheme), updating the staff data on the medical insurance data sheet and carrying out training programs under the TTT (Train the Trainer program) system. The principal obligation I was allotted during my internship period was to help the coach for the TTT program. Furthermore, I was deployed to update the staff data on the medical insurance data sheet before proceeding to handle the staff compensation and benefits program. The Human Resources Department manages the administration of individuals inside of the association.

The office is in charge of drawing in workers, assigning them in their positions and guaranteeing their performance. All the workers have their records in the System for Time and Recording (STAR). This record is updated on a regular basis. The participation, yearly leaves, easy-going leaves, debilitated leaves, complimentary leaves and so forth are likewise redesigned consistently into the framework. Before the end of my internship period I conducted a short survey to investigate whether the police officers had confidence in their human resources department.

There are different exercises in the human resources department that keep the senior officers at the department busy. The human resource personnel additionally handle the training between departments, supervising training, organising the TTT training and the introduction, training and settling of newly recruited employees. The update of the staff data on the medical insurance data sheet takes place regularly. The launch of the SPPS was done this year, soon after I had joined. This program helps the employees to remit payments in instalments for acquiring a commodity. This scheme applies only to the police officers who have been in service for at least one year.

Training programs

Once in a while, there are some refresher courses carried out by the human resources department. The training is mainly equipped with the relevant skills that will enable them to train other fellow officers in future. It is a three-day workshop intended to educate every member the best systems and methods of issuing instructions.

Every learner is furnished with an entire day of team building exercises and address on the best way to teach the workers/associates/subordinates. Amid this preparation, every individual needs to set up a preparation module for the purposes of training the co-students. In this instance, they would share the evaluations of their learning. The second day and the third day are utilized for the practice training. Every learner is required to conduct at least three training to their co-workers in their area of expertise within a period of one month with a specific end goal to get the merit of finishing of TTT program.

After the fulfilment of this training, the human resources division screens and guarantees that the recently prepared mentors give their subordinates the training all the time. I was mainly capable just in masterminding all the required assets for the training exercises and help the trainers. On the other hand, I additionally got a chance to receive training in my own particular area. I needed to set up a training module and train the same to the co-learners. I was reviewed with the best appraisals amongst all the co-students, which came as a lovely surprise to me and everybody. This likewise broke the traditional perception than an intern is viewed as an insignificant learner who does not have anything else to offer. Be that as it may, the trainers commended my hard work, which was noteworthy.

Procurement of the staff products under SPPS

This program was launched this year when I started my internship. It is meant to benefit the employees who intend to acquire assets as it enables them to pay by instalments. I was dependable to organize with the staff individuals so as to satisfy the preparatory necessities of those intrigued to agree to the instalment plan. This project was started by the human resources department in collaboration with the welfare association of the police officers. SPPS is an ideal project for the police officers who wish to purchase any item from two merchants on a yearly instalment premise. The items include television sets, refrigerators, cars, houses, and so forth. The police officers gladly welcomed the project, even though there were certain requirements to be fulfilled in order to qualify for the program.

To begin with, they must be a full-time worker with no earlier credit facilities. Second, they ought to be a year, not exactly the retirement age. I was dependable in assisting all the interested police officers by issuing out forms to be filled out for the purchase of the items. The human resource department, together with the police welfare had consulted two known merchants to supply the items to the police officers who had shown an interest. My part amid the whole process was to make the right codes of the items and right cost/prices in the application forms.

Just after all the applicants filled out the application forms, they were taken to the Finance Department for confirmation. The Finance Officer checked all the legitimacy of the employees’ information and validated the applications. The applications were then sent to the Financial Controller for additional endorsement. The structures were then taken to Welfare Committee of the police force for the second mark of endorsement. Finally, the human resources managers signed off the applications and finished the procedure of the first round of the project. One duplicate of the application forms from every applicant was sent to the merchants to act as the purchase order. The items purchased were then delivered to the police officers at their designations as per the signed forms.

Medical Insurance Data Sheet Update

All the police officers are guaranteed a medical cover by an insurance company, where an officer can claim between 50,000 and 125,000 in one year subject to his/her designation in the police force. The medicinal protection claim could be the repayment of the examination that a police officer or relatives of the police officer experience. The claim record ought to be appended with the claim form filled by the police officer. The internal physician checks every one of the documents for legitimacy and signs the reports which are then prepared for repayment. The records are gathered week by week and sent to the Finance Department to process the payments.

The Finance Department check the records in the Medical Insurance Data Sheet and verifies them with what is contained in the claim form before proceeding to authenticate the reimbursement. This is the main reason why the Medical Insurance Data Sheet needs to be updated as regularly as possible. I was charged with the mandate of updating the information sheet for every one of the workers. There were more than 400 police officers in my designation and I verified and updated the information for each one of them. The information contained the officer’s name, the officer’s date of birth, the officer’s marital status, the officer’s spouse name, the spouse’s date of birth, the number of children, the names of each child, the date of birth of each child, the name of the officer’s parents, the date of birth of the officer’s parents, and the permanent address and contact.

Industry analysis

PEST analysis

Political

There has been political instability in Dubai in the recent past. The instability threatens the police force. The police officers need to manage the unrest in a way that does not compromise the peace of the citizens.

Economical

Dubai is a cosmopolitan city, whereby people from across the world visit to look for new livelihoods. This has led to increased cases of human trafficking. The police department, in collaboration with the other governmental departments, has outlined structures to ensure that human trafficking is dealt with.

Social

Dubai is a multi-cultural society that provides a home for people of diverse cultures and ethnic orientations. It is the work of the police department to train the police officers to be well versed with the diverse languages and culture.

Technological

the Dubai police department prides itself in being in line with the latest technological advancements in the execution of their roles. Proper training is given to the staff to equip them with the required knowledge to handle the gadgets or equipment.

SWOT analysis

Strengths

  1. Support from the government. The police force has the full backing of the current government.
  2. Technological advancement has enabled the police force to use the latest technology in operations.
  3. The resourced needed for operations are readily available.
  4. Collaboration among the various departments has prospered the police force.

Weaknesses

  1. Slow response to call of duty. Many city residents have expressed their disappointments with the slow nature of the responses.
  2. Due to the existence of diverse cultures within the city, the police force is rocked with the problem of language barrier.

Opportunities

  1. Constant training and development by the human resources.
  2. The increase in the number of officers recruited each year.

Threats

  1. The rapid increase in the city’s population has resulted to increased level of crimes.

Relationship within the workplace

My internship with the Dubai police was a genuinely rewarding encounter. I encountered with the genuine human resources exercises and got the chance to perform in those exercises. My insight in the field of HR was useful to include new point of view while we assembled for office meetings. I saw the execution of all the HR exercises, all things considered; on the other hand, I just had the hypothetical learning about them which addressed numerous “whys” of mine. It was estimable to perceive how wholeheartedly they invited, recognized and acknowledged new thoughts and learning. I additionally endeavoured to assemble more data on fundamental occupation elements of different offices to have a better comprehension of the connection between them and the HR division.

The police division offered a cordial and agreeable environment. Everybody in the human resources department was involved with their own particular routine work which I trust constrained my learning potential outcomes. Be that as it may, this temporary job has helped me to connect theory and practice. My essential target was to watch, assess and look at the relationship between the learning that I have picked up in my schooling and work environment. This duration of internship has unquestionably offered me some assistance with learning how undertakings are performed in a working environment. In any case, a percentage of the acts of the HR division amid my temporary position raised my worries.

If at all I am to highlight on the most critical part of my internship observation, then it would be the significance of correspondence. Great correspondence is vital in any association and it holds more significance in bigger associations that employees numerous workforce. It was very shocking to perceive how the human resources division of a police department with more than 1000 employees had flaws in the communication procedures. It was the greatest defeat the office had, so to say and I did take in a considerable measure from the mistakes submitted by the others. The junior human resource officers were too slow to spearhead effective communication. In such manner, it was difficult to put my newly obtained, updated scholastic information into practice, yet I succeeded in taking in numerous new things from this experience too.

As the saying goes, “you cannot judge a book by its cover”, it is hard to predict where an association stands just by observing its physical foundation unless you get inside. Also, this experience has given me an uncommon chance to investigate a work environment and comprehend the contrasts between the classroom learning and genuine corporate world.

Normally, in a nation like our own, we positively have a major gap between the school learning and the one earned on the job experience. It is to a great degree troublesome for people to comprehend this present reality with no earlier working background. Our educational modules have furnished us with significant scholastic information. All the scholastic learning may not have been connected through practice, I could at present see the need of its usage and how it could achieve positive changes to the human resources office.

The organisational behaviour

The organisational behaviour is the study and utilization of information about how the members of the organisation act and interact with each other. It translates the relationship between people and organisation in regards to the individual, entire group, entire association, and entire social framework. Its motivation is to create better connections by accomplishing human targets, hierarchical goals, and social targets. My past work encounters had set me up well to fit in an association and comprehend their authoritative societies. Along these lines, I was ready and began performing the very day I joined as it did not take me too long to comprehend my obligations.

I was inspired by the pleasant, inviting mood and considerably more with the agreeable conduct of the organizers which showed that the human resources office was effective in keeping an anxiety free workplace. They clarified and completely helped me to take in the distinctive frameworks of the recording data of the police officers. They could still consider my efforts, even though I made some mistakes at first. The head of the human resources and other line managers were extremely propelling and grateful. My thoughts, attempts and work were constantly recognized and acknowledged. I could make an impact on the HR seniors by my innovative learning which now and again resolved some unpredictable issues.

Findings, data analysis and interpretation

This section covers the findings of the study, analysis of the data, presentation and interpretation. The findings are as per the responses in the questionnaires.

Attributes of the respondents

Out of the 50 successful respondents, 39.1% were male, while 60.9% were female. In terms of age, 14% of the respondents were below the age of 20. Respondents who were aged between 21 years and 25 years were the majority, composing 59.3%. 20.3% of the respondents were between the age of 26 years and 30 years, while only 6.25% of the respondents were above 30 years of age. I chose the younger police officers because they still had many years before retirement, thus, they are the future of the police force.

The data was collected from the police officers who volunteered to participate in the study. Their identities were kept anonymous to maintain confidentiality. I randomly selected the officers who were in the station. Table 3.1 presents a summary of the findings.

Table 3.1 Demographic characteristics

ITEM PERCENTAGE
Sex
Male 39.10%
Female 60.90%
Total 100.00%
Age
Below 20 years 14.00%
Between 21 and 25 years 59.30%
Between 26 and 30 years 20.30%
Above 30 years 6.25%
Total 100.00%
Place of origin
Native 86.30%
Others 13.70%
Total 100.00%

Before the data interpretation, the results of the factors motivating the police officers to work in the police department were analysed.

Level of confidence on the human resources department

I asked two straight questions in regards to this. The first question was, “Do you have confidence in your human resources department?” 79.70% of the respondents said ‘Yes’ while the remaining 20.30% said ‘No’. The results are summarised in Table 3.2 below.

Table 3.2 Confidence in the human resources department

Response Percentage
Yes 79.70%
No 20.30%
Total 100.00%

The second question posed to the respondent was still in line with the level of the confidence in the human resources department. The question was, “Are you satisfied with the services of your human resources department?” The results revealed that 81.30% of the respondents said ‘Yes’ while the remaining 18.70% of the respondents said ‘No’. The results are summarised in Table 3.3 below.

Table 3.3 Summary of the satisfaction of the employees

Response Percentage
Yes 81.30%
No 18.70%
Total 100.00%

The summary of the above findings points out to the fact that the human resources department is much popular to the employees and it receives a large support from a majority of the employees.

The quality of the services of the human resources department

It was important that I did an analysis regarding the quality of the human resources department of the Dubai police. This was to satisfy my main objective of investigating whether the police officers had confidence in their human resources department. Quality is very important as it dictates the level of satisfaction of the employees. Lack of quality translates to lack of satisfaction. My analysis was based on the listed questions (in Table 3.4 below) that I asked to the police officers who participated in the study. From the analysed results, I concluded that the human resources department of the Dubai police had extra-ordinary qualities, judging by the mean values and the standard deviations. The results of the quality ratings are summarised in Table 3.4 below.

Table 3.4 Summary of the quality characters

Quality character Mean Value Standard Deviation
The services are rendered accurately 6.78 0.45
There is no delay in dissemination of services 6.31 0.71
Training services are available 6.94 0.24
The staffs are presentable and professional 6.41 0.58
Flexible opening and closing hours 6.63 0.49
The employee welfare is catered for 6.22 0.68
The quality of the employee’s service is excellent 6.22 0.68
Overall Mean value 6.50

The image of the Human Resources Department

I did an analysis in regards to how the police officers perceived the image of the human resources to be. In most organisations it is common for the employees to point out the failures of their human resource, rather than celebrate their achievements. This analysis was to enable me investigate whether the police officers had assurance from their human resource team. The questions I asked in regards to this attribute are listed in Table 3.5 below. From the analysis, I can conclude that a large portion of the police officers had belief in the human resource team, judging by the high mean values and the standard deviations. The results of the human resources’ image ratings are summarised in Table 3.5 below.

Table 3.5 Summary of the image attributes

Image of the Human Resources Department Mean Value Standard Deviation
The employees’ treatment is fair 6.16 0.65
The dissemination of services is convenient 6.78 0.42
The department has a rich history. 6.78 0.45
Minimum levels of inequity 4.66 0.76
Quicker response to concerns 5.69 0.71
Pleasant treatment 5.88 0.93
Good reputation 6.41 0.64
Overall Mean value 6.20

The reliability of the human resources

Many employed people that I know of normally complain about the unreliability of their human resources departments. Once in a while, they complain of unfairness, delayed salaries or bonuses, and so forth. Given my short stay in the Human Resources Department of the Dubai police, I decided to investigate the reliability of the department by asking the respondents some questions which are listed in Table 3.6 below. The results point out that the department is actually reliable, judging by the high mean values and standard deviations.

Table 3.6 Summary of the reliability attributes

Reliability of the Human Resource Department Mean Value Standard deviation
The human resources department is my top department 5.38 0.60
I plan to revisit this restaurant again 5.80 0.80
I am happy with my visits to the human resources department 5.84 0.88
I interact with the human resources department regularly 5.92 0.78
I would commend a colleague to visit the human resources department 5.94 0.92
Overall Mean value 5.76

Conclusion and recommendations

Results of my internship

Taking into account my duration as an intern in Dubai police, I understood that I was fruitful to accumulate a considerable measure of critical learning encounters which would be useful in my future career. The human resources division of Dubai police provided me adequate space and opportunities to learn as well as to show my aptitudes as a human resource colleague. My commitments were all around perceived by the association. I effectively finished all the allocated obligations and gave them over to the senior manager toward the end of the temporary position. I attempted to upgrade the information in the Medical Insurance Data Sheet to the best of my insight.

The SPPS was likewise effectively directed and the fulfilled police officers requested a bigger number of items than expected to satisfy their necessities. They likewise anticipated and asked for a greater amount of such plans. I additionally all around helped the TTT which gave my work a considerable measure of recognition. Since the human resources department is the office that interfaces every one of the divisions of any association, I was acquainted with numerous office heads and seniors who gave me a more extensive view of the police force. My help to a few of the moderators utilizing slideshows and PowerPoint turned out to be a pivotal backing in numerous presentations.

My experience provided me with a strong establishment to comprehend diverse corporate society. Along these lines, I was very easy to get along in the office that conveyed bigger obligations. Also, this temporary job in the human resources department of the Dubai police has sharpened by comprehension of human resource by and by. It provided me with a vital presentation and an insider look of such a major association. I could utilize my hypothetical learning of human resource in genuine practice while taking part in numerous exchanges. I was effectively included in the division meetings where I shared my insight and perspectives with respect to the execution in the human resources department of Dubai police.

Recommendations

There is a privilege of every worker to be included in occasional meetings for the sole purpose of examining their execution and clearing up their expectations. These sessions will be more profitable when the director and his subordinates will take them as a beneficial one if there will be two-way correspondence. Such meetings or exercises ought not to be planned all of a sudden, these gatherings ought to be booked at the legitimate time and everybody ought to be educated well in front of the session and besides, these sessions ought to incorporate chances for self-evaluation and reaction of the supervisors.

The boss ought to stay in touch with the representative to guarantee the preparation encounters are delivering the fancied effect. The worker advancement objectives ought to be perceived as honest to goodness, and arrangements ought to be made to achieve the objectives through formative encounters or training. Empowering improvement is a proficient obligation. It also persuades a representative to seek after extra responsibilities. There are a couple of suggestions based upon my comprehension and information. They are:

  1. The TTT project ought to be a normal activity in the Dubai police, where other senior officers ought to likewise get the chance to improve their intellect.
  2. Additional team building exercises and cross-departmental activities ought to be presented so that the offices can interface and share ideas on how to improve the livelihoods of the police force.
  3. There should be a standard format for entering the dates in the Medical Insurance Data Sheet, for the sake of uniformity. The prevailing practice confounds the beneficiary of the information. For instance, it is hard to comprehend if 4/1/2015 is fourth January 2010 or first April 2010.

The SPPS conveys items to the police officers, and then again it may be exorbitant to be brought home to the police officers who live a long way from the town centres. They are required to bear the costs to take the item to their homes. In this way, procurement like a token can be presented where a police officer can complete their purchase from the closest merchant without any hindrances. This will permit the worker to choose and try the goods, pick the shading and spare a great deal on transportation. This likewise diminishes the workload on the human resources department.

References

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Baruch, Y. (2003). Managing Careers: Theory and Practice. New York: Financial Times Press.

Blassingame, K. (2003). Expert Cites Ethics for Business. Journal of Employee Benefit, 17(12), 1-21.

Cabrera, F., & Cabrera, A. (2003). Strategic Human Resource Evaluation. Human Resource Planning, 26(1), 41-50.

Charan, R., Barton, D., & Carey, D. (2015). People Before Strategy: A New Role for the CHRO. Harvard Business Review, 93(7), 62-71.

Couzins, M., & Beagrie, S. (2005). How to streamline your processes. Journal of Personnel Management, 12(1), 35-35.

Hall, D. (1995). Executive Careers and Learning: Aligning Selection, Strategy, and Development. Human Resource Planning, 18(2), p 14-23.

Harazin, P., & Pádár, K. (2013). Measuring and evaluating the added value of human resources management, knowledge management, and organizational learning. International Journal of Management Cases, 15(4), 37-47.

Ibrahim, E. (2004). Measuring Training Effectiveness. Journal of Management Research, 4(3), 147-155.

Mahendra, A. (2013). Soft Skills Training in the Indian Context: Need to Prevent Cultural Hegemony. IUP Journal of Soft Skills, 7(3), 46-50.

McDermott, D., & Neault, A. (2011). In-house career coaching: an international partnership. Journal of Employment Counseling, 48(3), 121-128.

Overview: About Dubai Police. (2014). Web.

Paul, R., & Elder, L. (2013). Critical Thinking: Tools for Taking Charge of Your Professional and Personal Life. New York: Prentice Hall.

Prince, E. (2013). The Advantage: The Seven Soft Skills You Need To Stay One Step Ahead. New York: Pearson.

Rees, J., Mamman, A., & Braik, A. (2007). Emiratization as a strategic HRM change initiative: case study evidence from a UAE petroleum company. International Journal of Human Resource Management, 18(1), 33-53.

Stone, M. (2013). Ownership: Critical Thinking. New York: Prentice Hall.

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