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Human Resource Management & Training |
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Objectives The aim of Human Resource Management (HRM) & Training is to ensure ethical, capable and well-trained people lead and staff the Bangladesh Police, and the human resource management and human resource development processes result in efficiency, transparency, accountability and equity. This will address problems associated with all aspects of inspection, control, leadership and supervision within the police. It also considers problems associated with the lack of meaningful reward and recognition mechanisms to assist with motivation of police. Other problems relate to the limited training development and delivery capacity of police across a range of disciplines. It also includes problems directly related to recruitment, placement, promotion and transfer processes. Finally, it considers issues related to pay and working conditions of police. Key Outcomes
Activities under the Programme |
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| Output 3.1 | Introduction of transparent merit based police recruitment process |
| Activity 3.1.1 | Review and redevelop transparent, accountable and centrally coordinated recruitment processes |
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Activity 3.1.2 |
Implement new centrally coordinated recruitment practices utilizing only published, measurable selection criteria |
| Activity 3.1.3 | Monitor the implementation of new practices and develop a mechanism for external oversight of complaints regarding failure to adhere to published recruitment criteria |
| Output 3.2 |
Development and institutionalization of training development, delivery and evaluation capacity |
| Activity 3.2.1 | Undertake an organization-wide training needs analysis |
| Activity 3.2.2 | Develop and resource a national training strategy for Bangladesh Police based on current and emerging needs rather than historical practice |
| Activity 3.2.3 | Support and resource the development of curriculum and training materials design, development and evaluation capacity |
| Activity 3.2.4 | Redevelop the Constable, Sub-Inspector and ASP Courses |
| Activity 3.2.5 | Redevelop the Detective Training Course |
| Activity 3.2.6 | Develop and introduce train-the-trainer Programmes for Police Trainers |
| Activity 3.2.7 | Introduce and incentive based system of trainer accreditation and deployment |
| Activity 3.2.8 | Develop Training Programmes for Anser and VDP |
| Output 3.3 | Broaden training delivery options |
| Activity 3.3.1 | Support the decentralization of training through enhancement of Metropolitan and Zonal Training 'Schools' and support for the establishment of District Training Officers |
| Activity 3.3.2 | Establish formal linkages between all training institutions with regular meetings of training heads to achieve consistency and momentum towards common training objectives for Bangladesh Police; Establish a National Police training Board in MoHA, with broad membership to include stakeholders |
| Activity 3.3.3 | Design and develop modular, competency-based training packages that can be shared between training institutions |
| Activity 3.3.4 |
Design and deliver a pilot Programme of flexible on-site training to improve the effectiveness of Chowkidars and Dafadars and to strengthen the coordination of their activities with those of Thana Police. |
| Output 3.4 | Support to setting targets for women recruitment into the police. More efficient use of women police and their representation in more responsible roles enhanced |
| Activity 3.4.1 | Prepare a Women in Policing Strategy to actively increase the number of women police in Bangladesh and use them more effectively |
| Activity 3.4.2 | Commence a campaign to actively recruit women for police service |
| Activity 3.4.3 | Develop an action plan to ensure the progressive deployment of women police officers to every police station |
| Activity 3.4.4 | Develop Bangladesh Women Police Officers' network, connecting with a 'Women in Policing Conference' |
| Activity 3.4.5 |
Develop and introduce a modular, competency-based domestic violence, sexual assault, victim management and interviewing techniques training for all women police and selected male officers by phases |
| Output 3.5 | More efficient use made of human resources throughout Bangladesh Police |
| Activity 3.5.1 | Develop a People Strategy Plan based on the vision, core functions and future directions of the Bangladesh Police |
| Activity 3.5.2 | Develop a resource allocation distribution model for Bangladesh Police and undertake an assessment of the actual distribution profile of police versus the needs profile |
| Activity 3.5.3 | Review the rationale, numbers and role of reserve forces in light of clearly identified core functions |
| Output 3.6 | Leadership and Management training at all levels is improved |
| Activity 3.6.1 |
Design and develop supervisor and leadership training, using modular competency based packages that can be delivered to police in the work place as well as formal training institutions |
| Activity 3.6.2 | Ensure contemporary management, supervision and leadership practices are inculcated into the new training curricula at appropriate levels |
| Activity 3.6.3 | Support and resource the Police Staff College to refine its curricula, training materials and learning methodologies |
| Activity 3.6.4 | Design and implement a series of critical issues seminars on contemporary issues in police management in Bangladesh context |
| Activity 3.6.5 | Support the establishment of UN CIVPOL Pre-Selection Training capacity for Bangladesh Police including language (English and French) training course |
Training Activities
o Making Governance Gender Responsive o Crime Scene Preservation and Awareness Training o Basic Computer Operations Training for Model Thana Officials o Training Programme in Police Training Centre, Tangail
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Copyright © 2006-2008 Police Reform Programme. All rights reserved. |
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