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Police Personnel Records Management PDF
Police Personnel Records Management PDF
MANAGEMENT
Police Personnel Management
(Human Resources Management) may be
defined as that area of management
concerned with human relations in the
police organization. As an overview,
Police Personnel Management uses
planning, organizing, directing and
controlling of day-to-day activities
involved in procuring, developing and
motivating them and in coordinating their
activities to achieve the aims of the
police.
Purpose of Police Personnel Administration
The prime objective of an effective police personnel
administration is the establishment and maintenance for the
public service of a competent and well-trained police force,
under such conditions of work that this force may be
completely loyal to the interests of the government of all
times
SCIENCETIFIC MANAGEMENT
Four Major Approaches
The Classical Approach
Scientific Management
Bureaucratic Management. The concept of
bureaucracy is generally associated with the
work of Max Weber, who was the major
contributor to modern sociology. Received
that such approach was a means of lessening
the cruelty, nepotism, and subjective
managerial practices common in the early
stages of the Industrial Revolution.
Characteristics of Bureaucratic
Organization
Division of labor based on a specified sphere
of competence.
Hierarchy of authority of authority where its
lower office is under the control and
supervision of a higher one.
Administrative Management. It is
emphasizes broad administrative
principles applicable to higher levels
with in the organization.
Contributors
Henri Fayol (1941-1945) – in his most
influential work “Industrial and
General Management”, 14 principles
of efficient management was
identified.
Division of work – work specialization can
increase efficiency with the same amount
of effort.
Obedience – one cannot have authority
without responsibility.
Discipline – it necessary for an
organization to function effectively,
however, the state of the disciplinary
process depends upon the quality of its
leaders.
Unity of command – employee should
receive orders from one superior only.
Unity of direction – there should be one
manager and one plan for a group of
activities that have the same objectives
Subordination of Individual Interest to
general interest – the interest of one
employee or group of employees should
not take precedence over those of the
organization as a whole.
Remuneration of Personnel –
compensation should be fair to both the
employees and the employer.
Centralization – the proper amount of
centralization depends on the situation.
The objective is to pursue the optimum
utilization of the capabilities of personnel.
Scalar chain – the hierarchy of authority is
the order of ranks from the highest to the
lowest levels of the organization. Besides
this vertical communication should also be
encourage as long as the managers in the
chain are kept informed.
Order – materials and human resources
should be in the right place at the right
time; individuals should be in jobs or
positions that suit them.
Equity – employees should be treated with
kindness and justice.
Stability of personnel tenure – an
employee needs time to adjust to a new
job and reach a point of satisfactory
performance; high turnover should be
avoided.
Initiative – the ability to conceive and
execute a plan (through initiative and
freedom) should be encouraged and
developed throughout all levels of the
organization.
Esprit de Corps – unity is strength;
harmony and teamwork are essential to
effective organizations.
Luther Gulick and Urwick (1920-1937).
Pioneers of “The Science of Administration. (1937).
They have described the major functions of
administration using the acronym POSDCoRB.
Normal Discipline
1. Chiefs of police or equivalent supervisors may
summarily impose the administrative
punishment of admonition or reprimand;
restriction to specified limits, withholding of
privileges; forfeiture of salary or suspension; or
any of the combination of the forgoing: Provide,
That, in all cases, the total period shall not
exceed fifteen (15) days.
2. Provincial directors or equivalent supervisors
may summarily impose administrative
punishment of admonition or reprimand;
restrictive custody; withholding of privileges;
forfeiture of salary or suspension, or any
combination of the forgoing: Provided, That, in
all cases, the total period shall not exceed thirty
(30) days.
3. Police regional directors or equivalent
supervisors shall have the power to impose upon
any member the disciplinary punishment of
dismissal from the service. He may also impose
the administrative withholding of privileges;
suspension or forfeiture of salary; demotion or
any combination of the forgoing: Provide, that in
all cases, the total period shall not exceed sixty
(60) days.
4. The Chief of the PNP shall have the
power to impose the disciplinary
punishment of dismissal form the service;
suspension or forfeiture of salary; or any
combination thereof for a period not
exceeding one hundred eighty (180)
days: Provided, further That the chief of
the PNP shall have the authority to place
police personnel under restrictive custody
during the pendency of a grave
administrative case filed against him or
even the filing of a criminal complaint,
grave in nature, against such police
personnel”
Inclusive Jurisdiction – A complaint or a
charge filed against a PNP member shall
be heard and exclusively by the
disciplining authority who has acquired
original jurisdiction over the case and
understanding the existence of
concurrent jurisdiction as regard the
offense: Provide, That offenses carry
higher penalties referred to a disciplining
authority shall be referred to the
appropriate which carry higher penalties
referred to a disciplining authority shall
be referred to the private authority which
has jurisdiction over the offense.”
Purposes of this Act, a minor offense shall
refer to any act or omission not involving
moral turpitude, effecting the internal
discipline of the PNP, and shall include,
but not limited to: