ISSUES FACED BY HR DEPARTMENT OF

Citizens Police Liaison Committee

CPLC – CRC (Central Reporting Cell) GATE NO. 4, SINDH GOVERNOR HOUSE, Karachi, Sindh
75400, Pakistan.

PRESENTED TO
SIR ZAINUDDIN SHAIKH
INSTRUCTOR OF HRTP COURSE
FACULTY OF BUSINESS ADMINISTRATION DEPARTMENT
IQRA UNIVERSITY - MAIN CAMPUS

SUBMITTED BY

M Sufiyan (59382)
M Junaid (53367)
Junaid Rehman (53595)
Sahil Kumar (55651)
Rohan Ali (53672)

The mission of a Citizen Police Liaison Committee (CPLC) is to promote

communication and cooperation between the police and the community. The
goal is to build trust and understanding between the two groups, and to address
issues and concerns that affect the community's safety and well-being
The vision of a Citizen Police Liaison Committee CPLC is to create a safer
community through effective communication and collaboration between the
police and the community.
 EXECUTIVE SUMMARY

Recruitment, staffing, training, development, and employee management are all part of
human resource management. People have a misconception that working in human resources
is simple, but this is not the case. The appropriate staff, however, are crucial to the success of
the entire company. It might be challenging for an HR manager to select the ideal employee
from a big pool of applicants. Even after choosing that particular applicant, the HR
department continues to work with that worker until he or she is exposed to the job-specific
abilities and all of the duties that must be carried out while employed by that company.
This report is based on CPLC ( Citizens Police Liaison Committee ) human resource
management. The report that follows provides a succinct overview of the company's history,
including its founding, key accomplishments, key products, manufacturing facilities
(including domestic and international plants), competitors, and more. The study also analyses
the problem the company's HR department is having and makes comparisons to industry
standards or other businesses' procedures.
The questions and answers provided by CPLC's HR Manager during the interview and
questionnaire session are included in the report. The hierarchy of CPLC's HR department is
also mentioned, along with some suggestions made by group members with insufficient
knowledge of the issues the HR department is facing.

• INTRODUCTION & BACKGROUND OF THE COMPANY

In CPLC, residents have stepped forward as volunteers, taken charge of improving the
deteriorating law and order situation in coordination with law enforcement agencies, and
have worked tirelessly to achieve its just goals. This makes it a unique example of public-
private partnership.

The CPLC has six district offices in Karachi, one in Hyderabad, its headquarters in the Sindh
Governor House, and it will shortly have a district office in Sukkur.

CPLC Sindh was established through a notification, which was recently amended through the
omission of notification number VIII(3) SOJ/90 dated 15/04/1990 and the addition of 1.21-
A(1), which describes CPLC Sindh as a voluntary, self-financing, and autonomous entity.

It is a non-political statutory organisation that offers assistance to crime victims and supports
LEAs technically.
 CPLC works to monitor and prevent crimes, protect people and property, uphold the rule of
law, and guarantee ongoing service improvement.

This group has put in a tonne of effort throughout the course of its 25-year existence,
demonstrating that success is always possible when a project is undertaken with sincerity and
zeal. By virtue of its voluntarism, zeal, and widespread acceptability, CPLC began with a
fairly small number of announced functions but had to grow both in terms of the number of
activities and infrastructure.

Assisting law enforcement agencies, aiding the needy masses, helping police families,
helping families of LEAs who lost loved ones, etc. through welfare-based activities, the
services and functions of CPLC Sindh continued to expand. Without regard to caste, creed, or
religion, the CPLC has worked tirelessly to promote peace, tranquility, and the improvement
of the general populace and the less fortunate areas of society.

HISTORY

The corporate community had to step up to take control of the city as a result of the escalating
crime trend in Karachi, particularly abduction for ransom during the 1980s (Karachi). The
proposal was well received and adopted by Justice (Retd) Fakhruddin G. Ibrahim, the then-
governor of Sindh, who went on to create a statutory organisation that is now known as
CPLC.

On March 17, 1990, the Central Reporting Cell (CRC) of the Sindh Governor's Secretariat
was founded.

CPLC PERSONNEL REQUISITION

Mr. SHARJEEL told us during the interview about some crucial aspects of how they choose
the best candidate for a position and the kinds of talents they look for in a candidate. There
are various processes in a personnel request at CPLC before a candidate is hired. They start
by doing sourcing via LinkedIn and resumes.

After sourcing, screening is done, during which each candidate's resume is examined against
the requirements of the firm. The interviews are then conducted, with the line
manager and HR manager conducting two or three rounds each. They next shortlist the
candidates, verify their references for prior employment, assign them an offer letter and CTC
(cost to the company), and finally they conduct organisational orientation for the new hires.

QUESTIONNAIRE

• What do you see HR most important role in this organization?

One of HR's primary role is managing payment and benefits for our organization staff. Proper
management of compensation, time off, and insurance is what keeps employee satisfaction
high. As a human resource manager, you'll be in charge of distributing, communicating, and
improving compensation and benefits packages.

• What are the main responsibilities of your position?

Planning, coordinating, and supervising the employment of new employees are the
responsibilities of HR managers. In addition to acting as a liaison between management and
staff, they advise business executives on strategic planning. The role of an HR manager may
be more crucial than ever in todays environment.

• How do you see CPLC changing in next five years?

My research suggests that the cplc has contributed to improved performance in upcoming
years which are each treated under separate subheadings below:

1) Problem identification and solution.

2) Improving police procedures.

3) Improving the "economics of investigation"

4) Improving the monitoring of law enforcement on the ground.

5) Setting standards

6) Putting accountability mechanisms in place.

7) Providing access to justice for the poor.

The best example of CPLC work of this type is in the area of car crime. It is all a problem of
coordinator and information according to Mr. Harf Moosa, the member heading the CPLC's
vehicle who has been associated with this area for the last four years. The recovery of the
stolen upon the prompt reporting and dissemination of correct information.

It is likely that some of the donors have also benefited indirectly, because this provides
opportunities to develop and test software relating to policing and security operations, and
may open up opportunities to market products and services to the public sector in Pakistan
more broadly.

And staff with victims of vehicle crime and local police stations revealed that there was a big
information

Gap between the victim and the police. The victims were not providing the correct
description of their

Vehicle to the police and the police were unable to use information provided in an effective
manner."

Before the CPI got involved in monitoring vehicle crime, the police in Karachi had no
procedure

to deal with the issue. The stolen vehicle would be plying under our nose and we would not
know

Remarked one police officer This reinforced the public perception that the police were
inefficient

Vehicle crime was reported at various police stations and communicated to the police
communication

Control where it was logged along with all other criminal incidents taking place during the
day. The

Superintendents of Police in the districts were made aware of the overall situation when
crime figures

From police stations under their control were consolidated. The reporting time might run to
days

Depending on the workload of each police station. There was no centralized database of
stolen vehicles and no quick method to cross check a suspected stolen vehicle against motor
registration data. Recovering a stolen vehicle depended on the hunches and expertise of
individual police officers.

The police officers patrolling the streets and manning checkpoints are key in-apprehending
car thieves and recovering stolen vehicles. But they lack reliable and prompt information.
The situation is made more complicated when you have 96 different police stations looking
after different jurisdictions of a large metropolitan city. Car crime is taking place all over the
city and criminals are moving around in

Stolen vehicles. Even if the police at a checkpomt have got information on a stolen vehicle, it
may only be

The registration number, which can be easily changed by car thieves. The police officers
require immediate

Verification of a vehicle chassis number and engine number if they stop a vehicle on the
suspicion of being

Stolen. If the information is not available in real time the police officers usually let the
vehicle go,

CPLC decided to purchase the hardware and software for operating a stolen vehicle database
that

Was connected online to the database of the Motor Vehicle Registration Office, police
communication

Control and all District Reporting Cells of CPLC (see Section 3). The CPLC assistance from
the

Telephone Department in getting non exchange lines or hotline numbers for this system,
minimizing the

chances of being busy. The objective was to immediately record vehicle crime as it occurred,
promptly

passion the information to all concerned, and provide police on the ground with a retable
facility to verity

if a vehicle i stolen CPLC also organized and financed an advertising campaign in the press
requesting

the public to supply information to the CPLC of their vehicle had been stolen in the past and
advising

what steps to take in reporting vehicle crime. Now whenever & vehicle s stopped for
checking, the police officer on the ground contacts the

CPUC`s Central or District Reporting Cell on his radio set and passes on the information on
the vehicle.

The CPLC operator enters the information on the computer.

• What is the most challenging aspect of your job?

The most important aspect of HR is still people. The main function of any HR department is
to find, attract and retain the best people for the available positions in your business.

• How important it is for the company to choose the right person for the job

To avoid losing or spending extra money on hiring, hiring the right person the first
time is vital. When you hire well, it ensures that you aren't constantly hiring new employees
or replacing bad employees. If a wrong person is hired, how would you tackle it?
• What skills and traits does a candidate or employee need to match the standards
of CPLC?

The impact of poor job fit can extend well beyond the employee simply quitting their job. It
can affect the organization’s bottom line, other employees in the organization and even the
employee’s family.

Therefore, hiring the wrong person for the job can have serious consequences - not only can
it compromise the morale of the rest of your team and affect the engagement of those
employees, but may increase levels of absenteeism, impact on customer service, reduce
productivity and ultimately affect your profitability.

The cost

When employees are in the wrong position, they are more likely to leave the organization and
you need to spend your time re-filling the role. This may mean you have to go through the
hiring process a second or even third time and spend time re-training new employees. The
impact on customer service may even lead to a decrease in business earnings or revenue.

Health impacts

When an employee feels trapped in their job, or that the job is not the right fit for them, they
may end up working longer hours to do everything possible to succeed. Their personal lives
can be affected, for example, they spend less time with family and friends, and their stress
levels escalate.

Job burnout may also occur, which is where you feel physically, mentally and/or emotionally
exhausted from work. Your employee may doubt the value of their work and their own
competency in getting the job done.

Impact on other employees

Disengaged employees can also undermine their co-workers’ success, decreasing productivity
and morale in the organization. And, as disengaged employees typically take more sick days
per year than their engaged colleagues, the financial impact of disengagement is clear.

We have a solution for this.

We can help you to hire right person to right position through our Candidate personality
assessment and psychometric assessment tools. These assessments will tell you about
candidate’s inborn potential, strengths, his personality type, his logical & creative ability &
major limitations. Many public & private sector companies have been using these kind of
assessments in their recruitment process. It really helps to make strong and like minded team.

• What is the process of the training of employees in CPLC?

Leadership. Even in entry-level positions, most employers look for evidence of leadership
qualities.

The candidate must have knowledge about Ms Excel and word.

Teamwork.

Good Communication and Interpersonal Skills.

Analytical Skills.

Dependability and a Strong Work Ethic.

Maturity and a Professional Attitude.

Adaptability and Flexibility.

Good Personality.
 ANALYSIS OF THE ISSUES FACE BY CITIZEN POLICE LIAISON:

The Citizen Police Liason Committee (CPLC) is an organization that works to improve
communication and relations between the police and the community. To resolve an issue with
callers, it would depend on the specific issue being experienced. Some common issues that
may arise include:

Callers not receiving a response: This could be due to a lack of staff or resources to handle
the volume of calls. To resolve this, the organization may need to hire additional staff or
implement an automated answering system.

Callers not receiving the information they need: This could be due to a lack of training or
resources for the staff handling the calls. To resolve this, the organization may need to
provide additional training or develop a resource guide for the staff.

Callers feeling unsatisfied with their experience: This could be due to poor customer service
or a lack of empathy from the staff handling the calls. To resolve this, the organization may
need to implement customer service training or provide staff with guidelines for handling
sensitive or emotional calls.

It is important to have a clear process to handle complaints and feedback, and to have a
designated person to collect and analyse the data.

It is also important to have regular meetings between the CPLC and the police department to
discuss any issues that have been brought to the attention of the CPLC and to develop
strategies for addressing them.

CONCLUSION
The mission of a Citizen Police Liaison Committee (CPLC) is to promote
communication and cooperation between the police and the community. The
goal is to build trust and understanding between the two groups, and to address
issues and concerns that affect the community's safety and well-being
The vision of a Citizen Police Liaison Committee CPLC is to create a safer
community through effective communication and collaboration between the
police and the community.