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Analysis: Utility Of Assessment Center For Promotion Of Dallas Police Department

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When I hear the words, Human Resource Management, several different things comes into my mind. Some of the areas of human resource management, that come to mind are payroll, insurance, employee retention, training, retirement, employee recruitment and promotions. These are just a few areas that human resource management encompasses. In the encyclopedia Britannica (2018). it states that, “Human resources management, the management of the people in working organizations.” This statement is a broad statement, which tells me human resource management goes into a broader area within a law enforcement agency. Human Resource Management is in every aspect of law enforcement, even into the day to day operations of patrol officers, sergeants, lieutenants, …show more content…

In the article, Utility of Assessment Center for Promotion of Police Sergeants, it discusses the behind the assessment process, as they relate to the Dallas Police Department. (Thornton & Potemra, 2010). Several different departments assess their promotion process in different ways. Not all departments have the budget of a large scale department such as the Dallas Police Department. For most parts, smaller departments assess for promotions in the same manner, but just on a smaller scale. Smaller departments handle assessments in house, as a wayto control the cost of the assessment process. My department uses a three-part process that consists of a written test, oral interviews, and a managerial review of your personnel file. Each portion has a percentage, to equal one hundred percent. The Dallas Police Department uses a six-part assessment process that consists of “oral and written communication, problem solving, customer service, conflict resolution, and leadership/teamwork.” (Thornton & Potemra, 2010). The only difference between the Dallas Police assessment and my department’s assessment, is the cost, ours cost $0 and the Dallas Police Department assessment costs $764.00 per candidate. (Thornton & Potemra,

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