Final Paper MBA 635

TRAINING NEED ANALYSIS FOR POLICE DEPARTMENTS
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TRAINING NEED ANALYSIS FOR POLICE DEPARTMENTS

TRAINING NEED ANALYSIS FOR POLICE DEPARTMENTS
Rymario Armstrong
Park University
HRM 635 Training, Development, and Evaluation
Norris Wise Ph.D
20210331

The current diversity training for police departments is not reflected in the performance reports generated from civilians. Despite the police department advocating for anti-bullying strategies while in service, equality is not reflected in the amount of force used by officers on suspects, the championship for human rights despite gender identity and sexual orientation, and racial profiling. Despite a decrease in criminal activities, there is tension between the police and some communities (Espiritu, 2017). The increased tensions have led to a proactive policy for policing. Tensions arising as a result of discrimination towards race, sexual identity/orientation, and socioeconomic class are on the rise. For better service and harmony within the society, cultural diversity, cultural sensitivity, and race relations must be mandatory for police training protocols and policy. For the minorities to regain trust in law enforcement and justice legitimacy, Diversity training is the future for police departments
A training need assessment is crucial to ascertain diversity training for the police department. It determines the nature and degree of discrimination by the police towards the public (Coon, 2016). Once a training need assessment is conducted successfully, the management is able to justify the type and degree of diversity training required. The analysis is performed sequentially in three measurable milestones. The first step involves the determination of the performance standard expected from police in their respective departments. The second step consists of determining the current performance standard in terms of efficiency in maintaining law and order without oppression to the minority groups.
Success in the second step is achieved by determining the performance gap between the current outcome and the desired outcome. Step three involves consulting stakeholders on how the performance gap deduced from the second step can be reduced or mitigated. The proposed methodology is either justified or declined based on financing and efficacy of the techniques. All three steps are assessed from a combination of personal analysis, task analysis and organizational analysis. To achieve all the steps, training need analysis is performed on three assessment strategies.
The performance gap in police departments is evidenced by the difference between the public expectations of how law enforcement should be conducted and how the police department has been making judgements based on previous cases and misconceptions within the department. In research conducted by (Morin & Stepler, 2016), the results reflected deep racial tension in law enforcement and police department bias matters. The methodology used in the study involved interviews conducted on an equal number of black and white US citizens. 33% of the black respondents reported being satisfied with the amount of force used by the police on suspects compared to 70% of the white respondents.
On the subject of equal treatment across the races for suspected individuals, 35% of black respondents acknowledged equality on suspect handling. In comparison, 85% believed the police handled suspects with an equal amount of force. From the results obtained in the study, there exists a gap between the treatment of suspects in the process of law enforcement. The police face obstacles when interrogating suspects because most of the black individuals don’t cooperate, which often triggers the officers to get more violent in desperation to obtain information.
For task analysis, the assessment is based on a report fabricated by (NCTE 2019) addressing the American policing standards and justification for the reforms urgently needed in the police department. 58% of transgender people who were arrested in 2019 reported harassment, sexual abuse, and other mistreatments at the hands of law enforcement. The current state of how transgender individuals are vulnerable to physical and verbal attacks, combined with the risk of being victimized more and mistreated in the law enforcement bodies, makes such individuals suffer in silence. The police department should provide an equal field for defending citizens irrespective of sexual identity or gender identity. Across all the twenty-five police departments considered in the case study, the results from all the interviewed transgender individuals reflected discrimination in the protection of human right from the law enforcement department. Instead of helping victims reclaim their justice, they were willing to add more gasoline to the fire by harassing the victim.
In organizational analysis, the racial profiling and disproportionate use of force in law enforcement are assessed. In a published research journal conducted by (Legewie 2016), he performs a case study to determine police’s racial profiling towards civilians. The study involved a sample size of 3.9 million time-geocoded police stops of pedestrians in New York City. Since the law mandates police officers to stop civilians at will based on suspicion to be about to commit a felony or be trafficking illegal drugs. Suspects are frisked to check if they could be in procession of unlawful objects or substances.
From the obtained results, the percentage of Black men stopped was the highest, standing at 93.1%, the second was Hispanic men accounting for 32% of the total stops. The percentage of white men who were was the least at 10.2 %. On the other hand, the rate of the individuals who were stopped and found guilty of possessing an unauthorized weapon was 0.9% for Black men, 1.1% for Hispanic men, and 1.5 % for white men (Legewie, 2016). From the results, it is evident that police perception towards people from different races is highly variant. This is attributed to the misconceptions held against the minority groups. To achieve an appropriate law enforcement police department, police officers must be given additional diversity training to mitigate their unfair misconceptions and attitudes towards racial minority groups. Police should receive complimentary training on scientific-based criminology to deter them from relying on social perceptions and misconceptions.
Based on the personal analysis, task analysis, and organizational assessments, it’s clear that the police department is in dire need of diversity training. Data from the interviews conducted on the public’s satisfaction with the current status of law enforcement revealed incompetency from the police department. A law enforcement department’s success is measured based on efficiency in mitigating criminal incidences along with the satisfaction and trust of civilians in police officers. enforcement departments must display high levels of equality for all members of society. Discrimination of Transgender individuals when they report victimization is unjust and inhumane. Alongside providing additional training to police officers on diversity issues, the police department can incorporate various recruiting protocol into the service. When the minority groups are adequately represented in the service, the diversity training will have conducted informally through communication among colleagues.
The amount of force used by police during law enforcement should be within reasonable levels despite the extent of the crime the individual is suspected of. While in jail, suspects should be treated humanely without any desire to mistreat or abuse them sexually. Equality should be maintained while defending the victims of social injustices despite personal affiliations to minority groups. Racial profiling is a vice that all police officers and police departments should abolish.

References
Coon, J. K. (2016). Police officers’ attitudes toward diversity issues: Comparing supervisors and non-supervisory on multicultural skills, values, and training. International Journal of Police Science & Management, 1-11. doi:10.1177/1461355716643091
Espiritu, D. (2017). THE FUTURE OF DIVERSITY AND POLICE LEGITIMACYDoes Diversity make a difference? The Journal of California Enforcement, 1-26.
Legewie, J. (2). Racial Profiling and Use of Force in PoliceStops: How Local Events Trigger Periods of Increased Discrimination. American Journal of , 122(2), 379-424. Retrieved March 30, 2021, from https://journals.uchicago.edu/doi/full/10.1086/687518
Morin, R., & Stepler, R. (2016, September 29). The Racial Confidence Gap in Police Performance. Social and Demographic skills. Retrieved March 30, 2021, from pewresearch.org/social-trends/2016/09/29/the-racial-confidence–gap-in-police-performance
NCTE. (2019). FAILING TO PROTECT AND SERVE: POLICE DEPARTMENT POLICIES TOWARDS TRANSGENDER PEOPLE. Washington DC: National Centre for Transgender Equality. Retrieved March 30, 2021, from https://transequality.org/docsPDF/police-department-policies-toward-transgender-people

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