| Summary: | 碩士 === 國立政治大學 === 行政管理碩士學程 === 94 === With the forthcoming trend of the 21st century’s “globalization”, the private enterprises or the government departments try strenuously to raising the effectiveness as the pursuing goal so as to strengthening their competitive- ness. One of the main components is “human resources”.
The foundations of any growing organization to create its superiority of competitiveness are to constantly developing “human resources”, to accu- mulatively inheriting work knowledge, and to continuously releasing the energy of this organization.
Peter Drucker suggested in 2000 that the organizations of the future are not run by labors, but by knowledge workers. ( Wu, Bin-en, 2005)
Facing the wave of knowledge revolution, police works have to do with the changing tides of the society. On-the-job training is one and the only way to cope with the elimination through competition.
To focus on the importance of on-the-job training of the police, the Ministry of the Interior further issued a national “police on-the-job training measure” in April 2003 to make it more practicable. This on-the-job training measure fulfills the methods, the manners of training in specific words to show the respect of the police work among top management level.
Among many researchers studied in the education and training fields, Goldstein (1986) pointed out that the essential structures of training included needs assessments, training and development, evaluation, and goals of training. Domestic researcher, Wu, Bin-en (2002), viewed with strategical aspects of human resources in cultivation and training, exerted that the ideal procedures of training employees would be: 1). To determine the need of training of employees as the priority. 2). To decide the goal of training as the foundation of training program. 3). To select training programs to execute orderly. 4). To execute training programs with the carrot or the club. 5). To evaluate and review training performances and feedbacks.
Due to the different goals and roles between the specialized police agencies and administrative police agencies, this study overall studies the contents and the importance of the on-the-job trainings in specialized police agency—the National Park Police Corps.
As a senior staff officer of the National Park Police Corps, and with several years of experiences in area of police on-the-job training, the author analyzed with experience and studied numerous documents in and abroad, personally interviewed relevant individuals. With the belief of “another’s suggestion can remedy one’s own defects”, the author tried in many aspects to discuss and came to the conclusions as follow:
1). To discover:
A. the problems existed in the specialized police agencies:
(a) inadequate facilities in specialized training, and
(b) lack of complete plans in specialized training.
B. the problems existed in the National Park Police Corps:
(a) inadequate facilities in training.
(b) short of specialized personnel both in academic and in
martial circles, incomplete data bank of human resources.
(c) lack of facilities in specialized training , especially
those of ski, diving, ( mountain) climbing, upstream
inspection, etc.
(d) stiff training courses, lack of dedicate and complete
planning or designing.
(e) some specialized training programs are without written or
printed documents, especially in martial art training.
C. To clarify the confused concepts of the interviewed:
Those who were interviewed tended to believe that
insufficient training budgets and inadequate facilities
in shooting ranges would affect training performances.
They also tended to believe that, as sub-brigades of the
National Park Police Corps scattered-situated, would affect
learning performances. But, this study shows otherwise.
2). To suggest:
A. to actively build up data bank of specialized personnel.
B. to make a fitful training programs.
C. to make good use superiorities of teaching environments.
D. to collect some training documents and publish some
reference books.
E. to encourage instructors or assistant instructors to life-
long learning or on-the-job studying.
F. to set up a scheme to inspire the police chiefs to
valuate and to pay attention to training programs.
G. to adjust the human- resources of the National Park
Police Corps.
H. to increase the facilities in specialized training.
I. to use of civil resources.
J. to use distance learning or computer-assisted learning
network.
K. to add the section of criminal investigation.
L. to increase the facilities and courses in specialized
training.
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