The Human Resource Development and the Sheriff's Department

The HR department officials in most organizations perform as they should. In most cases, they also focus on achieving the right things. Human Resource departments focus organizing, controlling, and hiring employees in organizations. When organizations apply HR practices, the results are great client satisfaction, a good net margin, and reduced sickness absence (Richard and Johnson, 2001). Vermeeren et al. (2014) posit that there is a great relationship between performance and HRM. Most organizations use the human resource department to ensure that operations run smoothly.

The workplace is a delicate environment filled with different personalities types. These differing needs of feeling safe and comfortable create many challenges in the workplace. The creation of the Human Resource Department has helped create a safety net for all employees to fall under and create a stable environment for employees to feel safe and secure. Regulations such as Equal Employment Opportunity Commission and the Department of Labor have in some ways removed the common sense and compassion in the workplace and replaced it with litigation. The effect of these regulations have balanced the workplace and created a more

The HR Department wears many hats and is most cases responsible for many areas: budget controlling, conflict resolution, training, employee satisfaction, cost saving measures, strategic planning, and of course the big one…the hiring of the “right “individuals. The hiring process needs to be an organized and well thought out set of procedures from identifying who will be needed to the hiring and training of that individual. There are many steps, some of which have legal ramifications, so the procedures need to be followed and reviewed to ensure that the procedures are not only capturing the best candidates but the procedures comply with all of the laws.

SUPPORT DOCUMENTS: One Page Front Copy Check #519, One Page Front Copy Check #520, One Page Front Copy Check #500, One Page Front Copy Check #500 For Signature Comparison, Two Pages Forgery Declaration.

The County Mayor is responsible for the oversight of day-to-day operations of multiple departments including the Ambulance Service, Emergency Management, Animal Services, Risk Management, Recovery Court, Correctional Work Center, Youth Services, Solid Waste, Landfill, Information Technology, Building Codes, Planning, Engineering, Building Maintenance, Vehicle Maintenance, Domestic Violence, Fire & Rescue, Archives, and Community Learning. Conversely, the other elected officials are only responsible for the department they were elected to oversee. Further, each office may have additional tiers to support subdivisions of the office for example: Finance includes payroll, accounts payable, accounts receivable, audit, fixed assets, grants, and budgets.

On 01/17/2017, at 1100 hours I made contact with William Stewart in the District II Lobby of the Pasco Sheriff`s Office in reference to disposal of miscellaneous ammunition.

A corporation’s human resources branch is the joining between its individuals and every unit beneath its top. On the outside, an “HR division look as if there is to do little more than hold on to organizations records. In employing and hiring HR administrators are also working more with the “recruiting and hiring departments in their offices to help them make better decisions.” The reason for this is very easy to understand, HR executive has a tendency to have countless people skills,” which comes accessible because a job meeting is all about reading people.” (https://cenidianblog.wordpress.com)

On 08/17/2016, I spoke with Elsie Garcia in the District II Lobby of the Pasco Sheriff`s Office in reference to fraudulent use of her personal identification. A Credit One Bank credit card account number 4707930511043438 was opened in her name without her knowledge or permission.

Hennepin County is a non-profit government agency and our mission is to provide human resources for county department to enhance performance, engage employees and excel delivering results. Hennepin County defines HR as a business partner that supports and advises county department’s leaders with decision-making process that provides alternative ways to reach their objective while ensuring legal compliance. HR explain how legislative rules, labor agreements apply in cases and propose what actions to take depending on the objective. In order for us to be effective and remain in alignment with the vision by partnering with the county department to provide progressive human resource programs and innovative solutions to achieve organizational goals.

Hennepin County is a non-profit government agency and our mission is to provide human resources for county department to enhance performance, engage employees and excel delivering results. Hennepin County defines HR as a business partner that supports and advises county department’s leaders with decision-making process that provides alternative ways to reach their objective while ensuring legal compliance. HR explain how legislative rules, labor agreements apply in cases and propose what actions to take depending on the objective. In order for us to be effective and remain in alignment with the vision by partnering with the county department to provide progressive human resource programs and innovative solutions to achieve organizational

I did my forty-hour patrol practicum the Perry County Sheriff’s Department. I started on February Fourth, 2016 and went ever following Friday until April First of 2016. I learned a lot of useful things while riding with the Deputy. I learned some of the codes that Perry county uses. I learned the Youth Correction center and even went to one in Lancaster. I have got to see a Domestic Violence happen and how the Sheriffs, State Trooper, and Town Officers deal with them. There was so much to like about riding with the Sheriff’s department.

I have interviewed retired Deputy Daniel Banks who worked for the Denver Sheriff’s department in Colorado. Deputy Banks preformed duties for the Court Services Division for the Denver City and County Courts from June 1998-June 2015. The Denver Sheriff Deputies work with the Lindsey-Flanigan courthouse as the bailiff during all hearings that involve prisoners who are in custody in Denver. The deputies also provide courtroom security to include apprehension of court ordered remands (Denver Sheriff Department, 2014).

When discussing leadership within the law enforcement profession is it vital to take the human factors into consideration. There are multiple human factors that the law enforcement leaders must take note of, such as, family issues, financial issues, stress, health, and morale. These human factors that play an important role for law enforcement in general can impact morale, officer safety and the public perception. When addressing the human factors, “Law enforcement leaders should challenge themselves and their employees to increase safety margins by focusing on human factors. By doing so, they will improve proactive communication at their level of influence and develop an organizational culture that values safety and wellness” (Bone, D., Normore,

The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the

Human Resource department always has a challenge that is to ensure employees are motivated and committed to the organization with honesty. Human Resource department can act as a service provider for the employee and treat employees the same way organization would like them to treat their customers.HR conducts cultural events and dj nights for employees to bond.