POLICE HUMAN DEVELOPMENT
Year:2010 | Volume:7 | Issue:30|Papers Count:9

Data mining as an efficient tool in analyzing data and information has been the focus of many researchers. Application of techniques and different algorithms of this tool in different domains such as customer relation management, management and fraud detection, and also domains of medical, sport and etc, approved this claim. One of the domains that can be considered as an applied domain of data mining is related to police problems. Based on researches data mining different algorithms particularly forecasting techniques have been used in different police related domains and in recent years it has witnessed a growing trend. In this article it is attempted to review different application of this tool in different domains such as crime detection, crime forecasting and then an applied framework is introduced.

The vital significance of knowledge in today changing and complex world as a source for strategic reconstruction of an organization is not unknown to anyone. The knowledge enables organizations to acquire and to apply wisdom faster and more effective than the past. Therefore they can provide a viable competitive advantage. The current age is the age of greet changes and transformation in technology. The age whose intellectual structure is full of deepening information and is centered around knowledge seeking and creative human resources instead of functional human resources. Thus the informed management tries to apply knowledge to deal with uncertainty factors, preserve the current condition, and create novelty and creativity to boost competitive domains. Different studies have shown that commitment levels that employees show to organization have relation to their attitudes and behaviors to knowledge sharing. this article have tried to study the relation between employees’ organizational commitment and knowledge sharing. The results of this article has shown that high levels organizational commitment have relation to employees positive attitudes to knowledge sharing. Those employees who have more commitment to organization take part more actively in knowledge sharing activities.

Undoubtedly productivity is one of the fields that the double ambitions and the double endeavors have the executive potentiality and the tremendous effect on its improvement. The foundation and the value of productivity stand in its improvement and adjustment so this step will not accomplish only by double ambitions and double endeavors. Double ambitions and double endeavors are the driving power of any effective activity and they are dependent on each other and among them the productivity is not exceptional and the application of this step has tremendous effect on productivity in organization. Therefore this article has attempt to analyze the role of double ambitions and double endeavors on organization productivity improvement by focusing on organization structure factors. In this article the focus has been on organization as the basis of productivity. The structure factors and the relation of these structure factors and the strategic role of double ambitions and double endeavors have also been discussed. Finally some solutions have been introduced that can result in improvement of productivity in organization.

New developments in leadership theories have  moved from charismatic theories, that considered leadership as something unusual, and regard followers dependent on leadership, to transformational and new charismatic theories that has focused  on developments and empowerment of followers for independent functions. Due to increasingly attention to leadership factor in creation of organization developments in the world levels and the critical role of culture in its execution resulted in the study of the literatures related to transformational leadership Concepts and organization culture framework. In this article the literatures related to transformational leadership and organization culture and the effect of transformational leadership on organization culture are reviewed and a conceptual framework is provided. The results of this research indicated that the organization leaderships can create changes in culture by developing transformational leadership characteristics in themselves and thereby accomplish organization targets and finally create fundamental changes in organizations.

Today due to consistant changes and transformations that organizations encountered, management knowledge thinkers have concluded that human resources are the most compatative advantage of organizations.organization commitment is a type of commitment to organization and a consistent process through which the organization members experessed their intereset in consistent achievement and efficacy of organization. This article reviews the theoretical bases of organization commitment and then study the employees organization commitment effect on organization performance and concluded that employees organization commitment can secure the followings: satisfaction, dependence and interest to organization, more optimized job performance and less employees turn over and active social behavour and non work absentees and friendship and cooperation among colleage, less job stress and also financial success and increase of efficacy and productivity of organization. The present article is a type of applied research and is done through library studires and descriptive metric method. The tool of data collection has been note taking.

Creativity measurement and confidence in its correct use in addition to provide internal needs, it will result in capability, efficiency and optimum use of resources. The capability and the potentiality of each organization member can be discovered if human resource creativity measurement is used. Then planning and guidance can develop and foster them to attain organizational targets. Therefore in this paper descriptive method used to attain the creativity measurement constituents and then the factors that affect creativity have been identified and then the most important components of each for measurement have been explored. According to failure of existing methods in measuring creativity, the research is based on literature of creativity and thereby the research model was obtained. This model proves that the concept of creativity is measurable in both content and process dimensions.

Reward management in context of performance management is defined as an integrated reward system that ensures equal income and provides financial and non financial needs of employees and acknowledges to their shares in acquiring organization targets. Reward management is important for the success of performance management and has unlimited potentiality in motivation of employees to better performance. Reward management and leveraging it in performance management strategy need a professional acuity and total approach. Reward is a two sided sward. Reward should be determined and paid considering both personal and collective interests of employees. It should have internal relation and consistency with organization strategy targets. This article is taken from the second chapter of the performance management book and centered on reward which is the main element of reward management. The significance of reward in performance management mentioned and then reward-based performance management drivers and interventions reviewed. The main target of first intervention which is called promoting reward-based performance management allows organizations to create performance-based reward management. The total of ten drivers will help the accomplishment of this intervention. The second intervention or capitalizing on reward strategy for internalization of performance management is an organization method and the employees’ style life. This intervention is consisted of ten drivers.