POLICE HUMAN DEVELOPMENT
Year:2011 | Volume:8 | Issue:36|Papers Count:8

So far millions of dollars have been spent on software for management of relation with customers, institution resource planning, supply chain management and organization projects management. Also the software can improve efficacy and efficiency; they too create a great deal of data. Furthermore subjects such as data availability, internet usage and intranet have been transformed into new management bases to support decision making. Creation of information systems for managers can directly help them to do their works better; namely help them in decision making. Usage of different tools for supporting decision making depends on the nature of problem. Business intelligence is also a relatively new domain which first guided by information technology and business providers to the extent that much of business intelligence literatures extracted from industries and academic researchers have done little in this regard. In this article the business intelligence literature has been analyzed as the data based decision making supporting systems and to define its framework a conceptual classification has been introduced for tools, technologies and related terms based on terms and available articles.

This research studies the relation between human resource high practices and organizational entrepreneurship. Therefore a questionnaire was designed which has two parts: a part related to human resource high practices and another part related to organizational entrepreneurship. Human resource high practices dimensions consisted of strictly screening, wide scale training, internal transferability, and employment security, clear job description result based on appraisal, encouraging reward and participation. Organizational entrepreneurship dimensions consisted of innovation, risk taking and strategic renewal. The research statistical population is consisted of medium and small organization managers. A sample of 33 items with 5% standard deviation was analyzed and to acquire such quantity, 45 questionnaires were distributed. The results of test indicated that there is a meaningful relation between some human resource high practices (strictly screening, wide scale training, encouraging reward and participation) and organizational entrepreneurship.

For many years intelligence has been a controversial issue in psychology and due to its ambiguity and complexity, extensive studies have been done in recent century. Many researches in this field focus on definition of intelligence and others focus on measuring it on individual level. Beginning of this century, challenges such as globalization, increasingly need to long term learning and intensive and fast changes in information technology and communications resulted in changing and complex environment for organization and business. This matter caused the issue of intelligence to be debated in other field such as organization development and management other than individual and epistemological psychology and the organization intelligence concept takes its form. With the emergence of this concept, many researches focus on definition and its functionality and study this phenomenon from different epistemological perspectives. Each perspective analyzes this complex phenomenon using different methods and each displays a part of these capabilities .In this article regarding conflux of these perspectives it is attempted to introduce a comprehensive perspective of organization intelligence. The method of research in this article is reviewing different articles in the field of organization intelligence and analyzes different epistemologies regarding this concept including emotional, social, behavioral and epistemology perspectives and introduces a comprehensive perspective. In this article after explanation of aforementioned perspectives, the organization intelligence dimensions of each perspective displayed in a form and then by mixing constituents of these three perspectives, a comprehensive model is introduced which entails all advantages of afore mentioned perspective. Furthermore the role of mutual interactions between organization structures and human factors in organization explained as an influencing factor in its advancement.

The age which has mingled with changes, effective use of human resources resulted in continuation of organization life and gaining competitive advantages. This thinking has been dominated for many years that the distinctive characteristic of successful individuals has been their intelligence quotient. Recent developments in organizational and behavioral sciences have attracted the attention of all to main factor of emotional intelligence. Today managers who attempt to accomplish their organizational goals should consider individuals emotional intelligence as valuable capitals and provide opportunity for human resources to nurture them. The exact goal of this article is to explain exactly the concept of emotional intelligence, study dimensions, significance and its application in development of human resource capabilities in organizations. Further on different models of emotional intelligence explained and in summary a model for nurturing emotional intelligence is introduced.

In the third millennium the organizations competitive advantage are hidden in intelligence size, wisdom, knowledge, insightful science and human competency. In science based economy of current age, intellectual properties specially human resources are among the most significant properties of organizations and hidden success of organization has root in their intellectual properties. Every society interested in playing a significant share in third millennium and world challenges, should pay the way for people interested in expanding wisdom and growth of his intellectual capacity and essentially consider respect and interest to human excellence in his macro planning. From another perspective, many experts in management believe that future competitive advantages in the form of organizations abilities manifested themselves in information and knowledge management. In attainment of this goal, competency management is an important subject in knowledge management domain and management of knowledge management domain is a subset of human resource management. Therefore due to the role that this effective factor plays in organization success, in this article it is attempted somehow to review the theoretical bases of competency management. Since our country undergoes a critical period of economical, social and technological developments, it is necessary more than before to encounter the opportunities and control threads in current age. Management based on competency is defined well and its improvement mechanism recognized and with double attempts provide the fields to minimize incompetency in governmental systems and a state optimized administrative system and actualization of knowledge and competency based administrative system have been reaffirmed in 20 year perspective document.

Empowering women today is a necessary tool in management which is used to guide human resources to improve productivity. In this research it is attempted to analyze the consequences of policewomen empowering in a network pattern of different factors from perspective of benefits, opportunity and risks. This research has concentrated on three applied strategies of empowering; the best successful strategy in the field has been indicated. The method of multi criteria of decision making; namely the comprehensive network analysis process has been used. Regarding the benefits of empowering "teaching the skills of problem solving" The results of research show that it has priority over other empowering strategies. The strategy of enhancement of collective learning through story telling due to available opportunity in the field of empowering and the strategy of teaching supporting skills due to available risks in the field of empowering has priority over others. Other results indicated that in case of mixing the benefits, opportunities and risks the strategy of teaching solving problem skills has priority over other strategies.

Essence of leadership in organization is achieving performance excellence in all spheres of organizational activities. leadership is the engine of performance management. leadership can be understood as a process of influencing in the form and way that is sensitive to human and organizational factors with an objective to maximize benefits of internal and external stake holders. In context of performance management, leadership is defined as a process that maximizes performance of employees and organizations in all types of environments and situations by (1) sharply aligning objectives of performance management strategies with business strategies (2) nurturing leadership at all levels of organization and (3) developing, integrating, executing and evaluating six performance management strategies to deliver the best of the human and organizational results. The strategy of leadership based management embodies two prime interventions: first building leadership competencies is the prime strategy of leadership based performance management. This is achieved through conceptualization and application of organization specific leadership development interventions and drivers. The second strategy of leadership based performance management is leaders adopting a set of behavioral and managerial strategies that help institutionalizing performance management strategies in the areas of reward, career, culture, competency mapping, team and measurement based management.