Examining the retention policy of law enforcement: South African Police Service Zamdela cluster, Free State Province
Molupe, Seabata David
MetadataShow full item record
This research examines the retention policy of the law enforcement: South African Police Service (SAPS) at Zamdela Cluster in the Free State Province. In order to make this examination specific attention is placed on understanding the retention of junior and middle management of the SAPS personnel and their possible reasons for exiting the employment of the Zamdela SAPS. Moreover, this study explores and evaluates whether the SAPS Zamdela Cluster has a policy framework to coordinate and handle junior and middle management police personnel and assess optimal ways of retaining them within the aforementioned cluster to prevent a high turnover rate. The study was based on the literature review and empirical studies. Quantitative and qualitative research, using the questionnaire and the interview methods, were used to achieve empirical objectives. In other words, the research employed a mixed method. The initial problem and findings of this study were that problems of retention do exist and they are informed but not inclusive to problems such as unmet salary desires, lack of clear promotion avenues and poor working environment which does not take their views on Human Resource Management into account when decisions are made. The dominant findings post constructing the relevant methodological processes and system for undertaking this research advanced the view that poor salaries, promotion policy and lack of performance appraisals are the main reasons for junior and middle police personnel to exit the SAPS. This study therefore recommends that to improve the efficiency and the effectiveness of the police in communities they serve, management of SAPS should recruit more police officers to cater for the shortages that have been experienced not only in the Zamdela Cluster but countrywide. It is also important for the department to exercise fairness and transparency in issues related to promotions and appointment of posts. This would assist in reduction of dissatisfaction in SAPS directly linked to the transformation policy. The management of SAPS needs to provide more attention to the enhancement and acknowledgment of the demonstrated commitment of individuals to their profession. One way of doing this is to give immediate attention to unnecessary bureaucratic irritations that cause dissatisfaction. Additionally, there is an urgent need to clarify, simplify and communicate the promotion policy of the South African Police Service. A significant possibility that could be considered, is the creation of an alternative system of promotion in addition to the current system of application for advertisement posts. Furthermore, the management of SAPS needs to review the current performance awards and implement performance appraisals to all police personnel. This can motivate the staff to perform better as they are recognised for a job well done.
- Humanities