Law enforcement institutions and carrer development

The primary concern of law enforcement institutions and individuals is the availability and accessibility to resources that will be able to assist in establishing sound and appropriate career development programs. Law enforcement institutions, when it comes to career development of organizational members, are concerned with retaining highly qualified and competent employees. With this concern, law enforcement institutions are more than willing to provide opportunities and chances for staff, personnel, or employees to develop their career that will contribute greatly to the success of the institution.

(Merchant, 2004) Overall, lack in financial resources seem to cripple career development in so many ways at it affects all other aspects such that it will not contribute to motivating the institution and individuals to invest on it, it will not encourage the inclusion of professionals or experts on the planning and implementation process as it will be discussed below, and such. However, one barrier confronting this issue is based on the resources that law enforcement institutions can harness to realize this purpose.

Majority of the problem is concerned with the lack of financial resources which hinders law enforcement institutions from funding these kinds of programs. In addition, with the limited resources being provided for them, it is more important for them to allocate existing resources to some other expenditure that leans towards the practical or technical aspect of enforcing the law. This dilemma becomes a grave concern because it hinders law enforcement institutions to provide the best career development programs, learning environment, and the most desirable working conditions in order to facilitate the process.

(Viray, 2008) Another barrier to career development lies on the decision-making process and will of individuals involved within law enforcement to choose what specific career path to take. Planning ahead and formulating career goals and objectives will help in directing an individual to an arrangement in preparation for what is to come, what to expect, and what needs to be done. The opposite will become a barrier to career development since individuals will not be able to identify what career development plans or programs they need to take in order to realize their career goals and objectives.

In this case, development or improvement will cease to exist as it has been overruled by ambiguity and disarray. This barrier constitutes lack in judgment and resolve on the part of law enforcement officers. (Bucher, 2003) Career development programs will not be able to provide the activities that yields the results of the highest standards if professionals or experts on the matter are not present during the planning, implementing, and evaluation phases.

Career development professionals and experts would know how to go about the process of evaluating the needs and weaknesses of the institution, establishing ways on how to improve it through career development, implement in without effort and much adjustment to changes, and supervise the process in order to ensure that the plan is going well according to outline of the particular plan.

Without them, career development programs will not be able to ensure one hundred percent return of what it is supposed to result to. Of course, the problem also boils down to available finances for funding such purpose and career development that is framed within the context of improving the industry of career development professionals and experts.