Pragmatic Approach In Forecasting The Hr Needs Of The Romanian Policing

Recruitment of new human resources, promotion and departure from the police organisation, will permanently affect the structure of human resources and, thus,the quality of public service offered for the community. The analysis of these fluctuations will allow the assessment of mobility, stability and anticipation of these future developments. The wide strategic planning process will take as its starting point the strategy and objectives of the organisation, and based on this two starting points it must be done a forecast of human resources, according to the risks and vulnerabilities identified and in accordance with the resources available to the organisation. The Romanian Police reality shows that concerns in this area are still in early stages, managers are maintaining staffing levels recorded in previous periods and current or future periods and that’s whythere are a number of inconsistencies regarding the existence of some overstaffed personnelstructures, shortage of personnel in some organisations and various imbalances within these organisational structures. The developing plan for human resource planning must always take into account the main factors of influence and how they interact. In this context, this paper is based on a questionnaire applied on a sample of 70 police officers, with a response rate of 94.2%, and a subsequent comparison with a dataset obtained from programmatic documents of the Romanian Ministry of Internal Affairs, with a set of systemic issues identified by the diagnostic tests and focus groups with a great number of elements that show how human resource planning does operate and from some surveys originated from the human resource management structures within the ministry.