Need help with assignments?
Our qualified writers can create original, plagiarism-free papers in any format you choose (APA, MLA, Harvard, Chicago, etc.)
Order from us for quality, customized work in due time of your choice.
Click Here To Order NowEvalaution of FBI abminstration
Evaluation of the FBI Administration:
Name:
Professor:
Course:
Date:
Organizational Design
The FBI human resource department is one of the most important departments at the agency. This department plays a crucial role in achieving the agency’s two important functions of ensuring national security as well as criminal investigations. Besides these two major functions, the organization has 15 other functions. The agency has six divisions plus a children agency which makes it seven divisions. Therefore, the agency requires well trained officers in order to achieve all these functions. The agency’s HR department is therefore important because it ensures that the agency has adequate well trained agents. This department operates the FBI Academy where the training of new agents takes place.
According to Jeffreys-Jones (2008), the HR branch is headed by the FBI Executive Assistant Director who answers to the FBI Director. This branch has two divisions; the HR Division and the Training Division. The TD is responsible for the training of new agents as well as research and development in the criminal justice department. It is the TD that manages the FBI Academy. The TD trains the special agents and professional staffs such as law enforcement officers in the state, federal and international levels. The FBI Academy faculty staffs conduct research on investigative techniques and offer help to law enforcement agencies. The HR Division is responsible for the recruitment, internal placement and the remuneration of the employees. This division also monitors the employees’ performance and ensures agents safety and health. The HR Division implements human resource policies in order to ensure the implementation of the agency’s missions. This division also ensures the rewarding of exemplary performance by the workers.
Hiring of new agents is one of the challenges facing the FBI HR Division (Weiner, 2013). The hiring of the new agents takes a lot of time due to the organizational structure of the HR division. The TD has a lot of procedures and processes that the new agents must undergo. The TD regulations require proper background checks and clearance from the special agents. These processes are time consuming therefore making it difficult to hire new agents quickly.
The strength of the agency’s HR organizational structure is that it ensures efficiency by recruiting the most qualified candidates. The HR division allows for a thorough recruitment process of professional staffs that ensure that the agency has well qualified employees. The TR division also ensures that the agency recruits competent agents. Both the HR and the TR divisions therefore help the agency to accomplish its missions by ensuring that the agency has a well qualified, motivated and dedicated workforce. This organizational structure allows for easy monitoring of the workers’ performance and the motivation of the workers to achieve the agency’s goals.
Global linkages and personal Management
The agency has linkages with organizations in other countries in order to prevent crimes on the international level and to trace international fugitives. Linking with other investigative organizations is an important policy for the organization due to terrorism, cyber terrorism and other crimes committed beyond the US borders. The agency consists of an International Operations (IO) division to oversee security and intelligence functions in foreign countries. This division helps the FBI to achieve its international functions such as preventing organized crimes, espionage and offering counterintelligence (Zegart, 2007).
The agency’s foreign-based employees coordinate with other foreign investigative agencies by assisting these agencies to conduct their own intelligence. In return, these foreign agencies provide assistance to the agency by providing vital information and assisting in other criminal matters. The agency establishes a mutual benefits relationship with other international agencies to meet its international obligations. According to Koletar (2006), the agency’s foreign-based personnel consist of field officers who are headed by legal attaches also called county managers. The country managers exist in more than 45 countries in the US embassies worldwide. The agency coordinates with global crime prevention agencies such as Interpol and other agencies in its international operations. This coordination with other foreign agencies enables the FBI to protect the US interest abroad.
Due to the globalization of criminal activities, the agency requires more foreign based employees. This is reflected in the agency’s recruitment process where the agency prepares its new agents and other workers for any international obligations. The agency requires that the new employees have travel documents in readiness for any international travel requirements. The agency also alerts workers to prepare for the international travels which may have very short notices. This allows the agency to have ready personnel to fill any vacancies abroad to ensure that the agency’s foreign obligations do not stall due to inadequate staff members (Zegart, 2007).
Personnel Recruitment and Hiring Practices
The agency’s training practices are to ensure that the agency has well qualified employees to help achieve the organization’s objectives. The hiring procedures prepare the workers for the difficult challenges that the agency faces. The agents undergo specialized training process in the FBI Academy to ensure that the agents are fit to work in any part in the world. According to Jeffreys-Jones, (2008), the training practices in the academy are to enhance endurance among the agents to prepare them for harsh working conditions they may experience. The agents also undergo a military like training programs to ensure that the workers can defend themselves and to aid in fighting violent groups. The agency offers a wide variety of training programs in order to produce all rounded agents who can handle different situations. Agents in addition, undergo police training programs and multidisciplinary programs that run for eleven weeks. The agency aims that such programs ensures that the organization has the best workers as well as ensuring discipline in the workforce.
The agency’s professional employees undergo intelligence analysts teaching programs. This training program enables the agency to have qualified intelligence analysts who can help prevent crimes. The intelligence analysis program in addition, helps the agency to become in a better position to offer counterintelligence in order to prevent any organized security threats from terrorist groups and other countries (Weiner, 2013). The FBI offers Executive training for CEOs of huge law enforcement companies. Operational assistance programs, offered by the agency, allow law enforcement officers to respond to and handle emergency situations.
Employee Skills Training
According to Jeffreys-Jones, (2008), the agency’s training programs are good in that they produce highly skilled workers. The agency designs its training programs according to its missions and goals. Therefore, the agency’s training programs are an advantage to the agency because they help the organization to achieve its missions. The training programs are high standard programs that help the workers to cope with the challenges of working at the agency. The training programs also enhances the safety of the workers since the workers especially agents, undergo police and military like training programs. Another advantage of the training programs is that these programs prepare the workers to work in different countries under different cultures. For instance, intelligence analysts programs help the employees to learn other languages that might be useful in collecting intelligence.
The main disadvantage of the agency’s training programs is that the programs are time consuming therefore, it is difficult to staff the organization quickly. Hiring of new employees takes a lot of time. This is risky to the organization in that, the organization cannot perform drastic tasks that require quick replenishing of new personnel. In such a scenario, the agency may not achieve its missions due to understaffing. The training programs are numerous making it costly to the agency. The organization spends a lot in training costs due to the numerous rigorous trainings to its workers (Zegart, 2007).
Recruiting and Training Recommendations
The agency should streamline its training programs to allow for only the most necessary programs. For instance, the agency should eliminate the unnecessary background checks conducted on new agents. This will help save time and reduce the recruitment time. The agency should eliminate the numerous test performed on the new agents. The agency should only conduct the necessary medical tests. This will also reduce the recruitment process time and also reducing significantly the hiring and training costs.
The agency should provide more incentives for the qualified workers to improve their skills by engaging in training programs (Koletar, 2006). This can be done by coming up with a training policy for its current workers. A training policy would ensure that the workers attend training programs periodically in order to keep in touch with changes in crime trends and any technological developments. These periodical training programs will also help the agency to have an edge in ensuring national security because the agency will be better positioned to fight crimes both locally and internationally.
Reference
Jeffreys-Jones, R. (2008). The FBI: A history. New Haven, Conn: Yale University Press.
Koletar, J. W. (2006). The FBI career guide: Inside information on getting chosen for and succeeding in one of the toughest, most prestigious jobs in the world. New York: AMACOM
Weiner, T. (2013). Enemies: A history of the FBI. New York: Random House.
Zegart, A. B. (2007). Spying blind: The CIA, the FBI, and the origins of 9/11. Princeton, N.J: Princeton University Press.
Need help with assignments?
Our qualified writers can create original, plagiarism-free papers in any format you choose (APA, MLA, Harvard, Chicago, etc.)
Order from us for quality, customized work in due time of your choice.
Click Here To Order NowShare this:FacebookX
