Page 1 of 11 - Cover Page Submission ID trn:oid:::1:2683027364

Maisha Tabassum
Bangladesh Police
As

Class 20

Faculty of Social Science

Document Details

Submission ID

trn:oid:::1:2683027364 9 Pages

Submission Date 1,768 Words

Sep 13, 2023, 10:31 AM GMT+2

11,204 Characters

Download Date

Sep 13, 2023, 11:45 AM GMT+2

File Name

Management_HRM_System__An_Empirical_Study_Research_Proposal.docx

File Size

15.5 KB

Page 1 of 11 - Cover Page Submission ID trn:oid:::1:2683027364

 Page 2 of 11 - AI Writing Overview Submission ID trn:oid:::1:2683027364

How much of this submission has been generated by AI?

0%
Caution: Percentage may not indicate academic misconduct. Review required.

It is essential to understand the limitations of AI detection before making decisions

about a student's work. We encourage you to learn more about Turnitin's AI detection
capabilities before using the tool.
of qualifying text in this submission has been determined to be
generated by AI.

Frequently Asked Questions

What does the percentage mean?

The percentage shown in the AI writing detection indicator and in the AI writing report is the amount of qualifying text within the
submission that Turnitin's AI writing detection model determines was generated by AI.

Our testing has found that there is a higher incidence of false positives when the percentage is less than 20. In order to reduce the
likelihood of misinterpretation, the AI indicator will display an asterisk for percentages less than 20 to call attention to the fact that
the score is less reliable.

However, the final decision on whether any misconduct has occurred rests with the reviewer/instructor. They should use the
percentage as a means to start a formative conversation with their student and/or use it to examine the submitted assignment in
greater detail according to their school's policies.

How does Turnitin's indicator address false positives?

Our model only processes qualifying text in the form of long-form writing. Long-form writing means individual sentences contained in paragraphs that make up a
longer piece of written work, such as an essay, a dissertation, or an article, etc. Qualifying text that has been determined to be AI-generated will be highlighted blue
on the submission text.

Non-qualifying text, such as bullet points, annotated bibliographies, etc., will not be processed and can create disparity between the submission highlights and the
percentage shown.

What does 'qualifying text' mean?

Sometimes false positives (incorrectly flagging human-written text as AI-generated), can include lists without a lot of structural variation, text that literally repeats
itself, or text that has been paraphrased without developing new ideas. If our indicator shows a higher amount of AI writing in such text, we advise you to take that
into consideration when looking at the percentage indicated.

In a longer document with a mix of authentic writing and AI generated text, it can be difficult to exactly determine where the AI writing begins and original writing
ends, but our model should give you a reliable guide to start conversations with the submitting student.

Disclaimer
Our AI writing assessment is designed to help educators identify text that might be prepared by a generative AI tool. Our AI writing assessment may not always be accurate (it may misidentify
both human and AI-generated text) so it should not be used as the sole basis for adverse actions against a student. It takes further scrutiny and human judgment in conjunction with an
organization's application of its specific academic policies to determine whether any academic misconduct has occurred.

Page 2 of 11 - AI Writing Overview Submission ID trn:oid:::1:2683027364

Page 3 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

Government of People’s Republic of Bangladesh

Bangladesh Police

Expression of Interest

SMART Bangladesh and the Readiness of Bangladesh Police Human Resource

Management (HRM) System: An Empirical Study

Page 3 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

 Page 4 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

Introduction:

The Smart Bangladesh Vision 2041 covers a broader scope than envisioning a technologically
advanced future for Bangladesh. It emphasises inclusivity and prioritises the well-being and
empowerment of the citizens of the country (Chowdhury, 2023). To attain the overarching
objective, the various governmental ministries are collaborating in the execution of Vision 2041
by means of public-private initiatives (Pal & Sarker, 2023). The Bangladesh police, in its role as a
central internal security guardian, has demonstrated an unwavering dedication to upholding public
safety and security (Jabber, Sakib and Rahman, 2023). It has been suggested that four key pillars—
Smart Citizen, Smart Government, Smart Society, and Smart Economy—be strengthened in order
to establish a smart Bangladesh (Kabir, 2023). The Bangladesh police have the potential to
significantly contribute to the enhancement of the four foundational elements of the development
of Smart Bangladesh.

Prime Minister Sheikh Hasina stated during Police Week 2023 to create a "Smart Police" force
that excels in knowledge, science, and technology, and she urged the law enforcement agency to
maintain the public's trust and confidence through its services. For creating a Smart Bangladesh
police force, they need to get rid of the current challenges they are facing. In Bangladesh, each
police officer serves approximately 800 citizens. Compared to the global context, the number of
persons police in developed western nations serve is more manageable than in Bangladesh
(Shamsunnahar, 2021). Because of this reason, the ability of law enforcement agencies to deliver
satisfactory services to the general public is limited (Sarker, Wu, Liu, Ma, 2019). Under these
conditions, the Bangladesh Police force has an immediate need to implement Human Resource
Management theory.

Background of the Research:

The police department must implement effective human resource management policies. This will
facilitate getting the right person for the right position, improved motivation and morale of lower-
ranking employees, cordial relationships between superiors and subordinates, effective training to
meet challenges, delegation of authority, and empowerment (Khurana, 2006). In September of
2018, a Human Resource Management unit was established at the Bangladesh Police headquarters
as a result of the Police Reform Programme phase II and the Bangladesh Police Strategic Plan

Page 4 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

 Page 5 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

2012-14 (Shamsunnahar, 2021). In the capital city of Dhaka, the police department has already
established IRM (Information Resource Management) at various levels to facilitate the detection
of criminals and offences. Adopting an e-police system can effectively improve police
management (Mollah, Islam, Sikder, 2023). Modernization and development of DMP has been
emphasised by the Dhaka Metropolitan Police due to changes in crime and law & order patterns,
as well as the revolution of modern information and communication technology1.

Under these conditions, Bangladesh Police's (BP) Human Resource Management and working
conditions must be enhanced for reaching the objective of Smart Bangladesh. One of the
challenges facing the police force is its inability to recruit talented graduates using conventional
methods. Bangladesh Police has a greater chance of becoming more effective if they identify this
inconsistency and become more flexible in their methods of talent search (Chowdhury, M. F., &
Chowdhury, T., 2012). Human resource management is concerned with the effective management
of people at work and investigates what can and should be done to increase working people's
productivity and satisfaction (Ivancevich & Konopaske, 2013). Human resource management
research is critical in the police organisation because police officers interact with members of the
community as a visible symbol of the government (Shamsunnahar, 2021).

As the government of Bangladesh strives to realise its vision of becoming a "smart" nation by
2041, it is crucial to acknowledge the importance of competent human resources in reaching this
objective (Sarker, 2023). There is a need to modernise the Bangladesh police force in order to align
it with the standards observed in developed nations. The Bangladesh Police (BP) is constantly
searching for highly-motivated, orderly, and well-educated individuals to fill out its ranks in order
to increase its capabilities and improve its reputation (Shamsunnahar, 2021). In the modern era,
cybercrime has become an extremely typical social problem. Therefore, competency in
technology-based investigation is required to investigate such offences.

In order to create the "Smart Bangladesh" envisioned by Prime Minister Sheikh Hasina, it is
necessary to adopt a diversified plan for transforming the Bangladesh Police into "Smart Police."
This study will attempt to identify the issues with the current HRM system used by the Bangladesh
Police, as well as structural methods to improve the Human Resources Management System. Using

1 For more details: https://dmp.gov.bd/history/

Page 5 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

 Page 6 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

the theory of Human Resource Development, this study will provide recommendations for the
improvement of the human resource management system and the state of the Bangladesh police
service in order to provide efficient and effective service to the public.

Literature Review:

The use of data-driven tactics by police authority is referred to as smart policing (Afzal &
Panagiotopoulos, 2020). Technology used for policing operations such as CCTV, drones, GPS,
robotic devices, Whole Spectrum Detection, laser scanning, high-frequency security cameras,
acoustic sensors, smart barriers, and mobile devices that are increasingly combined with built
environments and data analysis are the foundation of smart policing (Sarre, Brooks, Smith, Draper,
2014). To construct a Smart Bangladesh by 2041, it is necessary to develop a smart workforce and
utilise human resources (Khatun, 2023). Compared to that, Bangladesh has not developed a
sufficient quantity of human resources with innovative knowledge, high skills, critical thinking,
and problem-solving abilities (Pandit, 2023). According to research conducted on the Mumbai
police department, the satisfactory number of police officers and constables is a result of the
department's human resource practises. In order to foster a wholesome work environment within
the police, reforms in human resource practises are essential. Professionally trained and highly
motivated police officers and constables will undoubtedly enhance the police station's public
image (Khurana, 2006). Human Resource Development (HRD) theory is a critical tool for every
organization's efficient and effective service delivery. HRD places an emphasis on the creation of
chances for continuous learning within an organisation, with the end goal of increasing the human
resource's capability to contribute to the achievement of the organization's goal. It ensures the most
efficient use of its human resources (Fomburn, Tichy, Devanna, 1984).

Research Questions and Objectives:

This will be a unique inquiry into the human resource management system of Bangladesh Police,
to assess the existing structure, recent developments, and reforms required to meet the standard
visioned for SMART Bangladesh.

Research Questions:

● What are the key features of human resource management of Bangladesh Police?

Page 6 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

 Page 7 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

● How have the reforms in the police human resource management system within the last
decade changed policing in Bangladesh?

● What are the HR needs required to support the vision of SMART Bangladesh?

Objectives:

● To identify the key features of human resource management of different branches of

Bangladesh Police

● To evaluate the changes in policing in Bangladesh based on the policies implemented

during the last decade

● To understand the HR readiness in order to comply with the SMART Bangladesh prospects

● To develop recommendations based on the shortcomings identified in the human resource

management of Bangladesh Police needed for future capacity enhancement

Detailed Methodology:

This qualitative study will use in-depth semi-structured interview and content analysis. Data will
be collected using interviews and a review of documents. In-depth semi structured interviews will
be conducted of police officers working at different branches of Bangladesh Police, covering both
urban and rural areas of Bangladesh. Secondary data will be collected from relevant documents
that cover the human resource management system of Bangladesh Police. Respondents will be
sampled purposively based on their ranks and affiliation with the human resource management of
Bangladesh Police.

Data Analysis Mechanism:

The collected data will be thematically analyzed through the use of coding. Qualitative analysis
software will be used for this purpose.

Expected outcomes:

Research Outcomes:

Page 7 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

 Page 8 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

● A detailed understanding of the existing features of the human resource management of

Bangladesh Police
● Research based understanding of the impact of national policies on developing a
contemporary human resource management based policing
● Research based assessment on the readiness of HR management of Bangladesh Police
● Development of recommended actions required to upgrade the existing human resource
management of Bangladesh to meet modern demands

Organization of the Final Report (Tentative):

Chapter 1: Introduction to Human Resource Management of Bangladesh Police

Chapter 2: Literature Review
Chapter 3: Methodology
Chapter 4: Findings
Chapter 5: Conclusion and Recommendation

Page 8 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

 Page 9 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

References:

Afzal, M., & Panagiotopoulos, P. (2020). Smart Policing: A Critical Review of the

Literature (pp. 59–70). https://doi.org/10.1007/978-3-030-57599-1_5

Chowdhury, A. (2023). Smart Bangladesh Vision 2041 – a2i. Retrieved from:

https://a2i.gov.bd/a2i-missions/smart-bangladesh-vision-2041/

Chowdhury, M. F., & Chowdhury, T. (2012), Recruiting Right for Bangladesh Police:

Discovering Options to Acquire the Untapped Resources. Journal of Business and

Economics, 3(3), 222–233. Retrieved from:

https://www.academia.edu/4901216/Recruiting_Right_for_Bangladesh_Police_Discove

ring_Options_to_Acquire_the_Untapped_Resources

Fombrun, C. J., Tichy, N. M., & Devanna, M. A. (1984). Strategic human resource

management. Wiley. http://catdir.loc.gov/catdir/toc/onix04/84015223.html

Ivancevich, J. M., & Konopaske, R. (2013). Human Resource Management. McGraw-Hill.

Jabber, M. A., Sakib, Md. N., & Rahman, Md. M. (2023). Exploring the roles and

challenges of the servant leadership: A critical examination of the Bangladesh police.

Heliyon, 9(1), e12782. https://doi.org/10.1016/j.heliyon.2022.e12782

Kabir, R. (2023, February 22). Road to Smart Bangladesh. The Daily Star.

https://www.thedailystar.net/business/economy/news/road-smart-bangladesh-3254121

Khatun, F. (2023, February 12). For a smart Bangladesh, we need smart workers. The Daily

Star. Retrieved from: https://www.thedailystar.net/opinion/views/macro-

mirror/news/smart-bangladesh-we-need-smart-workers-3245931

Khurana, P. N. (Ed.). (2006), Human Resource Management in the Police Department, The

Indian Police Journal. 3. Retrieved from:

Page 9 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

 Page 10 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

https://shodhganga.inflibnet.ac.in/bitstream/10603/7597/10/10_chapter 5.pdf

Mollah, M. B., Islam, K., & Islam, S. S. (2012). E-Police System for Improved E-

Government Services of Developing Countries. In Canadian Conference on Electrical

and Computer Engineering. https://doi.org/10.1109/CCECE.2012.6335057

Pal, S., & Sarker, P. (2023). SMART Bangladesh Vision 2041: Concept of a Sustainable

Developed Country. Environmental Management and Sustainable Development, 12, 67.

https://doi.org/10.5296/emsd.v12i1.20666

Pandit, H. (2023, February 8). Creating skilled manpower for a ‘Smart Bangladesh.’

https://unb.com.bd/category/Opinion/creating-skilled-manpower-for-a-smart-

bangladesh/109744

Sarker, M. N. I., Wu, M., Liu, R., & Ma, C. (2019). Challenges and Opportunities for

Information Resource Management for E-Governance in Bangladesh. In J. Xu, F. L.

Cooke, M. Gen, & S. E. Ahmed (Eds.), Proceedings of the Twelfth International

Conference on Management Science and Engineering Management (pp. 675–688).

Springer International Publishing. https://doi.org/10.1007/978-3-319-93351-1_53

Sarker, M. M. (2023, March 18). Skilled people, smart Bangladesh. New Age | The Most

Popular Outspoken English Daily in Bangladesh.

https://www.newagebd.net/article/197094/skilled-people-smart-bangladesh

Shamsunnahar. (2021). Reform of Human Resource Management System in Police

Administration of Bangladesh [Thesis, ©University of Dhaka].

http://repository.library.du.ac.bd:8080/xmlui/xmlui/handle/123456789/1777

Sarre, R., Brooks, D., Smith, C., & Draper, R. (2014). Current and emerging technologies

employed to abate crime and to promote security (pp. 327–349).

Page 10 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

Page 11 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364

Page 11 of 11 - AI Writing Submission Submission ID trn:oid:::1:2683027364