Abstract
<p class="Standard">The aim of the article is to identify the process of human resource management and factors that influence officers’ motivation in selected uniformed services. This analysis concerns the Police, Border Guard and Customs and Fiscal Service. This choice was made due to the diversity of the tasks carried out by the officers of these services. The concept of uniformed services, characteristics of the analysed services and the requirements for officers, the process of employees recruitment and activities aimed at maintaining officers through appropriate motivation and promotion as a form of professional development were presented. Promotion to successive levels of work is not only an important element in shaping the HR policy but also a determinant of the position of a given officer in the organization. The layout of this work presents elements of multi-aspect status of an officer in each of the studied formations in the context of the characteristics of individual services.</p><p class="Standard"><strong>Purpose </strong>- Identification of the human resource management and factors that influence the motivation of officers in selected Polish uniformed services - the Police, Border Guard and Customs and Fiscal Service</p><p class="Standard"><strong>Design / methodology / approach</strong> - Review of literature, reports on empirical research and applicable legal regulations</p><p class="Standard"><strong>Findings</strong> - The basic mutual element of the Police, the Border Guard and the Customs and Fiscal Service is the use of uniforms and officers subordination system, but also the centralism of the organizational structure and hierarchical subordination. The activities of these services, including the implementation of the human resource management process, are regulated by relevant legal regulations. Service requirements, the scope of tasks, obligations and responsibilities, the process of employee selection, evaluation, promotion, but also retirement provisions are strictly determined. Similarities and differences in this area have been presented. The analysis of the results of empirical research allows to identify motivating and demotivating factors for officers.</p><p class="Standard"><strong>Originality/value</strong> - A comparison of selected areas of human resources management in the Police, the Border Guard and the Customs and Fiscal Service was made. The similarities and differences appearing in this respect were pointed out. Recommendations regarding motivating officers were presented</p>
Highlights
People are the most important asset of any organization, regardless of its nature
S State whose tasks they carry out, and from the point of view of proper performance of duties incumbent on the Police, Border Guard and Customs Service is of great importance and takes place on the basis of applicable law
Research carried out by Chudzicka-Czupała and others showed that the Border Guard officers who have a significantly lower sense of influence on the way the job is performed, lack of independence in this matter, fewer possibilities of making autonomous decisions, a significantly higher sense of workload, who feel that superiors provide them with the necessary tools to work to a lesser extent, are significantly more vulnerable to discomfort caused by stress at work
Summary
People are the most important asset of any organization, regardless of its nature. Management of uniformed services is strictly regulated by the relevant legal acts. IJSR 7 the Police, 1990); protect the state border, provide border traffic control, prevent and counteract illegal migration (Act on the Border Guard, 1990); as well as perform tasks related to the implementation of income from taxes, customs duties, fees and non-tax budgetary claims, protect the Treasury’s interests and protect the customs territory of the European Union (Act on the National Revenue Administration, 2016) The choice of these formations was determined by the diversity of tasks carried out by the officers of these services. The legal provisions strictly formulate the requirements, the scope of tasks, powers and responsibilities, the process of personnel selection, evaluation and promotion It is advisable, to individualize the approach to human resource management in situations where it is allowed by applicable laws. M integrity, justice, as well as following professional ethics, which takes sensitivity to the problems of employees and social problems into account in their actions
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