Influencing Factors Of Career Planning For Young Policemen

The People's Police has never forgotten the original intention and mission of "People's Police for the People".They faithfully perform their duties and work stubbornly.The heroic deeds of defending the people with hard sweat and precious lives are constantly emerging.Facing the increasingly severe situation of stability maintenance and heavy security work,it has become a top priority to comprehensively improve the regularization,professionalization and professionalization of the public security team.At present,China's economy and society are in a period of transformation and development,with various instability factors and risks emerging,and the police's work tasks are increasing.Especially young policemen,who are in their youth,have experienced physical and psychological tests at the beginning of their careers.In the absence of systematic career planning guidelines,they can easily fall into a confused period of career development.Therefore,the professional development of youth civilian police has attracted much attention.The thesis takes the youth police of the N Municipal Public Security Bureau as the research object,and uses a questionnaire survey to investigate the career development of the youth police in N.A total of 219 valid questionnaires were recovered,and statistical analysis was performed on the data using statisticalsoftware to conclude: First,the youth civilian police's unfamiliarity with the profession of the police and promotion rules has led to a low level of professional interest in the youth police.The proportion of police officers based on interest motivation is not high,and more than 40% of them are generally interested in the profession.It shows that a significant proportion of young civilian police are not interested in the police profession from the heart.On the one hand,the youth police do not know about the profession of the police,such as the tasks of the police profession,the powers of the police,the duties and disciplines of the police,the organization and management methods of the police,police guarantee measures,law enforcement supervision systems,professional promotion rules,and legal responsibilities.On the other hand,youth police are not clear about their career positioning and have not accurately assessed their ability to match the position.If the ability and position do not match,it may lead to a decline in interest;The second is the lack of a systematic career development plan for young civilian police.More than 40% of people do not have a clear career development plan.This is mutually corroborated by their unfamiliarity with the rules of professional promotion and low professional interest.Unfamiliarity with police career and promotion rules leads to low interest,and low professional interest leads to lack of motivation for career planning.These problems formed a chain reaction,which eventually led to a considerable proportion of young civilian police who were not self-orientated,unfamiliar with career development channels,and lacked the awareness and behavior of career planning,which may further lead to a decline in career interest;Third,some youth police officers have a tendency to burnout.Some young police officers have a tendency towards job burnout such as emotional failure,decreased self-efficacy,and depersonalization.The specific manifestations are often feeling irritable and irritable when going to work,having negative coping thoughts at work,and thinking that work is a repetitive mechanical action.The causes of burnout are closely related to the lack of systematic career development planning.Unclear career goals and unclear promotion channels lead to job coping with errands.In the long run,it is easy to form burnout problems;Fourth,the high job intensity and lack ofsense of accomplishment are the main occupational confusions of youth police.High work intensity and lack of achievement are the main confusions faced by young civilian police.The heavy work tasks lead to the physical and psychological pressure of the police.In addition,it is difficult to balance the relationship between work and family due to frequent overtime and staying up late,and long-term work in a specific type of work leads to a decline in job achievement.The main innovations of the thesis are as follows: First,a set of tools for measuring the career development of young civilian police was developed using a Likert 5-level scale.The measurement dimensions include work environment,career matching,job incentives,career anchors,logistical support,performance assessment,vocational training,job burnout,career maturity,and career confusion.Secondly,the career development status and existing problems of the youth civilian police in N City Public Security Bureau were clarified.A questionnaire survey was used to conduct a survey of the youth police in N city,and first-hand information was obtained.Through software processing and analysis,it was found that the youth police had problems in law enforcement environment,promotion rules,career interests,career planning,job burnout,and occupational confusion.Third,a set of career management plans for young civilian police was designed.Including design principles,design goals,career positioning,matching of people and posts,career development channels,etc.The career of the police is divided into four stages: the new police adaptation period,the exercise improvement period,the professional maturity period,and the later career period.Aiming at different stages,different career development goals are proposed.