Recruitment, selection and deployment of Ghana Police Personnel into peacekeeping under the United Nations from 1995-2004
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Date
2008-08-15
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Abstract
In an "Agenda for Peace' 1992 report, a former UN Secretary-General, Boutros Boutros-Ghali, suggested: "Peacemaking and peacekeeping operations, to be truly successful, must come to ; include comprehensive efforts to identify and support structures which will tend to consolidate pV peace and advance a sense of confidence and well-being among people". It is against this background that, the overall success of peacekeeping missions is invariably linked to the effectiveness of CIVPOL operations.
GPS. just like other member states, have been confronted with numerous difficulties in preparing its personnel for deployment into the UN peacekeeping mission. Inadequate knowledge has led to Itie personnel often performing poorly during the selection test by the UN Selection Assistance iiTeam. Lack of adequate information on the mandate of the prospective mission and also the | information flow to the personnel hinders the preparations of the Ghana Police personnel who | want to be recruited and participate in the deployment processes. The objective of the study I therefore was to access the recruitment, selection and deployment of personnel from GPS into I peace keeping under the United Nations
^ Sampling was done using stratified random sampling based on superior and subordinate staff. | Officers of each of the ranks were randomly sampled to offer responses to the questionnaires and
^interviews. Both primary and secondary data sources were used, Statistical Package for Social
Sciences (SPSS) was used to analysis the data.
In all there were 45 commissioned officers and 130 non commissioned officers. The study revealed that officers were not satisfied with the selection process. Inability to drive 4X4 \TehicIes properly, not being able to shoot with pistol, failing the various English language stages in the selection exercise, and lack of preparation on the part of the personnel were some of the causes of dropouts. Adequate time for preparation and fairness in selection criteria are included in the curriculum and others were suggested measures that respondents said would enhance performance in the selection process. The study indicated that recruitment, selection and deployment exercise has no effect on human resource base.
It is therefore recommended that primary decision makers of the recruitment, selection and deployment should try and revise criteria for the recruitment, selection and deployment exercise. There is also the need for authorities to introduce pre-selection training for personnel.
Description
A thesis submitted to the Department of managerial Science, School of Business, Kwame Nkrumah University of Science and Technology in partial fulfilment of the requirements for the degree of Master of Business Administration (MBA), 2008