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ISSN 2067-3310, E-ISSN 2067-7669 

Vol. 18, No. 2 (2024), pp. 400-406 

 

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PROFESSIONAL TRAINING OF HUMAN RESOURCES IN THE 

CONTEXT OF SUSTAINABLE DEVELOPMENT AT THE LEVEL OF 

THE SĂLAJ COUNTY POLICE INSPECTORATE 

 

R. DEMIAN 

 

Roxana Demian 

Faculty of Economic Sciences, Agora University of Oradea, Romania  

E-mail: rxndemian9@gmail.com  

 

Abstract: This study highlights the changes in human resource management, the shift 

from traditional paradigms to an individual-centered approach, and the importance of 

continuous learning and adaptability. It describes the sustainable development of human 

resources in the Sălaj County Police Inspectorate, emphasizing the crucial role in maintaining 

public order and cooperation with various institutions, the activity of the structures of the 

Human Resources Service and the Professional Training Office within the unit, structures with 

essential activities in the management and development of police personnel.  The culmination 

of the study is the analysis of the professional training within the inspectorate, which highlights 

the progress and adaptability in the training of the personnel within the Sălaj County Police 

Inspectorate, but also the importance of effective communication and recognition of 

meritorious in achieving institutional performance. 

Keywords: human resources management, sustainable development, Sălaj County 

Police Inspectorate, professional training, institutional cooperation, Professional Training 

Office, police tactics.  

 

INTRODUCTION 

In a global context marked by emphasizing the importance of institutional transparency 

and accountability towards citizens and the sustainable development goals, this paper aims to 

examine the process of professional training of human resources at the level of the Sălaj County 

Police Inspectorate. The chosen theme facilitates a deeper understanding of the ways of training 

human resources in a public institution. 

In the foreground, aspects regarding the evolution of human resources management are 

exposed, emphasizing the transition from traditional paradigms to an individual-centered 

approach, while highlighting the importance of continuous learning and adaptability in an ever-

changing environment, as well as the role of human resources management in formulating 

organizational policies and strategies. The paper also emphasizes the concern of the Sălaj 

County Police Inspectorate for sustainable development and the involvement of specialists in 

training activities. 

Reading the paper provides a detailed presentation of the sustainable development of 

human resources within the Inspectorate, which focuses on analyzing the evolution and 

progress of the activities carried out over three years, emphasizing the essential role of 

mailto:rxndemian9@gmail.com


Roxana DEMIAN 

401 
 

professional training in the development of the organization and its adaptability to current 

needs and environmental changes. 

This paper aims to present a deep and detailed understanding of the importance of 

professional training of human resources within a police institution, but also of the efforts and 

commitments of the Sălaj County Police Inspectorate, in order to ensure a quality service and 

adequate training of personnel for various interventions in the field. 

 

1. Considerations regarding human resources management in the Police Inspectorate 

1.1. General human resources challenges in the Police Inspectorate 

Human resources management has changed significantly over time, given the evolution 

of society and the needs of employees. From a traditional approach, centered on efficiency and 

discipline, a modern perspective has been reached, which emphasizes the balance between the 

professional and personal lives of employees. In the context of totalitarian regimes, initiatives 

to improve the workforce focused on efficiency and expansion of work capacity, considering 

the collective to the detriment of the individual, who was perceived as part of the mass of 

employees (Mathis et al., 1997: 3). Currently, human resource management involves a series 

of strategic, consulting, and operational activities, aimed at ensuring the achievement of 

organizational objectives and meeting the needs of employees, focusing on the planning, 

supervision, and control of human resources in an enterprise, with less emphasis on individual 

employee issues (Manolescu, 2004: 29). 

Thus, the human resources management must ensure that the recruitment, selection and 

classification of personnel are done in accordance with the organization's policies, but also 

develop programs and policies for managing stress and promoting a work-life balance of 

employees. It is essential for HR managers to provide access to psychological counseling and 

support services, identify the signs of employees' personal problems, and refer them to the 

appropriate support resources. 

By constantly monitoring and evaluating the effectiveness of these programs, HR 

management can continuously adapt and improve existing policies and practices, ensuring that 

they respond to employee needs and challenges effectively. Thus, a healthy and supportive 

work environment can significantly contribute to managing stress and promoting the overall 

health and well-being of employees, positively impacting organizational performance as a 

whole. 

Implementing a police evaluation and feedback system is crucial for improving 

employees' performance and career progression. It is important to have progressive staff 

planning and to reward and properly assess the results achieved. These strategies can strengthen 

the human resource base and ensure a quality public service (Urziceanu, 2019: 25). 

Human resources development is crucial for the long-term growth and performance of 

an organization, including the Sălaj County Police Inspectorate. In recent years, strategies and 

programs have been implemented to improve the skills and abilities of police officers. The 

continuous training of personnel is a central aspect, and efforts have included the arrangement 

of shooting ranges and cars for practical training, the modernization of equipment and the 

purchase of simulators and advanced technologies for training. 

The involvement of specialists from various fields in training activities, evaluation and 

constant feedback provided to police officers for performance improvement and career 



PROFESSIONAL TRAINING OF HUMAN RESOURCES IN THE CONTEXT OF 

SUSTAINABLE DEVELOPMENT AT THE LEVEL OF THE SĂLAJ COUNTY POLICE 

INSPECTORATE 

 

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progression are essential for a sustainable development of human resources. Progressive staff 

planning and using the results achieved to reward and appreciate employees are also necessary. 

These measures and strategies can strengthen the human resource base of the police unit 

and ensure a quality public service, adapted to the needs of contemporary society. 

 

1.2. Specific human resources development in the Sălaj County Police Inspectorate 

The Sălaj County Police Inspectorate was established in 1968 as part of the Ministry of 

Interior, subordinated to the Security, the Militia and the State Archives. Currently, I.P.J. Sălaj 

is responsible for coordinating and managing the activities carried out in the county, ensuring 

public order and safety. The duties of the police unit cover a wide range of responsibilities, 

including investigating serious crime and combating organised, economic and banking crime. 

I.P.J. Sălaj participates in patrolling and intervention for crime prevention, investigation and 

investigation activities, control of compliance with the legislation on weapons and other 

dangerous materials, providing support and protection to informants and victims, as well as in 

humanitarian and cooperation missions, etc. The unit collaborates with other institutions, 

participates in rescue actions in case of emergencies and ensures that the population is informed 

about the activities carried out. Through their actions, I.P.J. Sălaj plays a vital role in 

maintaining safety and justice in the county (https://sj.politiaromana.ro/ro/informatii-

generale/scurt-istoric). 

The Sălaj County Police Inspectorate is structured on services, offices and 

compartments, as well as on city police. The unit is led by Chief Police Commissioner Marius-

Anton Stupar and is subordinated to the Zalău Municipality Police, the Police of the Cities of 

Şimleu Silvaniei, Cehu Silvaniei and Jibou, as well as Rural Police Stations to which 

Communal Police Stations are assigned (https://sj.politiaromana.ro/ro/ipj-salaj/organigrama). 

The police unit carried out integrated actions together with the gendarmes between 

January 5-7, 2024, to maintain public order and safety. 21 preventive actions and 45 filters 

were organized, involving 225 policemen, 95 gendarmes and other law enforcement agents. 

562 vehicles were checked and 395 people were tested for alcohol or drugs, 345 contravention 

sanctions were applied in a total amount of 101,605 lei, 32 driving licenses and 5 registration 

certificates were retained. 

The police officers carried out information activities on the new amendments to the 

Criminal Code regarding road accidents, drawing up criminal cases for driving under the 

influence of alcohol and robbery. They also informed about the legislation on penalties for 

drivers involved in fatal accidents under the influence of alcohol, drugs or without a license 

(https://sj.politiaromana.ro/ro/stiri-si-media/stiri/actiuni-preventiv-reactive-in-sistem-integrat-

pentru-un-sfarsit-de-saptamana-in-siguranta1705317018). 

The Human Resources Service is responsible for optimizing human resources within 

the police unit. It proposes measures for the selection and knowledge of candidates, the 

employment and promotion of personnel, but also for the promotion and dismissal from office, 

the transfer of police officers and agents on request (https://sj.politiaromana.ro/ro/ipj-

salaj/servicii-si-birouri-judetene/serviciul-resurse-umane). 

 

https://sj.politiaromana.ro/ro/informatii-generale/scurt-istoric
https://sj.politiaromana.ro/ro/informatii-generale/scurt-istoric
https://sj.politiaromana.ro/ro/ipj-salaj/organigrama
https://sj.politiaromana.ro/ro/stiri-si-media/stiri/actiuni-preventiv-reactive-in-sistem-integrat-pentru-un-sfarsit-de-saptamana-in-siguranta1705317018
https://sj.politiaromana.ro/ro/stiri-si-media/stiri/actiuni-preventiv-reactive-in-sistem-integrat-pentru-un-sfarsit-de-saptamana-in-siguranta1705317018
https://sj.politiaromana.ro/ro/ipj-salaj/servicii-si-birouri-judetene/serviciul-resurse-umane
https://sj.politiaromana.ro/ro/ipj-salaj/servicii-si-birouri-judetene/serviciul-resurse-umane


Roxana DEMIAN 

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2. The establishment of the Professional Training Directorate, as a solution to integrated 

human resources development 

In order to respond effectively to current crime and ensure a quality police service, the 

General Inspectorate of the Romanian Police (I.G.P.R.) has established, starting with 

02.08.2021, the Professional Training Directorate. It is directly subordinated to the higher 

police unit and manages professional training in the Romanian Police. At the territorial level, 

within the County Police Inspectorates and the General Police Directorate of the Municipality 

of Bucharest, professional training structures have been created sized according to the number 

of police officers, respectively Professional Training Offices and Services. 

The Professional Training Directorate deals exclusively with the training of police 

officers, in contrast to other units of the Ministry of Internal Affairs, where it is carried out 

within the Human Resources Services. The newly created structure manages activities on five 

lines of work: physical education and self-defense, police tactics, shooting instruction, driving 

vehicles in defensive and priority mode and specialized training. 

A new department, established within the unit, the Professional Training Bureau, led 

by Chief Police Inspector Iftenie Sorin, coordinates the initial and continuous professional 

training of police officers, ensuring training in areas such as tactics, physical education, 

weapons transfers and driving. The objective of this office is to train competent police officers 

according to European standards, in order to achieve institutional objectives and fulfill the 

duties of the positions (Order No. 140 of 02.09.2016 of the Minister of Internal Affairs of 

Romania). 

The professional training of police officers, regulated by normative acts, includes initial 

and continuous training and aims to maintain and improve skills, progress in career and 

advance in rank. The activities are carried out formally, non-formally and informally, and the 

annual training process starts on April 1 and ends on March 31 of the following year. At the 

level of the Sălaj police unit, a specific provision is issued annually, adapted to local needs, 

detailing the necessary documentation, the time budget, the responsibilities, the evaluations 

and the necessary preparation for the following year. 

 

2.1. Training activities during the 2021-20222 year 

In the 2021-2022 training year, at the level of the territorial unit I.P.J. Sălaj, the training 

activities were marked by the implementation of a Training Provision by the Human Resources 

Service. This provision has been negatively affected by several factors, including the COVID-

19 pandemic, which has imposed severe restrictions on professional training activities, 

including the limitation of participants and activities with closed physical contact. It also faced 

a lack of specialized instructors and adequate infrastructure for defensive driving activities. 

Starting with August 2021, the training activities were taken over by the Vocational 

Training Office, which caused an abrupt transition and syncope in their organization, given 

that the office initially did not have the necessary staff according to its structure. In order to 

remedy this situation, the hierarchically superior unit - IGPR, organized centralized 

competitions for filling vacant positions. 

Within these competitions, emphasis was placed on the selection of well-trained police 

officers, capable of coordinating effective training stages. After the staff was hired, an 



PROFESSIONAL TRAINING OF HUMAN RESOURCES IN THE CONTEXT OF 

SUSTAINABLE DEVELOPMENT AT THE LEVEL OF THE SĂLAJ COUNTY POLICE 

INSPECTORATE 

 

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inventory of the available training infrastructure was made and new needs were identified for 

the continuous professional development of police officers. 

The training activities included career initiation and specialization courses, practical 

internships on different lines of work and shooting sessions at the shooting range. A novelty 

this year was the introduction of practical night shooting sessions, necessary due to the real 

field conditions in which the police use the weapons. 

The year 2021 marked a turning point in the professional training of police officers, 

with significant efforts to adapt and improve the training process in optimal and realistic 

conditions for operational missions. 

 

2.2. Training activities during the 2022-2023 year 

In the 2022-2023 training year, at the level of the police unit, the activities started with 

the elaboration of a Training Provision that regulated the manner and frequency of training 

activities for all personnel. The management of the unit and the professional training structure 

focused their efforts on carrying out an extensive number of practical activities and developing 

the training infrastructure necessary to achieve the proposed objectives. 

This year, an important moment was marked by the organization for the first time of 

practical defensive driving activities within the police unit. These exercises were carried out in 

a public parking lot, adapted to reproduce the conditions of a car park, in order to train police 

officers in driving techniques to prevent accidents and anticipate traffic hazards. After 

acquiring these skills, the policemen were also trained in driving special vehicles with priority 

traffic regime, essential for missions and rapid interventions. 

In the context of equipping the police with new weapons and noting the infrastructural 

deficiencies, it was decided to allocate funds for the rental of a private shooting range. This 

measure was necessary to ensure adequate training, including immediate evaluation of practical 

performance in the use of weapons. In contrast to military ranges, where resources are limited, 

the use of a private shooting range allowed for more efficient planning of firing sessions and 

immediate correction of identified deficiencies in the handling of weapons. 

Particular attention was paid to the development of physical training, self-defense and 

police tactics, essential for the activities carried out by traffic police and public order. The 

acquisition of specific equipment and the use of modern training methods have increased the 

efficiency of training sessions and the involvement of police officers in these activities. 

Following a significant number of new hires, the focus was on career initiation courses 

and staff specialization, including obtaining professional degrees and further training in various 

lines of work. An innovation in 2022-2023 was the introduction of a first aid training program, 

supported by specialists from I.S.U. Porolisum Sălaj. This program included theoretical and 

practical training for police officers in the field of first aid, with the use of specialized dummies 

and equipment. 

The year 2022-2023 was marked by significant progress in the professional training of 

police officers within the Sălaj County Police Inspectorate, with a focus on developing practical 

and theoretical skills in various areas relevant to the efficient performance of job duties. 

 



Roxana DEMIAN 

405 
 

2.3. Training activities during the 2023-2024 year 

In the 2023-2024 professional training year, activities were initiated at the Sălaj County 

Police Inspectorate according to a well-structured plan, starting with the drafting of a Training 

Provision for the entire staff. Each police structure developed its own training plan, which 

included both theoretical aspects and practical activities. Particular emphasis was placed on the 

development of the infrastructure necessary for carrying out practical activities and on 

improving the professional training system to accommodate the staff with this concept. 

The training in defensive and priority driving included the identification and rental of 

an adequate area for the arrangement of a car park. The practical activities focused on practicing 

realistic situations encountered in traffic, such as emergency braking, obstacle avoidance and 

parking, addressing especially the police officers in the street segment, in order to reduce the 

road risk among them. 

As for the shooting instruction, the collaboration with a private shooting range 

continued, where practical activities were carried out to simulate real shooting situations. A 

special emphasis was placed on theoretical training regarding the legislation on the use of 

weapons, given the increase in situations that require such interventions in current activities. 

Physical education, self-defense and police tactics were approached by organizing 

activities structured on consecutive modules of three days, allowing the police officers to 

develop multidisciplinary. These modules included practical and theoretical training in self-

defense, police tactics and the use of weapons, demonstrating the effectiveness of this format 

in the advancement of personnel. 

In the field of specialized training, a significant amount of time was allocated for the 

theoretical training of police officers, with a focus on working procedures and legislation. The 

activities included case studies and the participation of specialists from various fields, 

providing complete and up-to-date training for staff. 

As innovations, an observation sheet for the evaluation of training activities and an 

anonymous feedback questionnaire have been introduced, contributing to the continuous 

improvement of training programs. 

 

CONCLUSIONS 

After analyzing the three years of activity of the specialized professional training 

structure established within the unit, it was found that, in order to achieve a continuous 

development of this concept of professional training, it would be necessary for the institution 

not to limit itself only to the identification in the external environment of buildings/surfaces 

suitable for carrying out practical training activities,  but also by expanding its own 

infrastructure and purchasing modern equipment to ensure preparation in step with 

developments in the field and to maximize the efficiency of the activities carried out. 

Within the Romanian Police, professional training is vital for the continuous 

development of personnel skills and adaptation to the needs of contemporary society. The 

institution has implemented a structure dedicated to this purpose, reflecting its commitment to 

improving skills. Adaptability to change is essential for the success and efficiency of the 

organization in responding to current requirements. 

For better efficiency, employee rewards must stimulate desired behaviors and 

encourage the development of new skills, including through financial and non-financial 



PROFESSIONAL TRAINING OF HUMAN RESOURCES IN THE CONTEXT OF 

SUSTAINABLE DEVELOPMENT AT THE LEVEL OF THE SĂLAJ COUNTY POLICE 

INSPECTORATE 

 

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rewards. Recognition of merit and fairness in reward are essential for employee morale and 

engagement. The police unit should value the diversity of non-financial rewards, such as 

recognition, promotion and leave benefits, in order to support job satisfaction and deep 

engagement in work. The integration of new employees and teamwork solidifies an effective 

and proactive team spirit. 

In conclusion, the training strategy of the Romanian Police must be well-structured, 

effectively combining training, incentives and rewards to ensure optimal performance and a 

sustainable contribution to the community. 

 

REFERENCES 

1. Manolescu A., Managementul resurselor umane [Human Resources Management], ed. 

A IV-a, Ed. Economică, Bucureşti, 2004; 
2. Mathis.R, Nica P.C., Rusu.C, Managementul resurselor umane [Human Resources 

Management], Ed. Economică, Bucureşti 1997; 

3. Urziceanu Ramona Mihaela, Dezvoltarea durabilă a resurselor umane, Note de seminar, 

Universitatea Agora, Oradea, 2019; 
4. Order No. 140 of 02.09.2016 of the Minister of Internal Affairs of Romania regarding 

the human resources management activity in the Police units of the Ministry of Internal 

Affairs. https://prolex.ro/wp-content/uploads/2016/11/OMAI-140-2016-prinvind-

activitatea-de-RU.pdf  

5. https://sj.politiaromana.ro/ro/informatii-generale/scurt-istoric  

6. https://sj.politiaromana.ro/ro/ipj-salaj/servicii-si-birouri-judetene/serviciul-resurse-

umane  
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integrat-pentru-un-sfarsit-de-saptamana-in-siguranta1705317018  

 

 

 

 

 

 

 

 

 

 

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