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The implementation of affirmative action policy within the Pretoria District of the South African Police ServiceThe primary aim of this study was to investigate the implementation of the affirmative action
 policy within the Pretoria district of the South African Police Service. There is a need to
 examine and understand how the SAPS remove unfair discrimination in recruitment and
 selection processes in the implementation of affirmative action measures. Prior to 1994 the
 South African Police Force was male dominated and racism was fully institutionalised. Black
 people (Africans, Indians and coloureds), women and disabled people were marginalised and
 denied appropriate employment and advancement opportunities. The focus of the study was
 to identify challenges or problems encountered by the SAPS during the implementation of
 affirmative action policy; propose the strategies through which the SAPS can address
 discrimination in personnel staffing processes; and to assess and describe the criteria utilised
 by the SAPS in identifying the beneficiaries of affirmative action. The study includes the
 survey of international and national literature on the implementation of affirmative action.
 The study was conducted at 35 police stations within the district of Pretoria. The survey
 questionnaires were distributed to the respondents whereby three hundred and seventy (370)
 returned completed questionnaires, meeting the required sample figures. The respondents
 were selected by using a quota sampling. Qualitative research methodology was utilised in
 the interpretation and analysis of data. In addition, data was also collected through the
 documentary study.
 The major findings of this study illustrated that job requirements and responsibilities are
 seldom adjusted to accommodate disabled people. The communication of affirmative action
 policy is seen by respondents as being problematic. Respondents believe that affirmative
 action discriminates against certain groups within the disadvantaged groups. The research has
 divulged that the usage of interviews and involvement of supervisors in interview panels
 would minimise unfair discrimination in the allocation of promotional positions. Diversity
 management is not fully implemented to support affirmative action. People of all races are
 not employed to positions on the basis of their qualifications, experience and competencies as
 they deserve. The SAPS does not consider academic qualifications as criterion in the
 allocation of promotions.
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Improving the levels of professionalism of trainers within the South African Police ServiceThe study aimed to identify factors that cause unprofessional conduct among trainers at the training establishments in the Northern Cape Province of the South African Police Service. The researcher focused on the status of trainers in the SAPS and aimed to determine whether In-Service Education and Training can assist in enhancing trainers’ professional status. The aim of this study was to identify how the levels of trainer professionalism within the South African Police Service could be improved. The objectives of the study were to:
 identify the expected levels of trainer professionalism within the South African Police Service
 describe the current levels of trainer professionalism within the South African Police Service and
 make recommendations for improving the levels of professionalism within the South African Police Service.
 A literature review on adult learning, training and development, as well as SAPS professionalism, was conducted. The literature review subscribes to the premise that if effective facilitation methods are implemented in adult learning centres, the attempt to motivate adults to participate in learning programmes could be successful. The qualitative research methodology that was conducted involved both one-on-one and focus-group interviews with senior management, middle management and trainers. Three themes were identified from the research question and sub-questions of the study and are discussed in detail. After the empirical data were analysed, the results of the empirical evidence were interpreted. Findings revealed that there are trainers in the SAPS whose behaviour is severely lacking in professionalism. Trainers do not exhibit appropriate ethical conduct towards their adult learners and do not follow the code of conduct as prescribed for division training as is the norm. Finally, based on the research, both future studies and improved trainer professionalism programmes with specific reference to the SAPS are recommended.