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Security Management
home page > Unit 6: Training
- Benefits of training (continued)
- Employee benefits:
Improves
quality of working life for employees, makes them more willing
to participate in management, problem solving, may make delegated
authority more dependent on expertise than on individual's position.
Makes them more productive, more versatile. Can also reduce corporate
liability, reduce insurance premiums, show the company complies
with any relevant regulations, and can reduce turnover, thereby
reducing recruiting costs, etc.
- Employee benefits:
- Drawbacks to training:
- costly
- cuts billable hours by employees
Training
Media
two main categories:
- group-based (lectures, group discussions, role playing, video training, etc.)
- individual (on-the-job, text- or computer-based programs, mentoring, apprenticeship, coaching
- In deciding which is relevant,
determine types of skills to train for:
- "hard skills" can be observed, usually involve physical activity. Examples would be learning to operate a machine, or training in computer programs
- "soft" skills" harder to measure: things such as training in teamwork, effective communication, problem solving.
- case study approach
goal is having participants "find solutions to real-life workplace incidents, problems, or situations." must sort through information, develop solutions or decisions based on theory, company policy and procedure, etc. - scenario-based:
place them into real-life situations.
TopOff
3 exercise
- video-based
- joint-training
with unions.. - training manuals
- consortiums
can lower cost
Training Program Design Considerations
- Models of Learning
have to consider the students' needs, proficiency and limits. - Options include:
- Pedagogy: traditional lectures
- Andragogy: focus on needs of
adult learners, student's needs are uppermost. Based on understanding
that :
- adults need to be self-directing
- have repertoire of life experience they can relate to subject,
- are eager to know things they need to advance
- learn through problem-centered orientation
- are motivated to learn through internal factors, such as increased self-esteem, more than by external rewards such as more pay.