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Security Management
home page > Unit 6: Training
Administering
Training
as we've discussed, training
is probably best handled by contract except for large companies
because of the expense and expertise needed to do it in-house
(incidentally, I haven't been able to find any Mass. companies
that do this specifically for security firms..). However, if
you do decide to run your own program, "the basic role of
any trainer is to provide a learning structure for an organization
and its members.:
Diverse roles for trainer:
- role model
- educator
- facilitator
- skill builder
trainer's roles can be on a continuum from very focused, specific skills-oriented, to a more expanded role (again, part of "organizational development," in which the trainer serves as resource tool for employees, giving them information needed for self-initiated, self-guided, self-fulfilling training. Like an internal consultant.
Developing programs:
training program can't be in a vacuum: must relate to desired
results in terms of company's skill needs. Must be dynamic, constantly
adjusted. Another aspect of organizational development.
Begins with a "training-needs assessment" (TNA). Includes:
- creating training objectives
- developing training programs
- developing methods of delivering training
- evaluating and revising program
Process should be continual. Benefits include:
- helping other HR projects: can lead to improvements in recruitment and selection of new employees
- can identify new levels of knowledge, skills and abilities the organization needs
- help in writing or revising job descriptions
- help in career development
- reduce liability.
While costly, "..the TNA process also justifies training, as it gives the organization a greater understanding of the costs and benefits related to training."
Three parts to the process:
- Needs analysis:
this will detail discrepancy between existing level of skills and desired performance. Can take a long time, require several methods of data collection. According to Zemke (1998) steps:- identify problem
- determine solution requirements
- identify alternative means to solve the problem
- select solution (based on costs and consequences) and implement
- determine solution's effectiveness
and efficiency
- revise as required