February 2011: Training budgets – an easy target for cuts?
The key message from this blog was that the question businesses should be asking themselves is how can I afford not to invest in training? Do what you can to safeguard the value of your training budget. Don’t think about how to stretch that budget: instead, focus on what investment will have the biggest impact across your business.
March 2011: e-learning – what’s the big deal?
Companies should consider using e-learning when it’s cost effective and practical, and when standardised training is the desired outcome. Suitable IT equipment must be available, and any barriers to learners using IT need to be broken down.
Most importantly, e-learning material must be well designed and delivered via an interactive (and user friendly) virtual learning environment in order to provide the desired effect.
Remember that e-learning can overcome the limitations of time, distance and resources… but only when it’s properly designed and well-managed.
April 2011: Education for all grades
This blog highlighted how training for all grades can be a useful tool to drive change (for example, to help embed company policies and processes, reinforce messages post-training and instil company values within employees working across the whole organisation).
Training for all grades not only ensures the left hand knows what the right hand is doing, but also provides opportunities to improve corporate team building and communications, in turn feeding into the future development of the company.
May 2011: Returning to education after a break
Returning to education can be a challenge, but with more and more courses and study options now available to learners it’s fair to say that education is more accessible than ever before.
DirectGov reports that 60% of undergraduates are mature students and that around 40% of higher education students are studying part-time or on flexible courses (thus dispelling some of the myths around who education is for and how it’s delivered in the real world).
If you’re thinking about returning to education, take a step forward and take the plunge.
June 2011: Training the trainer
Trainers need to communicate subject knowledge clearly, concisely, enthusiastically and in a way that satisfies the needs of others.
Good trainers hone their training skills over time and should not be afraid to attend training courses themselves.
If companies use in-house trainers then they should consider their trainers’ own training needs. Not only will this ensure trainers have the adequate opportunities for personal development available to them, it will also ultimately ensure that other employees have access to better training.
July 2011: Training’s role in professionalising the security sector
Professionalising the security industry is an important step forward, bringing a number of benefits both to people who work in the secor and to those who procure security services.
Training is an important instrument in professionalising the security sector, and good quality programmes are needed to ensure minimum standards are met and maintained.
August 2011: Distance learning – is it right for you?
Distance learning is not a new idea. However, it’s increasingly more and more accessible as online learning environments become more user-friendly, and more courses gain formal academic certification and recognition.
The development of tailor-made courses for specific industries (as The Security Institute’s Certificate and Diploma courses show) are playing a key role in affording professionals the opportunity to expand their knowledge and gain formal recognition of their skills and abilities.
September 2011: Is face-to-face learning becoming obsolete?
While distance learning can be used to meet learning objectives, reduce travel time and expenses and other costs, it isn’t ideal for all learning situations.
It’s important that people carefully evaluate the options to determine the most effective way of learning in their specific circumstances, taking into account who, where, how and what they want to learn. This may mean distance learning. It may mean face-to-face training (or, since they are not mutually exclusive, a mixture of the two).
October 2011: Investment in education beyond the individual
Investing in training should feed into the professional development of individual staff members. It should also link to achieving corporate aims and a focus on selecting the right topics and skills in which to train your staff. This will support the business in reaching its targets.
Investing in training to develop transferable skills, then, will not only support the individual but also the business. Furthermore, the timing of training (eg training in skills that will feed into logical and evidence-based decisions about how to save money during a recession) can add even more value.
November 2011: How to derive the most from training
First and foremost, rather than fall into the trap of choosing from a list of courses you should think about what you want to achieve and actively seek out the right course for you.
Take the right attitude to the course and follow through on your course objectives. And remember: if in doubt go back to your trainer for clarification should there be anything you don’t understand.
December 2011: Study skills
Embarking on a new course can be both exhilarating and at the same time daunting. Developing effective study skills can help reduce anxiety and support you to complete the course.
Good time management that allows you to develop a rhythm of working is also important. Studying should not be seen as a chore. If you do get stuck, don’t be afraid to ask your course tutor for help.
January 2012: Make training a New Year’s resolution for 2012
New Year resolutions are a great way to kick-start a change. However, they can be hard to achieve if they’re overly ambitious, unrealistic and generated on impulse.
With some careful thought and planning, however, New Year resolutions may turn out to be a great vehicle for personal and professional development. We wish you all the best with yours for 2012.
Thank you for reading The Training Platform blog over the last year. We hope you continue to enjoy our monthly articles. If you have any suggestions for future blogs contact us via e-mail at: training@perpetuitygroup.com with BLOG in the subject field. We very much look forward to hearing from you.
Ken Livingstone (managing director) and Amy Burrell (training consultant) are with Perpetuity Training
Further information about… Perpetuity Training
Perpetuity Training offers a range of short courses, including Level 4 professional awards in Managing Security Surveys and Security Management.
All of the company’s short courses can be adapted to meet the needs of individual businesses. Bespoke training services are also available.
Perpetuity Training is proud to be associated with The Security Institute and to be the provider of the Institute’s two membership qualifications: the Certificate in Security Management (Level 3 Advanced Certificate) and the Diploma in Security Management (Level 5 Professional Diploma).
For more details telephone 0116-222 5550 or e-mail: training@perpetuitygroup.com