Super Safe Security Training Strategy

Super Safe Security Training Decision
An Organization procedure for Success
HRM 420, Training and development
October 27, 2010

As the training manager for super safe security (SSS) regarding Carl Smiths concerns in response to the cost of conducting a second or refresher training, I would reassure him that this training benefits our organization goals and mission. I would also like to reassure Mr. Smith that proper training within the area of security affects us since many companies today “are in business to make money, and every business function is under pressure to show how it contributes to business success or face spending cuts and outsourcing. To help contribute to this success, training activities should help the company achieve
its business strategy” (Noe, pg47). In other words, if we fail at providing the customer with the best security possible, it will not only affect our business with Classy Convention Center, but other potential clients later on.
I also believe that if we invest the 15,000 dollars in the added training, it will lead to a bigger and better profit for our organization in the near future. Moreover, with repetition and tacit knowledge developed through experience in the area of professional security, this will lead to our company being known amongst our competitors as the Hallmark of professional security. However, since tacit knowledge that is “developed through experience and shared through interactions between employees is very difficult and hard to imitate, which can also provide our organization with a strong competitive advantage” (Noe, Pg. 50). It would be important for the employees to have repetitive training to enable them to gain more knowledge through the training exercises in order for them to learn and understand the function of their duty properly. In
essence, learning has got to be our main focus and drive in order for us to grow and be the leader within our field of professional Security.
Furthermore, in response to the sales manager Michelle Becker, who felt that it was important to make sure that the client is safe through our security team, I believe that I would have to agree with Michelle since it is always better to be safe than sorry especially when our organizations name is on the line. As the sales manager, I can understand her perspective since her job is directly geared towards finding customers for our organization and making the sale. The fact is like any business today, without profit, we can’t afford to stay in business and making sure that our customers continue to use us as their main resource for security gives us an opportunity to be recommended by other potential clients that are associated through this one client Classy convention Center or CCC. In addition, based upon our Human capital within our organization in particular our security staff, I believe that they all should know and understand what, how, and why. Knowing what service we are offering to our client’s safe security meaning that our margin for error needs to be less than 0.1%. How this is accomplished is through tacit knowledge and experience especially when it comes to making sure that the right employees that want to be in this field are hired and desire to be in the field of security with the ability to want to learn and progress in the knowledge of safe and professional security.in addition, also provide room for growth within their field to help stimulate their advancement and motivate them from a management perspective to become better at what they do. The more we encourage, motivate and train our employees, the more efficient our staff will become and the less room for error margin we will have to worry about later on.
Nevertheless, in response to the PR manager at Classy convention Center Penny Olsen, which stated that this event is very important to their organization along with making sure that their high profile participants and the 50,000 attendees are and will remain safe, I would simply imply that our reputation is at hand as well and that we continue to strive for excellence in the area of our profession which is security for smaller scale to larger scale events such as this one. I would also reaffirm Ms. Olsen that our organization takes the extra time and goes the extra mile in making sure that our employees get all of the necessary training that they need especially when it comes to spending the extra cost for additional training. In addition, I would also add that many of our employees are hand selected and have an extensive background in Security, law Enforcement or Military. This makes us one of the best and leading security companies to date. Moreover, I believe that “one of the greatest resources a company can have is its professionals, and, during times of uncertainty, having the best performing staff will help us to continue to gain an edge over our competitors” (LeFevre, 2009).
Finally, my summary recommendation to move ahead would have to result in the decision to re-train the employees.
I believe that this fits in our overall objective, mission and goal of our company which is to provide its clients with professional service at all times. Therefore, I believe that my decision has to be in retrospect to those goals and priorities. I also believe that as the training manager for SSS, it is my duty to make sure that all the employees know and understand what’s expected of them, and at what level. Knowing that when they provide security for our clients, their treating them as they would their own family member, making sure the client is safe at all times, no matter what. With a 0.1% error rate, training to our organization, is imperative making sure that all the employees are properly trained and tested multiple times before we send them out on the field to our clients. In essence, I believe that a successful organization should understand the benefits of a well-trained employee, such as an overall “increase in efficiency resulting in an organizations financial gain. Well-trained employees increase output of goods and services, reduce time per task, reduce error rate, reduce waste in production and services, and have better safety and health records. Also, an organization that focuses on training experiences such as ours can experience an “increase loyalty and job satisfaction from employees. Past studies of employee loyalty have shown that there are
two areas that drive an employee loyalty. One would be the organization’s focus on them, and available training and development opportunities” (Bok, 2008) for growth. This I believe would give us the advantage to be a success in the near future.

References

Bok, Derek. (March, 2008). Management and supervisory Notes, Well Trained employees, An Asset for Good and Bad Times. Retrieved from the Internet on October 27, 2010. http://www.co.pinellas.fl.us/persnl/publications/m_s-notes/2008/0308-msn.pdf LeFevre, Jennifer. (January/February, 2009). RMC Research & Education Foundation Program Director, Well-Trained Employees Help Companies Weather economic Storm. Retrieved from Internet on October 27, 2010. http://www.rmc-foundation.org/images/CIF-Well-Trained-Employees%20Jan-Feb%202009.pdf Noe, Raymond. (2008). Training and development – Employee Training and development. Strategic Training, The Evolution of Training Role. Retrieved from the DeVry Library (e-book) October 27, 2010.