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Q1. What appears to be the main emphasis on the 8-hour pre-assignment training course proposed by the Task Force on Private Security? What is the reasoning behind pre-assignment training? Three decades later are those educational goals still relevant?
Although some employers combine basic security training with pre-assignment training and only provide the minimum number of hours required by law, the overall trend within the field has been to increase the number of hours of training. This offers greater protection for employers, should they become the subject of a lawsuit (McCrie, 2016). Additional training highlights the extent to which the employer engaged in planning for every possible eventuality. Also, employees come to security positions with very diverse backgrounds. Many police officers, firefighters, and other personnel have had training through their own organizations which may not necessarily be congruent with that of a private employer. Providing training ensures that all personnel have the same homogenous background and are, in effect, on the same page regarding acceptable conduct. It also allows trainees to anticipate possible problems and think more carefully and critically beforehand how they may solve them.
Three decades later, the advice to engage in rigorous training is even more relevant. Given post 9/11-security...
They must also spot potentially troubling conduct that can have repercussions outside of the immediate environment. This is another important issue, as employers may be held liable for any oversights which occur regarding larger security concerns pertaining to such threats.
Q2. Define ongoing training and compare it with in-service training.
Ongoing training refers to constant observation of the quality of the services being performed by the security firm (McCrie, 2016). It is necessary to provide both positive and negative feedback, so employees can understand if they are doing a good or bad job. Feedback, whether oral or written (although preferably written, so there can be a paper trail of there are any human resource or legal concerns about performance reviews) is necessary to ensure that the promised services are being delivered to the purchaser or contractor (McCrie, 2016).
In-service training allows employees to receive feedback from peers in an isolated context. In contrast to ongoing training, which focuses on manager and employer feedback, in-service training gives employees the benefits of the insights of fellow professionals. This feedback is often…
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