© 2012 Delmar, Cengage Learning Section III Managers and the Skills of Others Chapter 7 Training and Beyond

© 2012 Delmar, Cengage Learning Training versus Educating Training –Vocational instruction that takes place on the job –Deals with physical skills Educating –Academic instruction that takes place in a college, university or seminar-type setting –Deals with knowledge and understanding

© 2012 Delmar, Cengage Learning Training in a Management Function Training philosophy Training and civil liability

© 2012 Delmar, Cengage Learning Training Philosophy Managers are assigned to develop personnel. Developing human resources should be a manager’s single most important objective. Training and documentation: –Improve productivity –Reduce liability

© 2012 Delmar, Cengage Learning Training and Civil Liability Failure-to-train litigation –Keys to avoiding: Provide first-rate training. Thoroughly document such training. Require reports on any incidents that could lead to a lawsuit. Civil liability for injuries sustained during training –Firefighters Rule = a person who negligently starts a fire is not liable to a firefighter injured while responding to it. –Assumption of risk bars liability if a person is injured as a result of normal dangers voluntarily engaged in

© 2012 Delmar, Cengage Learning Variables Affecting Learning Individual variables –Who the learner is –Learning styles: visual, auditory, kinesthetic Task or information variables –What has to be learned –Content validity –Training can focus on knowledge, skills or attitudes. Environmental/instructional variables –Context in which the training is provided –Practice does not make perfect.

© 2012 Delmar, Cengage Learning Principles of Learning Base training on an identified need. Tell officers the learning objective. Tell officers why they need to learn the material. Make sure officers have the necessary background to master the skill. Present the material using the most appropriate materials and methods available. When possible, use variety.

© 2012 Delmar, Cengage Learning Principles of Learning (cont.) Adapt the materials and methods to individual officers’ needs. Allow officers to be as active and involved as possible. Engage as many senses as possible. Break complex tasks into simple, easy-to-understand steps. Use repetition and practice to enhance remembering. Give officers periodic feedback on their performance. Whenever possible, present the “big picture.”

© 2012 Delmar, Cengage Learning Effective Trainers Are well-versed in the topic Are committed Communicate effectively and know the learning process Are perceptive and supportive Use appropriate humor Deliver the message and walk the talk Make sure training is goal-oriented and safe

© 2012 Delmar, Cengage Learning Training Mistakes Ignoring individual differences, expecting everyone to learn at the same pace Going too fast Giving too much at one time Using tricks and gimmicks that serve no instructional purpose Getting too fancy Lecturing without showing Being impatient

© 2012 Delmar, Cengage Learning Training Mistakes (cont.) Not setting expectations or setting them too high Creating stress, often through competition Delegating training responsibilities without making sure the person assigned the task is qualified Assuming that because something was assigned or presented, it was learned Fearing subordinates’ progress and success Embarrassing trainees in front of others Relying too heavily on “war stories”

© 2012 Delmar, Cengage Learning Retention The Law of Primacy states that things learned first are usually learned best. The Law of Recency states that things learned last are remembered best. Key concepts should be presented early and summarized at the conclusion of the training.

© 2012 Delmar, Cengage Learning Instructional Methods Lecture Question/answer sessions Discussion Videoconferencing Demonstration Hands-on learning Role playing Case studies Simulations

© 2012 Delmar, Cengage Learning Individual, Group or Entire Agency Individual, mentor, coach or field training officer –Considered effective within most local agencies Group training –Gives everyone in the group the same basic knowledge

© 2012 Delmar, Cengage Learning Instructional Materials Printed information Visuals Bulletin boards Audiocassettes Videocassettes and DVDs Television programs Computer programs

© 2012 Delmar, Cengage Learning Training Standards Peace Officer Standards and Training (POST) commissions exist in every state. –Sets requirements for becoming licensed as a law enforcement officer –Establishes mandatory minimum training standards –Certifies police officers

© 2012 Delmar, Cengage Learning Core Competencies Police vehicle operations Use of force Report writing Problem-solving skills Legal authority Officer safety Ethics Cultural diversity Conflict resolution Local procedures Leadership Civil rights Community-specific skills Communication skills Self-awareness

© 2012 Delmar, Cengage Learning Basic Certification Instruction Practical applications and techniques The criminal justice system: civil and criminal law Community policing Victims and victims’ rights Leading, managing and communicating

© 2012 Delmar, Cengage Learning Academy Training for New Recruits Training models –Academic model –Paramilitary model Experts recommend a blend of training models. Safety

© 2012 Delmar, Cengage Learning On-the-Job Training Field training Mentoring In-house training sessions Roll call

© 2012 Delmar, Cengage Learning Primary Goals of FTO programs To apply classroom learning to the real situations on the street To familiarize rookies with their beat To guide, train, monitor and evaluate To provide a role model

© 2012 Delmar, Cengage Learning Training at the Management Level Rotation through divisions Cross-training Stagnation Mentors

© 2012 Delmar, Cengage Learning External Training College classes Seminars Conferences Workshops Independent study Distance learning

© 2012 Delmar, Cengage Learning Ongoing Training—Lifelong Learning Officer’s training should be ongoing. The training cycle consists of –Need identification –Goal setting –Program development –Program implementation –Program evaluation –Assessment of need based on the evaluation

© 2012 Delmar, Cengage Learning Benefits of Effective Training Programs For individual officers –Career success –Increased motivation and productivity –Greater feelings of self-worth and confidence For supervisors –Gaining more time –Establishing better human relations –Increased creativity

© 2012 Delmar, Cengage Learning The Learning Organization An investment in people More people throughout the agency will have a voice. Members will identify their individual purpose in the grand scheme. That voice and purposes will serve the overall goals of the agency.