The role of training
Having established that organisations with an emergency or disaster management remit will define a range of capabilities for risk assessment, mitigation, preparedness and response, we will now consider the role of training in developing the organisations capability and capacity to effectively deliver their emergency and disaster responsibilities.
Armstrong (2001) defines training as:
The planned and systematic modification of behaviour through learning events, programs and instructions, which enable individuals to achieve the level of knowledge, skill and competence needed to carry out their work effectively.
So specifically, training is planned and systematic; it aims to improve abilities or capabilities related to the workplace.
Many organisations invest a lot of time and money in developing their people.
The methods used vary between organisations but will include things like:
Obviously, this takes resources, of those who develop and deliver the training as well as the time taken by the trainees away from their normal role. Commercial organisations expect their investment in training to pay dividends in terms of increased productivity and profitability.
For those agencies involved in risk emergency and disaster management, what specific ‘dividends’ might they expect from effective training?
Armstrong, M. (2001). A Handbook of Management Techniques: The Best-Selling Guide to Modern Management Methods. Kogan Page Publishers: London.
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