What training as a fire marshal can do for your future career

Some of the best CVs are those that are well-rounded, full of both professional experience and interests outside of work. Employers are often interested in people who have taken advantage of all opportunities available to them, be it developing skills or taking extra training, as these are the people who can bring something extra to the business.

All of the above are reasons why fire marshal training can be beneficial for your future career, as this sort of qualification looks fantastic on your CV. Not only this, but it also indicates that you have successfully taken on a position of great responsibility, proving yourself an asset to the company you work for.

Adding a fire safety qualification to your CV is not the only reason you should undergo a fire marshalling training course, however. It teaches you potentially life-saving skills, which are applicable in other situations as well as in the workplace. This training will help you to take measures to prevent an outbreak of fire at home as well as in work, and you will also know what do if a fire does take place.

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Why companies should outsource their training needs

One of the main reasons companies outsource their training needs is to save money. How they manage training basically comes down to reducing costs. While training reduces mistakes, improves customer retention and is core to developing an effective staff, the bottom line is always about money. Investing in outsourced training may come with an initial outlay but the benefits of utilising a professional training provider can offer a return that goes far beyond the actual training sessions.

Training, for many organisations is a necessity. The development, delivery and management of that training however can be a major distraction. For organisations like TutorCare, that train every day, it IS CORE to their business. If you manage a team of care professionals and your computer system goes down, it is sensible to call out your IT provider. Why? Because it is their business. Therefore, if you don’t have the time to train your staff, why not look outside your existing infrastructure to see if alternatives exist. In your business it is true that realistically you may have all the skills and be ideally suited to provide that training (after all you understand your business better than most) but in the real world time may not permit that.

Training helps prevent failures, it mitigates risk and in the care profession it helps protect the company from the liabilities associated with providing the wrong training. It ensures a company stays ahead of legislation, frees management resources to focus on other aspects of the business while reducing risk that an injury or catastrophic failure occurs. It’s easy to see that using a company who specialises in training in the organisations primary sector not only impacts upon risk but also helps prevent against legal costs that may come around as a result of such failure.

The alternative to outsourced training is an internal programme requiring a pool of various levels of skills by staff that are able to train effectively. A manager may understand every aspect of the job but they may not feel comfortable training in situations larger than 1 to 1. On the job training is a highly proactive method of training new staff members but if a department of 30 employees needs to understand a new concept or has to implement considerable changes to how they do their job – time becomes a major factor, at operational level as well as management. Does time permit such training or more importantly is the manager trained to the level necessary to pass on the knowledge required to those that may need more attention than others? In a way that is easily digestible or helps engage their staff?

Training is a variable activity. Using an external provider allows the company to maximise output by leveraging resources they may not have in house to deliver training that is needed. It allows a company to scale up and down based on the demand of the training required. For example a new contract may require a sudden increase in staff over a short period of time. Outsourcing training allows management to focus on the new customer while still identifying and meeting employee needs.

No company has all the knowledge they need internally to be successful. In simplest terms a business needs a product or service, the ability to sell that product / service and the mechanisms in place to monitor performance. Three control elements effectively broken into product, sales / marketing and finance. Admin embraces all three of the controls but in no instance is any one individual 100% capable of performing their best in all three. Shareholders appoint Directors. Directors delegate to managers and managers empower and co-ordinate staff. If everything could be done internally, there wouldn’t be a need for accountancy firms, recruitment agencies, information technology contractors or training providers. Sometimes it’s necessary to hire an expert to teach internal employees how to do something that is new to a company or frees up other resources.

Effective analysis of an organisations training needs is a must if a company is to grow. It’s an integral part and is as important as hiring staff or retaining customers. When the staff understand their roles and the implications of any mistakes (legally as well as financially) retaining customers and finding new ones becomes a lot easier. Customer service improves and the company is able to focus on the service it offers. Running a company is about managing resources. Identifying training need and implementing a plan is key to this. If you are to manage resources effectively, hiring an outside consultant to deliver training quite often makes sense.

Analysing your Training Needs

Successful businesses survive by adapting.  As customer requirements shift, the successful organisation has already laid the framework to facilitate change. Products may age but a keen eye ensures the company product range evolves. Smart organisations stay ahead of the market by responsible analysis of all company endeavours from common practises such as SWOT analysis to internal programmes such as continuously evaluating training needs.

The training needs of your organisation has two defining features:

1) It can be overcome or reduced through learning and / or development

2) It is any shortcoming, gap, or problem that prevents an individual or an organisation from achieving its objectives

At the organisational level the training need is relative to anything that hinders the achievement of strategic objectives, be it lack of skill or aggressive corporate behaviour; for example, a lack of customer care skills that harms the business or a lack of interpersonal skills that negatively affects staff retention.

For individuals the training need occurs when the said individual requires knowledge, lacks a particular skillset or fails to be successful due to an inability to adapt their behaviour to meet the requirements of a given situation.  Employers sometimes make erroneous assumptions about their employees so the key to training needs analysis (TNA) is to communicate effectively and evaluate all shortcomings within the organisation from a training perspective.  TNA helps you address this in a “big picture” approach by systematically breaking down the culture within your organisation and using internal mechanisms such as staff appraisals to identify and harness change.

What are the Advantages?

Training needs analysis offers the following advantages:

> The targeting of  resources at identified priorities

> By helping individuals and teams perform better individually and as a whole.  This results in improved job satisfaction, morale and overall motivation

> Provides an ongoing structure for improving performance

> Enhances the organisation’s progress towards training programmes such as Investors in People

> Flows naturally from the appraisal process, in which staff discussions  help tailor training towards their needs

Effective training or development depends on knowing what results are required and tailoring it to match corporate objectives.  With limited budgets and the need for cost effective solutions, all organisations need to feel secure that the resources invested in training are targeted at areas in which training and development is needed.  Only then can a positive return on the investment be guaranteed.

Considerations

> Identify courses that are relevant to your organisation.  Not just those that are mandatory to the sector you operate in but also those that allow you to diversify when the need arises

> Identify training that has not been arranged in the past and look at why that is the case.  Working outside of the box has its advantages and training should offer as much to the organisation as it does to the individual

> Review previous training sessions and verify that expected outcomes were met.  If not find out why.  If existing methods are outdated, replace them or invest in newer methods that increase productivity

At TutorCare we are a training provider that constantly evolves.  Our training needs analysis goes beyond our corporate responsibility and is embedded into our ethos.  We continuously re-evaluate our product range so that you, as a client or potential client have access to all necessary information at a time and pace that suits the needs of your employees and the overall business.

From supervision and appraisal training to time management and team leadership, if your TNA requires outsourced training, we are here to help.  With E-Learning plans and onsite group work we have a suitable solution that offers true return on any investment in training.