Every progressive organization recognizes how beneficial workforce training is in the running of the organization’s affairs. A well planned and successful training of workers increases their efficiency in the workplace. This means that the level of production will go up; consequently generating more revenues and profits for the organization and decreasing inefficiencies, costs, and losses. Sexual harassment has been a pertinent issue to most workers in the recent past. It can affect particular workers in the workplace, their homesteads or even in odd places like public vehicles. Therefore, training workers on this sensitive topic will go a long way in making them fully aware of and comply with the legal and organizational policies governing sexual harassment. This paper is going to look at how Dimer Holdings Limited will carry out a training program for its employees on sexual harassment.
Dimer Holdings Limited will start the training by putting members in learning shifts. The organization has more than two hundred workers in its main branch in Tacoma. The employees shall be put into various shifts, depending on their gender, age and their positions as well as job groups. There shall be four shifts. The first shift shall comprise of all the workers who are below 25 years of age, regardless of their gender. The next shift will comprise of female workers who fall in the age above 26 years. They shall be followed by those male employees who are above 26 years. The final shift shall comprise of the various heads of departments and the entire management team. The expectations are that by the end of the training, the trainees should have full knowledge of the legal and institutional regulations surrounding the topic of sexual harassment. The management expects all employees to learn about all the forms of sexual harassments and how they may arise. They are also to learn how to deal with them when they are confronted by such situations. They are also expected to know the legal and regulation side of it to make it easy for them to take appropriate legal measures should such cases arise.
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The training identified personnel will majorly deliver speeches on the topic. There shall be two talking sessions in the morning and afternoon, which will take three hours each. Legal experts will give them notes to read later on. There shall also be publications of the talk which trainees will purchase at their own will. As it will be done in the main station in Tacoma, the workers who are stationed in other places will have an off-duty time in shifts, such that those who are in the morning session will go to releases the others to come for the training. The two elements that will guide the plan will be micro learning and memorability of the concepts to learn as the program should make it easy for the trainees to learn and memorize what they have learned. What the plan has should also be measurable.
The operations manager for Dimer Holdings Limited will spearhead the training process. He will be assisted by the general manager. Two Human Rights activists and an advocate will facilitate the training. They will carry out the training in turns, with all of them giving the trainees what they have as far as sexual harassment is concerned. The training will major on imparting the trainees with knowledge on sexual harassment. This training will focus on the recent cases of sexual harassment in workplaces. This is geared towards making the trainees to identify the instances of sexual harassment and how to tackle them. It will also make those who want to engage in the vice to change their behaviors.
The training is well designed to show its impacts at the end of it. The trainees will be given a self-assessment tool that will help in knowing whether they benefited from the training or not. This tool will comprise of questions about the topic discussed and a measurement scale that will show how well a particular trainee took in knowledge and instructions.
It is crucial for the management of every institution to carry out training for members on various concepts that will help them to fit well into the working environment. This is going to impact positively on the output of the organization, as the employees will feel part and parcel of the organization; gaining more skills and knowledge notwithstanding.
References
Chan, J. F. (2010). Designing and developing training programs . San Francisco: Pfeiffer.
Kirkpatrick, D. L. (1996). Evaluating training programs: The four levels . San Francisco: Berrett-Koehler.
Nilson, C. D. (2003). How to manage training: A guide to design and delivery for high performance . New York: AMACOM.
