Explore our comprehensive guide on corporate and business negotiation training. Learn essential negotiation skills, preparation strategies, core training components, and continuous improvement techniques to optimize your organization’s negotiation capabilities.
How to Guide on Corporate and Business Negotiation Training
Negotiation is a fundamental skill in the business world. Whether it’s negotiating a multi-million dollar contract, securing a partnership, or navigating internal discussions. The ability to craft and seal deals effectively is critical. This guide will walk you through the essentials of corporate and business negotiation training.
1] Step: Understanding the Basics of Negotiation
Definition and Importance Negotiation is the process by which two parties reach an agreement through discussions and compromise. In business, it can encompass contract discussions, salary negotiations, or mergers and acquisitions.
Types of Negotiation – Distributive Negotiation: Often referred to as a “win-lose” scenario. Where one party’s gain is the other’s loss. – Integrative Negotiation: Also known as “win-win,” where both parties seek mutual benefits and creative problem-solving.
2] Step: Preparing for Training
Setting Objectives Define clear and measurable goals. What skills do you want to develop (e.g., persuasive techniques, conflict resolution, strategic thinking)?
Selecting Participants Identify team members who will benefit the most. This could include sales teams, managers, and executives who frequently engage in high-stakes negotiations.
Choosing the Right Trainer or Training Program Look for trainers with extensive practical experience and a strong track record. Consider recommendations, reviews, and case studies demonstrating their expertise.
3] Step: Core Components of Training
Foundational Skills – Communication: Focus on active listening, articulate speaking, and effective non-verbal communication. – Emotional Intelligence: Help negotiators understand and manage their emotions to remain professional and composed. – Analytical Thinking: Teach skills in assessing offers, understanding counterparts’ interests, and crafting logically sound arguments.
Advanced Techniques – Bargaining Tactics: In-depth training on various methods (hard vs. soft negotiations, as well as tactics like anchoring and framing). – Decision-Making: Training on evaluating options carefully, understanding risk, and choosing the best path forward. – Conflict Resolution: Techniques for transforming potential conflicts into cooperative problem-solving opportunities.
Practical Scenarios and Role Play Realistic mock negotiations help trainees practice skills in a safe environment: – Scenario Building: Use actual or hypothetical business situations – Role Assignment: Different positions (buyer, seller, mediator) in each exercise – Print Debriefing: Analyze each negotiation’s outcomes to heighten learning
4] Step: Implementing the Training
In-Person vs. Online Training – In-Person: Allows for hands-on exercises and direct feedback. Ideal for building team cohesion. – Online: More flexibility and accessibility. Expert trainers can be engaged without geographical restrictions.
Scheduling and Structuring Sessions Plan sessions according to participant availability. Break sessions into manageable portions to maximize retention (e.g., two-hour sessions weekly over a month rather than one extensive day).
5] Step: Evaluation and Continuous Improvement
Assessment Post-training evaluations to measure skills improvement. This can include written tests, observed practice sessions, and feedback questionnaires.
Feedback Loop Gather and analyze feedback from participants to tweak and improve future training sessions. Regularly revise training materials to incorporate the latest negotiation strategies and techniques.
Ongoing Practice Encourage teams to engage in negotiation exercises periodically. Integrate mentorship programs where experienced negotiators guide less experienced ones.
Conclusion
Corporate and business negotiation training is an invaluable investment in improving your organization’s negotiating acumen. Matching thorough preparation with expert training can help develop a formidable negotiating team. That can drive better deals and foster more robust business relationships.
Additional Resources – Reading Materials: Books like “Getting to Yes” by Roger Fisher and William Ury. – Workshops/Seminars: Participative webinars or workshops by noted experts – Technology Aids: E-learning modules and interactive software to supplement learning.
Scaled Agile Framework or SAFe is an agile framework designed for development teams. SAFe’s foundation comprises three meta-policies: Team, Program, and Portfolio. SAFe provides flexibility to a product team. It also helps to address some of the challenges that larger organizations face when implementing Agile. Also, The SAFe framework consists of a large knowledge base of tried and true best practices. Similarly, product teams use the SAFe framework to deliver high-quality software products.
The Best Ultimate Guide to Scaled Agile Framework Certification
What is the Scaled Agile Framework? It is an open-source online knowledge base that enables teams to implement Lean-Agile practices at the enterprise level. SAFE provides a straightforward and easy-to-use experience for software developers. Also, It is a collection of organizations and workflows that stand designed to help enterprises scale lean and agile processes. It broke down into three segments: Team, Program, and Portfolio.
The SAFe framework enables teams to:
Implement Lean-Agile software and systems at the enterprise level
Build Lean and Agile workflows based on Lean principles
Provide detailed workflows at the enterprise Portfolio level, enterprise Value Stream level, enterprise Program level, and team level
Designed to meet all stakeholder needs within an organization
Developed in the field and published in books and blog
SAFe version 1.0 was released in 2011
Also, The SAFe latest version 4.6 was released in October 2018
Scaled agile framework History
The scaled agile framework (SAFe) was first introduced to the product world in 2011. It was created by the software-industry veteran, author of agile software requirements, and dean Leffingwell. The SAFe framework was originally known as the “agile enterprise big picture.” In it, Leffingwell outlined how to use existing agile frameworks, such as lean, Konban, scrum, and XP, and apply them to the team, program, and portfolio. Now, the entire SAFe knowledge and success pattern catalog is free to use. SAFe continues to be one of the best agile frameworks.
Why use the SAFe (scaled agile framework) Framework?
The SAFe Framework is simple and lightweight, but it can handle the demands of large value streams as well as complex system development.
Implementing the SAFe Agile framework will increase your productivity by 20 – 50%.
Quality increases by more than 50%.
Time to market is faster than 30 – 75%.
Also, Employee engagement and job satisfaction will increase.
What is the SAFe Framework Diagram? You can find the detailed framework diagram on the SAFe website. The diagram shows all the key roles, activities, deliverables, and flows. The diagram also serves as a reference for the rest of the website.
What is a story? A story is an extensive body of work that broke down into many smaller stories. Each team allocates the story as a sub-epic. Each team then works on the story or software feature accordingly.
When to Use the SAFe
Scaled Agile Framework should use when:
A team wants to consistently implement an agile approach across a large, multi-team program and portfolio
Multiple teams are running Agile implementation on their own but face common challenges, delays, and failure
A team wishes to work independently
You want to scale agile across the organization but don’t know what new roles need to add or what existing role (i.e. management) needs to change and how
You have tried to scale the agile across your organization but are struggling to achieve alignment to achieve a unified or consistent strategy across all business departments from the portfolio, program, and team levels
Also, You need to improve your product development lead time
You’re curious to see how other companies have scaled Agile using SAFe
SAFe for Project Management
Project management within an organization utilizing SAFe takes place at three levels. At the team level, it is essentially Scrum business as normal. Small teams have defined goals and responsibilities, so they release iterations after every Sprint. A Scrum Master usually leads the charge. The only notable difference is that small teams now roll up into programs.
At the program level, SAFe’s advantages begin to shine. Each team’s output must blend with everyone else’s to create something complementary, cohesive, and consistent. Under the leadership of an Agile Release Train Engineer, teams come together as a group to work on a project. After five or so Sprints, a PIII undergoes a full round of testing.
In this process, code ships much more frequently. The highest-level portfolios comprise multiple programs with long-term visions spanning multiple quarters or even a full year. Also, This is where budgeting defines epic-level milestones are set. Strategic planning and project planning meetings at the program level. For Synchronicity.
What are SAFe’s strengths and weaknesses?
SAFe’s strengths are that it facilitates cross-functional collaboration, helps organizations be more transparent, and aligns every aspect of a project with the overall business objectives.
SAFe’s weaknesses are that, firstly, some believe that SAFe is not a pure agile framework, as it requires too much pre-planning and process definition. Secondly, SAFe tends to be more of a “top-down” approach, rather than a “team-based” approach.
Scaled Agile Framework Certification & Training
The duration of SAFe Agile training modules ranges from two to four days, depending on the topic. Upon completion of the course, further study and preparation prepare candidates for a multi-choice SAFE Agile exam in the discipline they have chosen.
The SAFE Agile framework offers a wide range of certifications to meet the needs of almost anyone working within the framework. You can become a SAFE Certified Agile Product Manager or SAFE Certified Product Owner/Manager to learn best practices and also practices for product management in a SAFE Agile context.
You can also become SAFE Certified Lean Portfolio Managers, SAFE Agilists, SAFE Practitioners, and SAFE Program Consultants. SAFE Agile certifications are also available for architects, scrum masters, train engineers, software engineers, and DevOps.
SAFe Agilis Certification Course Summary
The SAFe Agilis certification training course covers the principles and practices of Lean-Agile through the use of the SAFe® framework. This two-day course provides an introduction to the SAFe® Lean-Agile framework, the Agile mindset, Agile release train implementation, Agile Portfolio building, and leadership in Lean-Agile in and organization transformation.
SAFe Agile Certification Training Course
SAFe Agile is a certification training course designed to help you and your organization adopt a lean-agile framework. The Scaled Agile Certification course is suitable for executives, senior managers, quality analysts, directors, program and project managers, product managers, portfolio managers, process, and enterprise architects, and solution architects.
What requires to take this course?
Bachelor’s degree or equivalent.
High school diploma or equivalent.
Minimum five years experience in software development.
Business analysis.
Project management.
Also, Agile Scrum.
Scaled Agile Academy training
What is Scaled Agile? Scaled Agile is an industry-proven framework for scaling Agile methodology for larger development efforts requiring over 50 people. This SAFe framework is constantly being developed and expects to remain the standard framework for scaled agile for years to come. Agilest has experience with scaling Agile and offers a variety of SAFe certifications.
The SAFe certifications offered by Agilest are designed to prepare teams at companies that are starting to scale Agile for continuous delivery and capacity management. The SAFe training modules delivered by Agilest result in function-specific certifications which serve as a credential.
Suggested Requirements
If your team members are planning to attend your scaling class and have not completed basic training such as a CSM then consider having them go through one of the other Agile certification training offered by Agilest®, such as the Agile Scrum Master™ AASM™, Agile Product Owner™ AAPO™, or Agile DevOps Engineer™ AADE™ training. The type of training they will attend should be relevant to the role they will be taking on the Scrum Team. The SAFe Training offerings are not starting sessions.
It expects that all SAFe-certified attendees have prior Agile experience and several years of experience in Agile development. At the very least, team members should have attended role-specific training before the SAFe Training. While it is not as effective as having a couple of years of experience before going into the SAFe Training, it is a much better option than going in with no Agile experience at all.
Agile® offers cost-effective packages that allow attendees to earn multiple certifications for a single package price. These packages are role-specific training packages that will help prepare attendees for the fast-paced demands of Agile development.
How to Guide the Scaled Agile Framework Certification
How to learn about Workplace Etiquette Training with their Examples. In campus recruitment, companies not only value the knowledge level of college students but also pay attention to personal qualities and courtesy. After entering the workplace, these newcomers should learn and follow the etiquette of the workplace.
Here are the articles to explain, the 8 best points of Workplace Etiquette Training and Examples
Only by training and learning this etiquette can you improve your corporate image and help newcomers in the workplace better integrate into the workplace. The main points of workplace etiquette are as follows:
Interview etiquette
When a woman is seated in an interview, her legs should be put together and placed on one side, and the feet may slightly behind. If the legs are inclined to the left, the right foot should be placed behind the left. The left foot is placed behind the right foot. In this way, the other party’s feet are a little closer when viewed from the front, and the lines of the legs are more slender and elegant.
If a woman wears a skirt, she should fold the skirt before taking a seat, and then sit down. After sitting firmly, the body generally occupies 2/3 of the seat, the palms of the palms are downward, and they are placed on the legs naturally, the feet are placed naturally, the knees are close together, and the smile remains natural and relaxed.
Dress etiquette
The basic principles of dress code for workplace etiquette. The dress and appearance of a professional lady must conform to her personality, physical characteristics, position, corporate culture, office environment, interests, and so on. Strong women should not blindly imitate the clothes of men in the office. But have a good attitude to be a woman and give full play to the unique flexibility of women.
Introduce etiquette
First of all, it is necessary to clarify the difference between workplace etiquette and social etiquette. Workplace etiquette is gender-neutral. For example, the gentlemanly manner of opening the door for a lady is unnecessary in the workplace and may even offend the other person. Remember: In the workplace, people of all genders are equal. Second, make consideration and respect for others your guiding principles. The right way to make an introduction is to introduce a lower-level person to a higher-level person.
Handshake etiquette
A handshake is physical contact between people and can leave a deep impression on people. When it feels uncomfortable to shake someone’s hand, we often associate that person’s negative personality traits. A strong handshake and looking directly at each other will set the stage for positive communication.
Electronic etiquette
E-mail, faxes, and mobile phones have brought new questions about workplace etiquette. In many companies these days, email is full of jokes, spam, personal notes, and not much work-related content. E-mail is a type of professional letter, and there is nothing unserious in professional letters. The fax should include your contact information, date, and several pages. Do not send faxes without the permission of others. As it will waste other people’s paper and occupy other people’s lines.
Apology etiquette
Even with flawless social workplace etiquette, it is inevitable to offend others in the workplace. If something like this happens, a sincere apology will do. Express the apology you want and move on. Treating your mistake as a major event will only magnify its damaging effect and make the person receiving the apology more uncomfortable.
Elevator etiquette
Although the elevator is small, the knowledge is not shallow.
First of all, a person in the elevator can turn the elevator into a billboard without looking around and scribbling.
Secondly, when accompanying guests or elders to the elevator hall door, press the elevator button first; when the elevator arrives and the door opens, you can enter the elevator first, press the door opening button with one hand, and press the elevator side door with the other hand, and invite guests to advance; after entering the elevator, Press the button of the floor where the guest is going; when you reach the destination floor, hold down the door button with one hand, and make a gesture of asking out with the other hand, you can say: here, please go first! After the guests get out of the elevator, also they immediately step out of the elevator and guide the direction of travel enthusiastically.
Business meal etiquette
Business meals for the white-collar class are unavoidable. Some big companies, big clients, and even work meals make it easy to make quick judgments about someone’s education and social status. And some of the strictest rules have to be followed in some restaurants. So there should be some simple knowledge in this area. The right way to behave and also eat so as not to make a fool of yourself or embarrass your guests.
Best key of Workplace Etiquette Training and Examples; Photo by Akson on Unsplash.
Analysis of the international talent training and development in hotel management. “School-enterprise cooperation, industry-education integration” is the development direction of higher vocational education and an important direction of teaching reform, aiming to enhance students’ employment and entrepreneurship ability. The higher vocational hotel management major trains hotel talents.
Here are the articles to explain, Analysis of the International Talent Training and Development in Hotel Management
In order to ensure the quality of talent training and development. It is necessary to continuously deepen the reform of education and teaching. Further, promote the integration of industry and education. At present, the trend of tourism globalization is becoming more and more significant. In terms of talent training and development, the higher vocational hotel management major also needs to rely on the integration of industry and education to actively explore the training model of international talents.
Keywords:
Industry-education integration;
higher vocational hotel management;
talent training;
internationalization;
international talent training and development;
talent training and development;
development in hotel management;
talent training in hotel management;
talent training and development in hotel management
The globalization of the development of the world economy has made the tourism industry also show the trend of globalization. With the continuous acceleration of the process of hotel internationalization, our country’s hotel industry will gradually internationalize. At present, international hotel groups continue to enter China.
With the localization of international hotels and the internationalization of local hotels. There is an urgent need for relevant talents in hotel management to have an international perspective. As well as the ability to communicate in foreign languages and the ability to communicate in cross-cultural backgrounds. At the same time, it is also necessary to be familiar with the international economy and law, and have certain business management capabilities.
Recently, many hotels have stood affected by the macro environment and have gradually entered the process of transformation and upgrading, and there is a shortage of international professionals. In this context, the higher vocational hotel management major needs to pay attention to the training of international talents from the perspective of talent training and explore a new talent training and development model in the context of the integration of industry and education.
Analysis of the current situation of training of higher vocational hotel management professionals
The supply of talents
At this stage, the number of colleges and universities is constantly increasing and the number of admissions to colleges and universities is constantly increasing, but the number of candidates participating in the college entrance examination every year is decreasing year by year. In this context, the requirements of higher vocational colleges on the quality of students generally began to decrease, and the overall quality of students was lower.
The talent demand gap in the hotel industry is large, and its talent demand stands still ranked among the top ten industries from a global perspective. A very distinctive feature of the hotel management major is the large mobility of talents, so there is always a talent gap. Data from market research show that the internship rate of hotel management students is better, but the initial employment rate is relatively low. Half of the people who have worked in hotels for a long time are not hotel management majors.
Therefore, the current graduates of the hotel management major in our country are not in line. With the actual talent needs of the market, it is difficult to meet the market demand. Many graduates of the hotel management major employ across majors after graduation.
Limitations of talent training
At present, the training of talents in the higher vocational hotel profession is mainly based on low-end service talents and management talents. In the face of comprehensive market opportunities and challenges, talent training has shown significant limitations. The main reason is that our country’s hotel industry started late. Even after years of development, whether it is a business philosophy or professional and technical standards. Or specific job requirements, there is a big gap with developed countries.
In addition, talent training in colleges and universities stands seriously disconnected from the market, and there is a significant lag. The content of students’ studies in school is difficult to apply in practice. And their professional abilities and professional literacy are not up to the actual requirements. Making it more difficult to integrate with international standards. The limitations of talent training stand mainly reflected in the following aspects.
The setting of the goals of the curriculum system stands seriously derailed by the industry
In the new period of development, talents in hotel management are also facing a new employment environment. The main manifestation is that the standards of hotel management for the needs of talents in the industry are constantly improving. Which not only requires a solid theoretical foundation and professional practical ability. But also requires a sense of innovation and innovation ability.
At present, the training of higher vocational hotel management professionals attaches more importance to basic skills training, and insufficient attention pays to humanistic literacy, innovation ability, comprehensive literacy, and international communication ability.
In addition, the construction of the curriculum system of some colleges and universities lacks scientific market research, the curriculum system has not stood substantially improved, and the goals, teaching plans, teaching content, and teaching methods of the integration of industry and education are lagging.
The unilateral participation of school-enterprise cooperation is more prominent
In the context of the integration of industry and education, school-enterprise cooperation has gradually stood manifested. This is also an important way to the training of talents in higher vocational colleges. At present, the modern apprenticeship system is constantly advancing, and the cooperation and joint participation of schools. And enterprises have enabled the education and teaching of higher vocational colleges to stand effectively promoted and innovated. However, in the process of achieving the goal of industry-education integration. The synergy between the two sides of school-enterprise cooperation has not stood fully utilized.
Lack of a long-term mechanism for school-enterprise cooperation
In the process of school-enterprise cooperation, it is necessary to continuously stabilize the relationship between schools and enterprises. Only a stable cooperative relationship can promote the further development of school-enterprise cooperation. Which requires the establishment of a long-term cooperation mechanism. However, judging from the actual situation, the development of the modern apprenticeship system. And the school-enterprise cooperation model has not yet reached a more mature level.
There is no comprehensive planning for the cooperation model, and the short-term model of cooperation is relatively common. Short-term school-enterprise cooperation is often the unilateral output of students by the school to the enterprise. And the enterprise is in a state of passive reception, making it difficult to achieve the goals of industry-education integration and school-enterprise cooperation.
Training development measures for internationalized talents in higher vocational hotel management
(1) Optimize the talent training program
Under the trend of tourism globalization, the international competition in the hotel industry is constantly intensifying. Under the reality of the opening up of the labor market and the shortage of hotel management talents, higher vocational colleges need to be market-oriented, actively explore professional talent training programs, adjust and optimize promptly, clarify new talent training goals, innovate talent training models, and actively expand international exchanges and cooperation based on the integration of industry and education and school-enterprise cooperation.
The talent training of higher vocational colleges should serve the local economy, plan scientifically, and talent training plan should highlight professional characteristics. Taking the hotel management major as an example, the training of professional talents should be in line with the latest industry standards, with regional economic development as the service object, drawing on the experience of running schools at home and abroad, and taking the actual situation of the school as the starting point, build a brand-new teaching content system, innovate practical models, highlight the integration of industry and education, and form a distinctive teaching model with a high level of internationalization.
(2) Actively practice “dual education” and promote the integration of industry and education
Attract companies to the school and give full play to the function of talent demand forecasting in the hotel industry
Invite hotels with three-star ratings or more to the school, work with the school to formulate a training plan for hotel management professionals, give full play to the forecasting function of the talent demand in the hotel industry, and clarify the scale, specifications, structure and future trends of the talent demand in the hotel industry. At the same time, the existing talent training program for the hotel management major will be revised, shortcomings will be identified, and targeted improvements and improvements will be made.
Increase the breadth of school-enterprise cooperation
The development of higher vocational colleges needs to be market-oriented, follow the laws of educational development and educational reform, promote the integration of industry and education under the guidance of policies, and combine with the actual situation of the university, in-depth cooperation with hotels, and give full play to the advantages of the hotel industry. This enables the integration of industry and education and the role of school-enterprise cooperation in the training of talents in international hotels to be maximized.
If the actual situation of the institution permits, you can try to jointly build a brand hotel with the enterprise. So that students have a better training site. Which is jointly managed by the school and the enterprise, and the enterprise provides equipment and technology. Also, teacher supports so that the training activities can be effectively carried out. At the same time, the teaching model has been expanded, and the effective combination of off-campus top-level internships. Also, on-campus productive training has enabled students to better improve their hotel service skills.
Innovative teaching model, highlighting the cultivation of the practical ability
The teaching models of higher vocational colleges are constantly innovating, such as engineering alternation, task-driven, project-oriented, and top-level internships. These teaching models make the internship curriculum and management more perfect. From the perspective of school-enterprise cooperation and industry-education integration, in-depth cooperation between the hotel management major and the enterprise can determine the internship position and internship model based on specific circumstances, and you can try to establish an enterprise-based college.
The internship model can be adjusted by the actual situation, such as advanced theoretical learning, and then participation in practice. And then practice while learning theory, and then practice independently until the top job internship. This process is in line with the modern vocational education concept, but also follows industry standards and laws. Also matches the practical teaching model of hotel management combined with engineering.
Conclusion
At present, the market’s requirements for the internationalization of hotel management professionals are constantly increasing. To this end, the hotel management major of higher vocational colleges needs to start from the aspect of talent training. Actively promote the integration of industry and education, and enhance the internationalization level of talent training.
Analysis of the International Talent Training and Development in Hotel Management; Photo by Valeriia Bugaiova on Unsplash.
CSI Crime Scene Investigations Definition with their Training and Steps; What does Investigation suggest? In standard, an effort made to discover the facts, behind a selected state of affairs, to discover the fact call Investigation. For an enterprise organization, research means that a prepared, special, and important examination of the books of money owed and transaction statistics (both beyond and gift) of an entity, carried out for a specific purpose or to expose a fact/to set up reality with the help of evidence. The maximum not unusual strategies employed in the manner of investigation are looking, remark, interrogation, inquiry, inspection, and so forth. The procedure of research completes through an expert group to show a positive reality; and, performed as per the necessities of the organization; there may be no particular period.
Here is the article to explain, CSI Definition, Training, and Steps in Crime Scene Investigations!
CSI Crime scene investigation can compare to solving a puzzle, where the investigators’ scope is to acquire all the missing pieces. Investigators have challenging and complex roles and their skills; and, the way they manage them leads them to discover the right answer in a criminal case. In this scenario, the facts may easily analyze so the crime scene examination would conclude faster and efficiently. To achieve this, investigators’ duty would be to manage their time, know their responsibilities, collect evidence and assemble crime site’s features, following a set of rules. They should also conduct inquiries to find out who committed the crime and interview witnesses; and, the suspects responsible for the unfortunate incident happening; a terrifying car accident on a summer evening, outdone by some shocking aspects.
ABC Rules;
Firstly, to handle the crime examination properly scene officers should follow the ‘ABC’ Rule which derives from:
A- Assume nothing.
B- Believe nothing and.
C- Challenge/check everything.
Cook and Tattersall define a good Senior Office Investigator as a skeptical person who checks and challenges the relevance, reliability, and precision of information collected. At first glance, the scenario presents significant information; which might describe as the key aspect in detecting this felony’s pattern; such as a Gay Pride Festival in progress, a car crash, a four-foot sword, a box-like gadget with wires, and the timing.
Considering the existing possibilities, the crime scene’s scenario might correspond with a hate crime, or an attempted one. A hate crime refers to a crime that motivates by hostility and prejudice. It depends on five checked elements: disability, race, religion, sexual orientation, and transgender. Judging by the kind of festival that was in progress, investigators might consider this crime nature as a homophobic one.
Investigators;
Investigators might deal with this incident by using the most substantial factors in solving this felony – time and strategy, very important in CSI crime scene investigations. The setting provides officers with the opportunity to act as quickly as possible; their primary concern should base on the amount of time that has passed since the crime was committed. The “golden hour” principle comes from a medical occupation; and, it refers to the value of time for patients who promptly take care of.
For example, state that the golden hour is the time when witnesses are the most likely to cooperate, evidence is still fresh and untouched, suspects are most vulnerable, and crimes can rapidly resolve. Applying this theory to what seems to be a hate crime, officers should firstly focus on the box-like gadget with cables coming from it. The device could turn up to be a bomb; and, it could also hurt the people that gathered near the car. Secondly, the man and the woman should receive medical assistance; and as soon as it is safe for the officers to request testimonies; the two main suspects might offer the key information for this investigation.
Five Building Blocks;
There is also the “Five Building Blocks” principle that supports the early phases of an investigation;
preserving life.
preserving scenes.
securing evidence.
identifying victims, and.
identifying suspects.
Collecting and preserving evidence can make possible by investigators keeping the concert spectators; and, the people present at the scene away from the car. The four-foot sword may provide the team with DNA, suspects’ origins, and motives. The way this time consumes reflects officers’ skills and abilities to cope with a situation of this kind.
Classification of the Crime;
Another point worth mentioning would be finding out what is the class; and, the expected extent of the crime scene examination based on the claims of the issue. The scenario can be classified as a hate crime due to the character of the incident and its hypotheses. Investigators might link the car crash, the sword, and the box-like device with wires with the Gay Pride Festival being in progress; this resulted in an attempt of a hate crime driven by homophobia. By going further with the investigation, officers could collect suspects’ declarations to find their initial motives.
The likely scope of the investigation may be connecting all the evidence; and, crime scene’s aspects in the interest of gaining all the needed details and solving the crime. For example, a case study on a hate crime committed against sexual orientation is Ian Baynham’s case; he/she was attacked in Trafalgar Square, 2009 by a group of young people; and one of them repeatedly mentioned his sexual preferences. Ian was severely beaten and died soon after due to his injuries. Two of the offenders were later found guilty of manslaughter; but, the case weakened the apparent safety of gay people all over the country.
CSI Crime Scene Investigations Definition Training Steps; Image by Ijmaki from Pixabay.
Defining Roles;
Therefore, the investigators should conduct the CSI crime scene investigation by following a set of rules and respecting their certain roles. ‘The role of the SIO in a homicide investigation is potentially one of the most complex and challenging positions within the Police Service. It combines two elements, i.e., the role of investigator and the role of a manager; each of which must perform to the highest standards.
According to the Association of Chief Police Officers; a Senior Investigator Officer requires to have some specific abilities as a result of the fact that in many cases, the material is unclear and restrained. Also, the SIO must have knowledge of the law and the circumstances in which crimes commit and different capacities that may help them complete their responsibilities. Not only the Senior Investigator Officer but also the other officers that are present at the crime scene are accountable for their actions; which are key factors in getting to the bottom of the initial scenario.
Believe that teamwork has great importance in an investigation; and, a troupe of experts can work together to find a successful and valuable solution. “Each role and stage of the process connects in a chain that is only as strong as its weakest link. An SIO is not likely to involve initially, but as soon as they are; they must set the tone for a teamwork approach by leading, managing and coordinating activity”. In addition to that, the material is a crucial aspect in properly conducting the crime scene examination; and it defines any type of evidence found or that can be relevant during an investigation.
Gathering Information;
The investigator also must gather all the information needed for the investigation to conclude efficiently. The material should be significant for the crime scene examination and obtained by the investigator from different sources of investigations; such as crime scene, suspects, victims, witnesses, CCTV, telephone records, banking, and credit card records. Material may come in many formats whether they are fingerprints, statements, or audio and video recordings.
In this case, the largest part of the investigation’s material might be the statements; since the main suspects can easily identify and there is a considerable group of witnesses. The man and the woman involved in the Blue Renault Megane hitting the lamp post could still be conscious and by applying the “golden hour” principle, officers might demolish their false alibies and find the most unaffected version of their story. The potential witnesses, the people nearby, and the security staff from the Arena should interview, investigators then check their sources and establish which one relates to the investigation.
The witnesses will possibly be more cooperative if the investigators act quickly. Also, there is a strong probability of CCTV material being a vast amount of information, as the incident location, Coventry Arena, should provide an advanced surveillance system. The physical evidence, the box-like device, the sword, and the car may provide investigators with suspects’ fingerprints, documents, or any other substantial information as soon as it is suitably analyzed and inspected. “The SIO must have effective management systems in place to ensure that all the material gathered by the investigation record, analyzed, and store appropriately. In particular, the system should enable the SIO to assimilate material into their knowledge of the incident; and to make effective decisions about how it can best use to progress the investigation”.
Witness management;
Moreover, witnesses’ administration might turn out to be vital in a criminal investigation; and the methods in which investigators approach them point to finding essential evidence for the case. Describe the ‘witness’ term as being related to anybody, excluding the suspects, who can present evidence at court. Witnesses management remains a complex process that includes the way witnesses should establish, treat, protect, and categorize.
For this specific examination, the potential witnesses that may be there are not only the people nearby; and the security personnel from the Arena but also anybody who met, saw, and talked with the man and the woman in the blue Renault Megane. They stand for the central source of testimonies and evidence. Investigators should interview the suspects and apply “witness interview strategies” to obtain the required material and build the case. Firstly, witnesses should classify and then the initial contact can make by using specific methods to gather key proof of what happened.
However, witnesses may be uncooperative and quiet during an interview, this being a dangerous factor in the evidence collection process. Despite this unfortunate fact, an interviewer should act properly and stop the witness from failing in offering the correct information. “Witnesses and, especially, victims often ask to describe unpleasant or traumatic experiences to a police officer they have never met before. Moreover, the police investigator often appears as an official government agency, carrying a gun and wearing a formal uniform. To be effective, police must establish a personal rapport with victims/witnesses.
Time Management;
The timescales and duration of an investigation might differ depending on the way investigators manage time, witnesses’ level of cooperation, the amount of evidence that turns out to be a trustworthy source, and the type of case. In this scenario, officers might deal with a major incident; this leads to the necessity of acting rapidly and professionally to achieve the wanted answer.
Considering the large group of witnesses and the potential suspects, investigative interviewing might take a little longer since officers must collect any kind of information; but also reorganize the useful and reliable material. There is also the examination of the found objects – a sword; a square-like gadget with cables coming from it, and a blue Renault Megane; which might offer investigators crucial evidence. The great quantity of crime scene features this scenario provides officers with, could result in a shorter period in which the problem can solve.
Barriers to Investigation;
Investigators might face some potential barriers in obtaining the crucial information for this case, barriers in CSI crime scene investigation; such as false testimonies, uncooperative witnesses, absent DNA, contamination of the crime scene, and so on. They should deal with each type of barrier by overcoming dead-ends; and searching for further details regarding the crime scene examination. Even though some obstacles may appear, the sources of information present in the case are numerous.
For example, the time, location, and in-progress event point to crime motive and class; the large group of witnesses stand for testimonies and different versions of the same story; the man and the woman represent the main suspects, the car is reliable physical evidence; and both the sword and box-like device with wires might correspond to the crime weapon. All the sources could include by the investigators in the prosecution file; if there is enough evidence to provide a credible view of a guilty verdict against each offender on each accusation.
Finally, the scenario reproduces an attempted hate crime, in which the information present; design for investigators to operate their skills and experiences to solve the problem and find all the lost fragments of the story. Officers should act quickly and efficiently, gather all the required material and examine methodically each uncovered data concerning the case.
References; Steps in Crime Scene Investigations. Retrieved from https://www.ukessays.com/essays/sciences/steps-in-crime-scene-investigations.php?vref=1
CISM Passing Score, study guide, training material, with 11 tips for exam 2021 in 30 days; Whenever we hear of CISM, the only thing which comes to our mind is the security officer. CISM is a certification program course that ISACA organizes. What is the passing score for the CISM exam? It means a specialization in information security governance known as a security officer to prevent any threat online. One can quickly become a security officer by clearing the CISM examination. One has to work very hard for many days to be confident in clearing the CISM training examination, but if you want to complete the whole process in 30 days, you have to do more.
Here is the article to explain, 11 tips to CISM Passing Score with Exam 2021 Study Guide in 30 days.
Let’s have a look at the 11 tips that will help you in the whole 30 days.
Stay updated;
You have to stay fully updated by reading the latest version of the candidate guide. ISACA provides the candidate guide to its candidate every single year with lots of new updates. One has to read all the guidelines very carefully if they want to clear CISM in 30 days. The policies contain all the necessary details about the examination and the complete procedures like how many questions will come. In this way, you have to answer; everything is there in that book.
Make a schedule;
If you plan to crack CISM in just 30 days, you must be fully dedicated to CISM preparation. The best way to do this is by making a whole schedule for 30 days. If you work as per the schedule, it will help you achieve your goal in a significantly less amount of time.
Read CRM thoroughly;
CRM is commonly known as the CISM review manual. It contains the entire chapter which is related to the examination. If you properly go through the book, you will get much new knowledge about the things you will face in the study. It clears all of your basic concepts, and hence it will be easier for you to understand.
Mark essential things;
while you are going to get tested, it is better that you have all the necessary knowledge about the new and the advanced technologies that are required for the security governance officer to know. Candidates will prove their essential qualities to become a security governance officer in a very professional manner.
Do exam prep course;
Once you have subscribed to ISACA, they will provide the candidates with the materials which are very much essential for the examination itself. You will get expert guidance for you, and they will help you clear all of the doubts you have with you. Ensure that you have all the attention while doing the course because it will help much during the exam times.
Practice more;
Once you subscribe to ISACA’s online CISM review question database, you will get various training materials online. Once you have it, you can do much more practice to clear the CISM examination.
Join seminars;
Listening is one of the essential tools for a human being. One can easily mesmerize things just by listening to them. You can watch the videos related to CISM on the internet. They regularly do seminars, so the best thing is that you can join the workshops and the training sessions that they provide to the candidates so that you get a chance to stay updated with them on all the changes they make.
Communicate;
Once you have decided to clear CISM, many candidates have thought the same also. You can communicate with them to clear your doubts and learn new things to help you during your examination.
Don’t memorize;
If you think you can complete your task by memorizing it, you’re mistaken because it works for a brief period. Try to understand things as much as you can because once you have understood the items, it will help you more and more in the future also.
Write it;
If you think you have understood everything, try to write the essential things on a card. If you forgot the points during revision, you could instantly remember the whole thing by looking at the paper.
Test yourself;
When you are confident that you are ready for the examination. Try to take as many tests as possible because the more you test yourself, the more you improve, and practice tests will help build more confidence.
Conclusion;
If you are determined on something, you can easily succeed. You have to follow every step to clear CISM in 30 days by some intense amount of hard work.
CISM Passing Score 11 Tips for Exam 2021 Study Guide Training Material
The Concept of the study Explains – Training and Development required in HRM – Importance, advantages, disadvantages, and process. There is continuous pressure for efficiency and if the organization does not respond to this pressure, it may find itself rapidly losing its market.
Understanding and Learn, Why are Training and Development required in HRM?
Also, Training imparts skills and knowledge to employees so that they contribute to the organization’s efficiency and can cope with the pressures of a changing environment. Corporate Training at crazymonkeycafe.com.
As well as, The viability of an organization depends to a considerable extent on the skills of different employees, especially that of the managerial cadre, to relate the organization to its environment. Therefore, in any organization, there is no question of whether to train its employees or not, the only choice is that of following a particular training and development method. Three factors that necessitate continuous training in an organization are technological advances, organizational complexity, and human relations. All these factors are related to each other.
Training and development can play the following role in an organization.
Increases Efficiency!
Training and development increase skills for doing a job in a better way. This is more important in the context of changing technology because the old method of working may not be relevant. As such, training requires even to maintain a minimum level of output.
Increases Morale!
Training and development increase the morale of employees. High morale is evidenced by employee enthusiasm. Training increases employee morale by relating their skills with their job requirements. The Possession of skills necessary to perform a job well often tends to meet human needs such as security and ego satisfaction. Trained employees can see the jobs in a more meaningful way.
Better Human Relations!
Training increases the quality of human relations in an organization. The growing complexity of organizations has led to various human problems like inter-personal and inter-group problems. These problems can be overcome by suitable human relations training.
Reduced Supervision!
Trained employees require less supervision. Autonomy and freedom can be given if the employees are trained properly to handle their jobs without the help of supervision. With reduced supervision, a manager can increase his span of control in the organization which saves cost to the organization.
Increased Organizational Viability and Flexibility!
There is no greater organizational asset than trained personnel because these people can turn the other assets into a productive whole. Also, Viability relates to the survival of the organization during bad days and flexibility relates to sustaining its effectiveness despite the loss of its key personnel and making short-term adjustments with the existing personnel. Such adjustment is possible if the organization has trained people who can occupy the positions vacated by key personnel. The organization, which does not prepare a second line of personnel who can ultimately take charge of key personnel, may not be successful in the absence of such key personnel for whatever reason.
Importance of Training and Development:
For companies to keep improving, organizations need to have continuous training and development programs for their employees. Competition and the business environment keep changing, and hence it is critical to keep learning and picking up new skills. The importance of training and development is as follows:
Optimum utilization of Human resources
Development of skills
To increase the productivity
To provide the zeal of team spirit
For improvement of organizational culture
To improve quality, safety
To increase profitability
Improve the morale and corporate image
Need for Training and Development:
Training and development of employees is a costly activity as it requires a lot of quality input from trainers as well as employees. However, the company must revise its goals and efficiencies with the changing environment. Here are a few critical reasons why the company endorses training and development sessions.
When management thinks that there is a need to improve the performance of employees
To set up the benchmark of improvement so far in the performance improvement effort
To train about the specific job responsibility
To test the new methodology for increasing productivity
Advantages of training and development:
Training and development have a cost attached to it. However, since it is beneficial for companies, in the long run, they ensure employees stand trained regularly. Some advantages are:
Helps employees develop new skills and increases their knowledge.
Improves efficiency and productivity of the individuals as well as the teams.
Proper training and development can remove bottlenecks in operations.
New & improved job positions can be created to make the organization leaner.
Keeps employees motivated and refreshes their goals, ambitions, and contribution levels.
Disadvantages of training and development:
Even though there are several advantages, some drawbacks of training and development are mentioned below:
It is an expensive process that includes arranging the correct trainers and engaging employees for non-revenue activities.
There is a risk that after the training and development session, the employee can quit the job.
Training and Development Process:
Training and development is a continuous process as the skills, knowledge, and quality of work need constant improvement. Since businesses are changing rapidly, companies must focus on training their employees after constantly monitoring them & developing their overall personality.
The steps for training and development processes are:
Determine the need for training and development for individuals or teams
Establish specific objectives & goals that need to be achieved
Select the methods of training
Conduct and implement the programs for employees
Evaluate the output and performance post the training and development sessions.
Keep monitoring and evaluating the performances and again see if more training is required.
Human resource management regards training and development as a function concerned with organizational activity aimed at bettering the job performance of individuals and groups in organizational settings. Training and development can be described as “an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of employees”. The field has gone by several names, including “Human Resource Development”, “Human Capital Development” and “Learning and Development”.
Some explanations of training and development are some of the major HRM tasks:
Most organizations see training and development as an integral part of human resource development activity. Centenary Turn has focused the same focus on organizations globally. Many organizations have made training hours mandatory for employees per year, keeping in mind the fact that technology is keeping employees at a very fast rate.
So what is training and development? Is it really important for organizational existence or can they survive without prejudice? Training and development is one more thing or are they different? Training can be described as an effort to improve or improve additional qualifications or skills in an employee employed at present to increase performance or productivity.
In technical training, there is a change in attitude, skill, or knowledge of a person with resultant improvement in practice. To be effective for the training, it should plan activities conducted entirely after analysis and goal after some qualifications, most importantly it is to organize in a learning environment.
When designing a training program, it should keep in mind that both individual goals and organizational goals are kept in mind. Although it may not be possible to ensure sync, competencies are chosen in such a way that victory and win for the employee and organization are created.
Generally, the organization prepares its training calendar at the beginning of financial training, where training needs stand identified for employees. This requirement of identification called ‘training requirement analysis’ is a part of the performance evaluation process. After the analysis, the number of training hours with training intervention was fixed, and it spread strategically in the following year.
A better understanding of Development:
Very time training with development is confusing, both components of the same system are different in some cases. The opportunities created to help growth workers grow. It is in the long run or the future in the future against the training, which focuses on the current job. It is not limited to the path of a job in the current organization but can also focus on other developmental aspects.
In Gaudier, for example, employees are expected to participate in the training program on presentation skills essentially, though they are also free to choose a course on ‘Leadership approach through literature’. While the presentation skill program helps them on the job, literature-based programs can directly help them or not.
Similarly, many organizations prefer some employees for the programs to develop them for future posts. This is done based on the current attitude, skills and abilities, knowledge, and performance of the employee. Most leadership programs are of this nature, with the view to making and nurturing leaders for tomorrow.
Therefore, the major difference between training and development is that training stands often focused on current employee requirements or eligibility intervals, while development concerns itself with the preparation of people for assignments and responsibilities in the future.
With technology, with more desk workers and industrial workers standing replaced by knowledge workers, training and development are at the forefront of HRD. In response to training and business needs, it is now in the Human Development Department to play an active leadership role.
Principles of Training and Development: Competitive advantage is referred to that ability of an organization which is not possessed by the other organizations and it is a competitive advantage which leads the organization to the top positions. The content is the study of explains – the key Principles of Training and Development, Training Principles and Techniques, and Training Procedure. There are many organizations in the world who are leading the markets by gaining competitive advantage in different fields of their business activities. Also, learn the Main Principles of Training and Development.
Understanding and Learn, What are the key principles of Training and Development?
One of the ways in which a firm can attain a competitive advantage over the competitors is by building a force of superior human resource. Now the question arises that how this force of superior human resource can build. The answer lies in a very important function of human resource management i.e. training and development. It has been observing that the employees or labor working in a competitive environment of the market always welcome the training and development programs which can enhance their skills and knowledge.
Nowadays every job holder understands that to sustain and grow in the career it is very important to polish their skills. It is not that time where one degree or diploma is sufficient for the whole life. Employees actively participate in several programs which are organizing by their organization and it has been observing that in some organization employee’s demand from their human resource department to arrange such training and development programs.
Successful organization of today has built its human resource workforce over the passage of time. There is no doubt that this workforce is a highly valuable asset for any organization and the only possible way to build this workforce is training and development. There are several theories which emphasize the importance of training and development in the organization and provides different alternative methods for training and development. A discussion of four major theories of training and development gives below.
What is the theory of Reinforcement?
This theory emphasizes on the learning behavior of a person and suggests that the learner will repeat that behavior which is attached with a positive outcome or result. Skinner an economist of the behaviorist school of thought proposed the theory of reinforcement and suggested that the training and development programs should align with the organizational objectives and a positive outcome should expect with such training and development programs. Further elaborating this concept suggested in reinforcement theory, it can argue that there are several techniques available in human resource practices which can associate with the training and development programs and the required suggestion by this theory can fulfill.
Different types of rewards in the form of bonuses, salary raises, promotion and awarding of certificate after the training program can associate with the training and development activities and these rewards will definitely generate a positive outcome. If this is done by an organization then according to the Skinner’s theory of reinforcement the trainer i.e. the employee will show more interest in the training and development programs held by the organization.
Learning Types:
The theory presented by Gagne emphasized on learning of intellectual skills. These are such skills which are found rare among the persons. He suggested by different learning types in his theory and each learning type contains some external and internal conditions. The five categories of learning which Gagne defined in his theory include intellectual skills, verbal information, attitudes, cognitive strategies, and motor skills.
Experiential Learning:
Experiential and cognitive types of learning are differentiated by the experiential theory of learning presented by C. Rogers. According to Rogers, the wants and needs of the learner are addressed by this type of learning. Experience gives the personal maturity and increases the learning power along with the knowledge. Due to personal involvement, the learner is able to conduct a self-evaluation test. Which allows him to understand the effect of learning on his/her attitude.
Social Learning:
The social theory presents a new view of learning i.e. social. According to the presenter of this theory, Albert Bandura, direct reinforcement cannot address all types of learning. Hereby direct enforcement means the training and development programs that are organizing to enhance the skills. According to this theory, such programs do not address all learning types. As there are some social elements which cannot teach. Those elements are learning by the learner from his/her surroundings.
Such type of learning calls observational learning and this learning associate with the understanding of different human behaviors. The first type of learning defined in this theory is through observation. In an organization, the environment and the surroundings play a very important role. The environment should be very professional and the surroundings should be in such a way that the people (employees) learn from them.
Extra knowledge:
This theory also suggests that it is not necessary that the behavior change after learning something.
It expects that a person’s behavior changes after learning something, but it is not in all cases. Furthermore, the theory also explains the mental states which play a vital role in the learning process. If the mental status of the person is negative regarding any learning activity then. He will not take part in that learning process and even. If he forces to do so, he will not gain any positivity from that process.
In organizational training programs, the mental state can make positive regarding the training and development programs by associating the rewards and benefits with such programs. Which will motivate the employees and help to build a positive mental state? The case company also follow this theory. As it allows the employees to learn from the surrounding and provides an environment where they can learn from their supervisors/managers and coworkers.
Training Principles and Techniques:
According to Pigors and Myres, training principles and techniques include:
The trainee must want to learn. His motivation to improve his job performance or to learn a new skill must be high.
There should be some reward at the conclusion of training viz., promotion or a better job.
The trainer should ask the trainee as to whether he is learning the job correctly. This knows as feedback.
Training is best to accomplish through learning by doing rather than by listening.
The material to learn should develop in stages.
When the trainee gives the correct response, he learns the job.
Training Procedure:
First of all the instructor must prepare. He should know both his job and how to teach it. On the basis of job analysis and job description, various operations should plan. In order to avoid delays, everything must be ready before training starts.
The next step is the preparation of the trainee. The fact that the employee is learning the job for the first time should keep in mind. The importance of the job, its relationship with the other jobs and the importance of rapid and effective learning should explain.
The operations should then present carefully and patiently. The sequence of the entire job explains by taking one point at a time.
The performance of the trainee should then try by asking him to explain each step and do the practical.
The employee is then put on the job. In the follow-up action, his performance should frequently check and questions should encourage.
What are the key principles of Training and Development? Image Credit to ilearnlot.com.
Learning principles in training and development. Since training is a form of education some of the principles that emerge from learning theory can logically apply to training. Learning is the human process by which skills, knowledge, habits, and attitudes acquiring and utilizing in such a way that behavior modifying. Also, Discussion of the main Nature of Planning! The principles of learning in training provide additional insight into what makes people learn most effectively. The principles have been discovered, tested, and used in practical situations. Also learn, the Principles of Scientific Management, What are the Principles of Learning in Training?
Learn and Explain, learning principles in training and development
Meaning of Training: Organize an activity aimed at imparting information and/or instructions to improve the recipient’s performance or to help him or she attain a required level of knowledge or skill. Training is teaching or developing in oneself or others, any skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one’s capability, capacity, productivity, and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology.
The following learning principles in training and development should satisfy by a good training program:
Practice – Employees learn faster when theory and practice go hand in hand. Employees under training should allow to participate in actual work performance.
Active Process – The individual learns better when more of his senses are utilized in the efforts and he becomes more involved in the process of learning.
Guidance – Learning is more efficient if it is not by trial and error but by guidance from the expert. Guidance can speed the learning process and provide feedback as well.
Trainee Readiness – People who are not ready to learn will not learn. Consequently, an effective training program must comprise individuals who are ready to learn the skill at hand. Determining trainee readiness involves examining certain important issues.
Motivation – The trainee must motivate to improve his skills or knowledge by increasing compensation, promotion, recognition, etc.
Relevance – Most trainees quickly develop the perception of whether training is relevant. If trainee perceives that the instruction will help them on the job, they are much more likely to be receptive to the training. If they do not perceive they are more likely to demonstrate active or passive resistance in the training.
Reinforcement – Reinforcement is another critical principle of learning. It involves the process of providing financial rewards or non-financial incentives such as praise or recognition. Reinforcement can often encourage trainees to become more interested and involved in the training.
Standard of performance – The standard of performance must be set for the learner. The standard provides goals and gives a feeling of accomplishment when the employees achieve them.
Feedback – To understand the potentialities and limits of improvement of an employee the progress of his training must receive from time to time.
Photo Credit to Pixaby, More free Images, Also, Thanks!
