Contingency planning is a vital skill for emergency management professionals, but not every department has the same needs, resources, or risks. How can you tailor your training to suit different scenarios and audiences? Here are some tips to help you customize your contingency planning training to meet different department needs.
Before you design your training, you need to understand what your department wants to achieve and where it needs to improve. Conduct a needs assessment to identify your department's strengths, weaknesses, opportunities, and threats (SWOT) related to contingency planning. You can use surveys, interviews, focus groups, or observations to gather data from your staff, stakeholders, and partners. Based on your findings, you can define your training objectives, outcomes, and indicators.
Primeiramente conhe?er a fundo realmente o contingente que se tem a m?o e se realmente esse contingente atende a necissidade da companhia. Direcionar os treinamentos em fases conforme nivel de atendimento a cenarios criticos. Podendo seguir ainda os resultados dos simulados realizados ao longo do ano.
When delivering your contingency planning content, you can choose from a variety of training methods and tools depending on your department's size, budget, and preferences. For example, online courses can be used to create self-paced or instructor-led courses with interactive features like quizzes, videos, or simulations. Webinars are a great way to host live or recorded sessions that provide more in-depth or specialized information on contingency planning topics. Workshops can be organized face-to-face or hybrid to allow for more hands-on or collaborative learning. Coaching can also be provided through phone, email, or video calls with tools like Google Docs, Dropbox, or Evernote to share and review documents, plans, or resources.
No matter what training methods and tools you use, you must tailor your training content and style to the needs and characteristics of your department. To do this, consider the level of knowledge, type of risk, and culture and diversity in your department. Assess the department’s prior learning and gaps by using pre-tests, surveys, or interviews. Match their learning needs and goals with different levels of difficulty, complexity, or detail. Tailor your training content to reflect the specific type of risk and exposure to emergencies or disasters by using scenarios, examples, or data that are relevant and realistic. Respect and accommodate the culture and diversity in your training style and delivery by using language, tone, and terminology that are appropriate for the background, values, and beliefs in your department. Utilize different modes of communication such as verbal, visual, or written to suit their preferences and learning styles. Additionally, you can use different types of contingency plans depending on the department’s functions and responsibilities.
After you deliver your training, you need to evaluate and improve your training based on your department's feedback and performance. You can use post-tests, surveys, or interviews to measure your department's learning outcomes and satisfaction. You can also use indicators, metrics, or reports to monitor your department's progress and impact on contingency planning. Based on your evaluation results, you can identify your training strengths, weaknesses, areas for improvement, and best practices. You can also use your evaluation findings to update, revise, or refine your training content, methods, and tools.