Violence management training: The development of effective trainers in the delivery of violence management training in healthcare settings

Generally, in training evaluation research, the delegate becomes the focus of
measurement. Unless one can demonstrate that training has achieved the learning
outcomes it set out to achieve (ie increased knowledge, capability, techniques,
skill, reactions, etc) then evaluations offer organisations little value.
Without such evidence of effectiveness key stakeholders are unable to make
informed decisions either about the future of training or about the strategies
and actions needed to support the transfer of competence. Although delegate
based evaluations are critical, an often overlooked element in determining the
effectiveness of any training programme is the issue of delivery, in particular
those who deliver violence management training (the trainer).
The British Health and Safety Executive (HSE) has published new research data,
set out to identify the competencies that make for an effective violence
management trainer and to review practices and procedures associated with the
selection, development and management of trainers.

The provision of violence management training is a central component of the
organisational strategy for tackling work-related violence across the
Healthcare sector. Previously published research has documented evidence for
the effectiveness of violence management training through the national
evaluation of such training in Healthcare settings. Often overlooked in
assessing training effectiveness is the issue of delivery e.g. the person
delivering the material and the methods used to support the delivery of
information, knowledge and skills. This research project and report is
concerned directly with the violence management trainer and associated systems
that are deemed necessary for selecting and developing competent and confident

The role of the violence management trainer is now becoming increasingly
apparent and important in assisting organisations in successfully achieving
their corporate objectives associated with work-related violence. Trainers
should not only be concerned with developing individual knowledge, skills and
capability in dealing with work-related violence but also and arguably more
importantly, be concerned with communicating about and demonstrating the value
of the various organisational initiatives, practices and procedures that are
being planned or are already in place for tackling work-related violence. The
national evaluation of violence management training found that the most
effective form of violence management training (i.e. most valuable in terms of
its impact on health, well-being and other attitudinal and performance
outcomes) was the type of training that situated the content of the programme
within the everyday organisational context of those in attendance (i.e. the
training made sense to the delegate; they could see the relevance of the
training with respect to their environment and how training was supported by
organisational practice was demonstrated).

More info

AplusA-online.de - Source: Health and Safety Executive