Rescue Mission Training Programs
Training is a continuous process. The staff members education continues as long
as he or she remains on the job. A rescue mission manager, in addition to directing and
controlling, must be able to teach staff members things are to be done and the way in
which they must be done. A manager must be a good teacher as well as a leader.
Adequate training is the key to developing a proper attitude. Knowledge of the
operations and the skill needed to perform well are the best help management can give its
employees. Misunderstandings lead directly to poor attitudes and discouragement. A
discouraged staff member soon has to be replaced, but confidence gained through knowledge
strengthens self-assurance. Self-assured staff members are far less likely to become
disinterested. The training period is the time to explain how to use the techniques that
will make customers, patients, or clients happy. Training in rescue mission should cover
five broad topics:
- Staff member job instructions
- Relationships with other staff members and with management
- Sanitation and safety
- Improvement of work methods, quality, and cost control
- Technical job information
- Learning must be used. Everyone tends to forget those items of knowledge and those
skills which are not used regularly. The training program must provide opportunities to
use what is gained.
- Success is important. Knowledge not only must be used but used successfully to become
permanent. The instructor should be careful to see that the trainee is successful in the
application of his new knowledge.
- Incorrect habits must be changed. Where incorrect responses have been learned, the
trainer must first show the learner why they are wrong or undesirable and then help him
build up a new pattern of response.
- Learning can be transferred. A pattern of response or a fund of knowledge which has been
developed to meet one situation can be used to solve a new problem or meet a new need. The
training program should provide opportunities to develop this ability.
- Learning does not always progress readily. The instructor must be prepared to meet
situations where learning slows down for period of time and then shows an upward trend.
Individual trainees may have different patterns of progress and the trainer must adjust to
- Learning depends upon experience. The workplace training program should provide a
variety of experiences in order to give the students the greatest possible number of
opportunities to learn.
- Individuals learn at different rates. Training programs must be flexible enough to allow
each trainee to progress at the rate which is best for his own development. The rescue
mission manager must show an interest in them and continue to give them a helping hand as
InvolvementThe Key to a Successful Training Program
Donald P. Crane, professor of management at Georgia State University., states,
"Considerable attention is being given to the placement of involvement techniques and
training programs. Involving the trail maintains interest, stimulates thinking, and helps
relate book edge to the real world." People like being involved. They like
made to feel part of an activity. Staff members in rescue mission are no exception. Here
is how the manager can involve the staff members in developing a training program:
- Preplanning. Initially rescue mission staff members can become
involved with the preplanning stage of developing a training program. Most rescue mission
staff members are keenly aware of their inadequacies.. When asked, they will volunteer
topics for study and discussion that they feel will be beneficial to them and to their job
- Setting the stage. It is important to conduct the training
programs in an area that is familiar to the trainees because they will feel relaxed in a
familiar setting. It is also preferable to limit enrollment to ten or fifteen people so
that everyone has an opportunity to talk. Pushing tables together, conference-table style,
permits face-to-a new pattern face contact. This also encourages involvement.
- Encouraging free discussion. Each trainee should be encouraged
talk. Communicating orally builds rapport and breaks down barriers. The rescue mission
manager will need to ask questions to guide the discussion and to encourage trainees to
- Developing awareness. With free discussion, an
awareness of common objectives and common problems develops.
- Stimulating competition. Once awareness and rapport are
developed among the trainees, a healthy competition often arises and stimulates
achievement. Education of the rescue mission staff is basically the responsibility of
themission manager, with guidance from the experts in the field of rescue mission work.