The sexual harassment training program considers the impact of sexual harassment on the organizations and the individuals. The sessions are meant to inspire change in behavior and encourage reporting of harassment incidents. Ultimately, the goal is to create a favorable workplace environment.
Planning
The training targets all employees of all levels. However, the training will be conducted in periods for the different segment of employees. Therefore, few employees from each department will be chosen to undergo the training at each session to allow normalcy of operations at the company. Although training is critical to any organization, training programs should not interrupt the daily functions of the organization. Line managers and section employees are chosen to have a mixed audience of management and subordinates given the nature of sexual harassment cases (Noe " Peacock, 2002).
Sexual assault cases do not occur in a top-down manner only. Harassment cases can be between colleagues and subordinates too can harass their superiors (Hersch, 2015). The primary objective of training is to create awareness of sexual harassment including its effect on the harasser, the assaulted, and the organization. Expected training outcome are as follow;
Ø Awareness of sexual harassment;
Ø Understand and adherence to the organization’s policy concerning sexual harassment;
Ø Reporting cases of sexual harassment; and
Ø Creating and maintaining a favorable workplace that is productive
Design
Human beings best learn when information is given in bits. However, due to time and financial demand of a spaced practice sessions, massed learning session would be more appropriate. It is imperative that organizations choose the most cost-effective yet efficient training program (Noe " Peacock, 2002). Under cost and efficiency considerations, the most appropriate mode of educating the employees would be through a series of seminars. Furthermore, when the employees are not localized, there is an increased cost of transport or/and accommodations for the trainees. Therefore, the venues for the seminars will be at the most convenient place according to the localities of the departments or branches of the organization. Workshops are given by professionals on the topics that are presented hence covering all the issues on the subjects. To ensure that the training objectives are met, measurable goals will be outlined at the beginning of the training (Brown, 2002). Also, employees prefer attending seminars as they view it as a break from work. Such an environment will ensure the success of the program.
Implementation
The training will be conducted by contracted experts on sexual harassment in the workplace. Seminar program will be availed to the trainees. Lunch too will be provided to avoid time wastage and strict adherence to timeline.
The training program is meant to pass on knowledge mainly on the laws and policies applicable to sexual harassment, types of sexual harassments and the ways to stop the harassments. It is also meant to inspire a change in attitude and behavior of employees who may have been harassing their colleagues knowingly or unintentionally. Therefore, a combination of interactive sessions and lectures will be applied.
Evaluation of the training outcome
Assessment is meant to connect the objectives and the result of the training. Therefore the immediate feedback will be received through interactive question and answer sessions and a feedback form that the trainees will fill to give their opinion on the outcome of the training program (Jehanzeb " Bashir, 2013). Also, feedback from the contracted experts on their observation during the training sessions will provide valuable ground to gauge the result. Training is essential to all organizations. Investing in sexual harassment training will provide a safe and comfortable environment for the employees thereby increasing productivity. Since training is a continuous process, the work environment will continuously be reviewed at six months intervals (Brown, 2002).
References
Brown, J. (2002). Training needs assessment: A must for developing an effective training program. Public Personnel Management, 31(4), 569 - 578.
Hersch, J. (2015). Sexual Harassment in the Workplace . IZA World of Labor.
Jehanzeb, K., " Bashir, N. A. (2013). Training and development program and its benefits to employee and organization: A conceptual study. European Journal of Business and Management, 5(2), 46 - 53.
Noe, R. A., " Peacock, M. (2002). Employee Training and Development . Sons " Allyn Publishers.
