Training & Development of Fire & Rescue Staff - Dissertation Example

For an effective and valuable training system to be provided, its effectiveness should be measured as well (Moats, Chermak, and Dooley 2008). Due to financial constraints, agencies and organizations cannot afford the provision of training that is not assessed for its importance or contribution to accomplishing organizational goals. Training and development should always be congruent with the organizational mission to achieve long-term objectives (Brinkerhoff 2005). Effectiveness is the main component for training and development in any organization as it allows workers to acquire and develop the skills and knowledge necessary to successfully perform their tasks.

  For organizations to initiate efficient training for their workers, such systems must be evaluated to determine whether these are consistent with the organization’s overall strategy; moreover, examining the processes and decisions made to ensure the effectiveness of training is also of great importance (Mitroff 2005). Organizations in the public sector have also spent a considerable amount of money to generate a knowledge-based workforce that can be capable of providing efficient services that the community expects.

At present, however, numerous complaints and issues have been aimed toward the public sector’s inefficiency in delivering such services. Hence, the current study focuses on the training programs of the fire and rescue services and how such activities can create an impact on these professionals and their role performance. In the United Kingdom, the fire services (FRS) are operated under distinct arrangements in Wales, England, Scotland, and Northern Ireland. They are directly controlled by the government and provided funds by the fire authority.

The London Fire Brigade follows high standards of operational practices and management to make sure that effective and efficient discharges of fire and rescue operations are carried out (LFB 2011). They also focus on their responsibilities for emergency planning as well as continuous improvement of their performance and efficiency. Their department for resilience and training is mainly responsible for delivering skills/