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Training Trends and Issues
When training employees, either new or long-standing, there are trends that are implemented all around the world. There are also many issues that arise with training methods and individuals. This article summarizes both.
The economy has forced many changes upon industries. It has caused companies to tighten their purse strings and change the way employees are being treated and trained. According to William Cron, Greg Marshall, Jagdip Singh, Rosann Spiro and Harish Sujan, (2005), "Given that the demands of the job have changed, it follows that the type of person the organization selects for this job and the training he or she receives must also change." The relationship between employees and their employers have had to change slightly to accommodate this change.
One trend that companies are resorting to is adapting training to meet specific KSA's, or knowledge, skills and attributes. "The difference between training for task-related KSAs versus growth-related KSAs is of considerable importance while training for adaptability," (Cron, Marshall, Singh, Spiro and Sujan, 2005, p 126). KSAs have to be examined and considered when thinking about employment and job descriptions.
If KSAs are not taken into consideration, hiring new employees will be difficult and some new hires will be inappropriately chosen. This will cause wasted time and money. It can often times be very expensive to train employees and take months before the employee is adequately trained.
A second trend in the United States is the move toward obtaining technology to use for training purposes. E-learning is on the rise. According to Martyn Sloman (2020), "Learning technology has made more progress in the US, where practitioners are wrestling with the issues of linking e-learning and performance. There also seems to e a huge wave of concern about return on investment (ROI) in the US."
E-learning has become very convenient for people to use. The internet allows for real time communication, which keeps people up to speed very quickly. Communication is instantaneous.
E-learning allows for training to be streamlined. An individual in New York and one in China can be trained at exactly the same time of exactly the same material by accessing a hard drive or e-mail message. Training can also be monitored by supervisors or the trainers to track progress and determine if the trainee is on track or not, falling behind or is past progress.
A third trend that is happening is training on age discrimination. With an ever growing aging population, the workforce has to understand the challenges this can create. The legal landscape is continuously changing. Todd Maurer and Nancy Rafuse (2001) said "In the future, a higher number of workers will be in the over-40 category, the group protected by the Age Discrimination in Employment Act (ADEA)."
"Prior reviews of legal trends in this area have focused, not surprisingly, on clear forms of discrimination on the basis of age, such as hiring, firing and mandatory retirement, promotion, demotion and benefits, such as pension and severance pay," (Maurer and Rafuse, 2001). This is something that greatly surrounds and affects human resources personnel. What happens if a suit is placed based on the firing of employee on the basis that it was about age?
"Because of changes occurring in the workplace, there is a growing consensus that training and development experiences and the culture of organizations related to learning are perhaps more important than ever," (Maurer and Rafuse, 2001). The types and methods of training are diverse and should be picked on the uniqueness of the situation at the time. There are workshops, training programs, seminars or courses that can be taken. E-learning could be used or face to face training. Workers are needed, now more than ever, to continue with learning as time progresses.
In years past, workers would be able to continue with the same job and routine without having to learn any new information and tasks, but with increasing technology and economic changes it is a requirement. It would be very easy for a human resources professional to get caught up in a suit that involves discrimination for this reason.
In conclusion, the three trends that have been identified are: examining KSAs, e-learning and age-discrimination training. Each of these are vital to the success of an organization of a whole. If human resources is not up to date on these tasks, it could prove very troublesome.
Cron, W., Marshall, G., Singh, J., Spiro, R., Sujan, H. (2005). Salesperson selection, training and development: Trends, implications, and research opportunities. Journal of Personal Selling amp; Sales Management, XXV(2), 123-136. Retrieved from Business Source Complete.
Maurer, T., Rafuse, N., (2001). Learning, not litigating: Managing employee development and avoiding claims of age discrimination. Academy of Management Executive, 15(4), 110-121. Retrieved from Business Source Complete.
Sloman, M. (2020). Events reveal transatlantic training trends. People Management, 13 (16), 50. Retrieved from Business Source Complete.