How to Design a Security Course

The topics of training courses for prospective students often cause boredom, but this is only one of the characteristics of these programs. It is crucial for employees to thoroughly master the course material to be prepared for any questions at any time. Training clients require students to not just understand it superficially, but to fully master the information without shortcuts or simplifications. This is explained by a high degree of responsibility: regulatory documents, regulations, and instructions, especially those related to safety, are critically important and must be taken seriously. As Ivan Bulavkin, Deputy Head of Distance Learning at the Information Technology Center of the Russian Railways Corporate University, notes, these documents are "written in blood," emphasizing their importance and the need for careful study. Corporate training experts and Skillbox methodologists shared principles for developing courses on complex and challenging topics. While there's no one-size-fits-all solution for turning difficult and dull topics into engaging courses, there are several key rules that can significantly simplify the process. These recommendations will help make training more accessible and understandable for participants, as well as improve its effectiveness.

Structure the material—it's possible, even if it can't be simplified

According to Ivan Bulavkin and Dmitry Sukhov, Head of Programming Methodology at Skillbox, simplifying important information can have negative consequences for both work processes and employees. Simplification can reduce the quality of task completion and understanding of key aspects, which in turn can impact employee performance and professional growth. Therefore, it is important to maintain the depth and accuracy of information to minimize risks and improve productivity.

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Learning content must be assessed critically. Content can be divided into key elements, which are fundamental, and supporting elements, which play a secondary role. Information can also be classified by levels depending on learner segments. For effective memorization of complex information, the intensity of its acquisition is particularly important. This will allow learners to better absorb the material and apply it in practice. Training levels will be determined by the degree of responsibility associated with a specific position. Similar to learning English, not everyone needs to reach level C1 or C2. Many people only need a level B1 or B2 to perform their professional tasks. This allows for an optimal approach to educational requirements, adapting training to real needs and tasks. An ordinary manager only needs to know the conditions under which they can independently conclude a procurement contract for corporate needs without prior approval. It is also important to understand in which cases consent is required before concluding a contract. It is inappropriate to overload them with unnecessary information about legal regulations and the risks associated with certain requirements. A focus on practical aspects will enable managers to effectively perform their duties, minimizing potential errors and improving decision-making efficiency.

Training in safety procedures and specialized processes is an important part of professional development. Effective training in these areas contributes to increased safety and improved task performance. Applying specialized knowledge and skills helps minimize risks and improve work efficiency. Investing in training helps build a qualified team capable of handling any challenges in their field.

A company's manager may require all personnel to be trained in fire safety rules. However, the organization has employees responsible for fire safety in specific departments who require a thorough understanding of this topic. The rest of the employees only need to learn the general rules. Before organizing training, it is important to clearly define the knowledge required for each group. This will allow for effective distribution of the training material and ensure that it meets the actual needs of employees.

Detailed and detailed instructions do not always need to be memorized in their entirety. In most cases, an understanding of the basic principles and key steps is sufficient to successfully complete the task. This saves time and effort by focusing on the most important aspects. Instead of memorizing all the information, it's better to learn to identify key points and apply them in practice. This approach ensures more effective knowledge absorption and improves skills in following instructions.

Employees often only need to understand the key steps of a task, while numerous additional details can be effectively visualized using tooltips that are always available. This increases productivity and reduces the likelihood of errors, ensuring more efficient task completion.

When developing a course, a training specialist must determine which information must be memorized and which can be understood in general terms. Olga Titova illustrates this with an example: a training specialist is asked to train employees on how to operate complex equipment, including memorizing the functions of all the buttons on the control panel. It is important to highlight key aspects to ensure effective and targeted training without overloading employees with redundant information.

When communicating with the client, it often becomes clear that employees only need to memorize the general process, while all additional information can be presented as reminders and posted in accessible locations. This means that memorization is not necessary. The course developer should consider the needs of employees and avoid forcing them to memorize information that is not critical to completing the tasks. This approach promotes more effective learning and increases productivity.

The right cheat sheets are a useful tool for memorizing and assimilating large amounts of information. They help retain knowledge for the long term. Ivan Bulavkin recommends facilitating the learning process for employees: prepare additional course materials that they can print and place at their workstation. These could include checklists, memos, cards, diagrams, and other formats. It's important that employees can take key information with them, which will significantly improve their learning and increase their productivity. A well-structured structure for difficult-to-remember information is a key element of effective training. Concise information blocks and interim tests at each stage promote better retention. Vadim Kholodtsov, Deputy Head of the Business Transformation Technologies Training Center at the Russian Railways Corporate University, emphasizes the importance of this approach. He also recommends limiting the time spent on courses to avoid quickly forgetting information learned early on. Effective learning requires attention to structure and timing, which significantly improves the absorption of material.

Visualize information

The more clearly information is presented for memorization, the more effectively it is absorbed. This opinion is shared by all experts in the field of learning and cognitive science. The use of visual elements such as graphs, charts, and tables significantly improves comprehension and retention of material. Effective visualization methods help highlight key points and simplify the learning process, which is especially important in today's information overload.

The content of a technical instruction or regulatory document is extremely important, but simply copying text onto slides is ineffective, notes Vadim Kholodtsov. It is necessary to process and visualize the information to make it more understandable and accessible to the audience. Effective presentation of data on slides can significantly improve the absorption of material and improve the perception of key points. Therefore, it is worth paying attention not only to the information, but also to its presentation.

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Diagrams, tables, and figures should be designed to present information clearly and accessibly. This will allow people to easily perceive data and reproduce it in critical situations. Effectively presented visual materials help them better absorb information and quickly find the right solutions in complex situations.

Translate into plain English

Special terms and definitions that the training client considers mandatory for memorization may prove irrelevant to employees in their practical work. Olga Titova emphasizes that the methodologist should first determine whether specialized terminology will actually be used in employees' work. If its use is relevant, it is important to include these terms in the training course. However, if the terms have no practical meaning, there is no point in forcing employees to memorize them. Instead, you can present the basic concepts in simple and accessible language, which will make the training more effective and targeted.

As part of a compliance course, employees do not always need to delve into legal nuances, such as the difference between a bribe and commercial bribery. It's important to remember the key rule: gifts to company partners must not exceed the established value limit. This will help avoid ethical violations and ensure legal compliance.

Create examples and organize practical exercises

Risk-related training, whether it's fire safety, technical safety, or compliance courses, requires a practical approach. Applying rules to specific situations helps participants better absorb the material. Using real-world examples promotes deeper understanding and retention of information, making training more effective. The more practical cases considered, the greater the likelihood that employees will be able to respond appropriately to potential threats and risks.

Studying specific cases promotes a deeper understanding of the significance and context of the rules. Practical application of theory to real-world examples helps students better absorb the material and see its relevance in various situations. This approach not only increases engagement but also develops critical thinking skills, which is an important aspect of the educational process.

Gaining new experience through analyzing the actions of others or experiencing a situation firsthand is a key aspect of effective learning. Memorizing information is not associated with the correct action in a critical moment. You can easily answer a technical question, but when a decision needs to be made and a specific action taken, it's important not only to know where the necessary lever is, but also to understand how hard to move it, in what direction, and how to ensure the task is completed successfully. This emphasizes the importance of hands-on experience in learning and decision-making.

The expert emphasizes that a key element of learning complex topics is regular practice, including solving cases and analyzing hypothetical situations to reinforce knowledge. Constant drills, repetition of situations, and detailed analysis of multiple cases help create a learning environment in which students solve problems and apply new information. This approach is the only way to form new algorithms of actions in the mind.

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Sukhov mentions that computer games dedicated to military and aviation Thematically, these games serve as an interesting example. Many of these games were created with the support of defense agencies and are used as training simulators for specialists. Such interactive applications not only entertain but also help military and aviation personnel hone their skills in a safe environment.

Studying theoretical aspects often fails to convey their practical significance, which leads to a lack of emotional and contextual engagement. Sure, you can remember the information, but will it be applicable in a critical situation? The best approach to training involves simulating extreme situations using simulators, specialized testing, and virtual reality. However, when developing live training programs, it is important to remember that modern technologies are only a tool, not an end in themselves.

Olga Titova supports this approach, emphasizing that even the most dry legal documents can be transformed into engaging cases, stories, and scenes reflecting real-life situations from professional practice. For example, training on a company's anti-corruption policy can be transformed into an engaging quest, making it not only informative but also engaging for participants. This approach promotes better assimilation of the material and increases employee engagement in training.

In this section, we invite you to familiarize yourself with additional materials and articles that may be useful for a deeper understanding of the topic under consideration. Immerse yourself in the world of interesting information and expand your knowledge. Don't miss the opportunity to learn more and improve your skills in this area.

The Dale Pyramid: Is Practice Really Better Than Theory in Learning?

The Dale Pyramid, developed by Edgar Dale, illustrates the effectiveness of different learning methods. According to this model, hands-on experiences, such as participating in discussions and hands-on activities, provide deeper understanding and retention of information compared to traditional lectures and reading.

Research shows that active engagement in the learning process helps people learn better. Students who apply knowledge in practice are able to retain up to 90% of the information, while passive methods, such as reading or listening to a lecture, allow them to remember only 10-20%.

Thus, the Dale Pyramid emphasizes the importance of hands-on learning and its impact on the effectiveness of knowledge acquisition. This makes practical exercises and active participation in the educational process key elements of modern training.

Build motivation through comfort, emotion, and group work

The main problem with courses devoted to important but uninteresting topics is the low motivation of employees to complete them. Even if they recognize the importance of this knowledge for their own safety, many employees are unwilling to participate. This leads to a lack of necessary skills and knowledge, which can negatively affect the safety of both employees and the entire organization. To increase interest in such courses, it is important to implement interactive training methods and use practical examples that demonstrate the real value of the knowledge acquired.

Experts believe that the most effective way to motivate in this situation is to use a variety of approaches and methods. It is important to consider the individual characteristics of each person and their needs. The use of positive reinforcement, the creation of a comfortable working atmosphere, and clear goal setting can significantly increase motivation. Moreover, regular feedback and recognition of achievements help build interest and engagement. Thus, proper motivation not only increases productivity but also promotes the development of professional skills.

through communicating value—that is, convincing employees that training will help them improve their work (there will be less confusion, errors, risks, and so on, and they will save time on automating processes);
through the social component—that is, working together to develop common principles.

Particular attention should be paid to live group training, especially in the context of risk-related topics, as Dmitry Sukhov emphasizes. This training format allows employees to independently analyze a variety of situations and identify potential risks. Collaborative discussion participants allow them to examine problems from different angles, immerse themselves in the process, and better remember key algorithms and basic work rules. Live interaction promotes a deeper understanding of the material and the development of the skills necessary for effective risk management.

Sukhov emphasizes the importance of understanding principles rather than memorizing rules. He argues that knowing a few key principles eliminates the need to memorize numerous facts. In this context, he emphasizes the social component, which helps people reach agreements. For example, a team might agree on ten core principles that they will adhere to when considering new tasks and situations. Memorizing just ten principles is relatively easy, facilitating interaction and decision-making.

There is no universal recipe for conducting synchronous or asynchronous training, or for a group or individual format. The format and methodology for delivering the material depend on the target audience, specific tasks, and other standard factors. It is important to consider the characteristics of the learners and the learning objectives to achieve maximum effectiveness.

If a person only needs to master the theory, they can take the course asynchronously, using a computer or phone, without the need for a lecturer. However, for real mastery of skills, live training is becoming preferable. It provides the opportunity to practice, ask questions, and receive individual feedback, which significantly enhances the learning process. Olga Titova emphasizes the importance of such conditions for the effective acquisition of new knowledge and skills.

When using an asynchronous learning format, where each employee independently studies a recorded course, Ivan Bulavkin recommends introducing elements of "almost personal" communication, similar to those found in in-person training. For example, it's worth adding an introductory speech to the course from the department head or an internal expert respected within the company. They can simply and informally explain the benefits of the course and highlight key points worth noting. It's also helpful to include comments and examples from experts, so they can share real-life situations from their own experience. This will help create a sense of support and unity, demonstrating that the employee taking the course is not alone and has the support of the team.

However, building motivation on fear is not a good idea.

When a course covers serious risks for employees or the company, such as technical or fire safety, compliance, and other important topics, many wonder how to effectively motivate people to learn. The idea often arises of using fear as the primary motivator. However, this approach is ineffective in the long term. Intimidating employees with large fines or possible tragedies in the event of a safety violation can lead them to complete the course only as a formality, without changing their work habits. As a result, instead of improving safety, we may face a situation where employees merely try to hide their violations. Effective training must be based on an understanding of the importance of following rules and their impact on the safety and well-being of all employees.

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Self-preservation instinct While fear is an important aspect of our nature and should be addressed, it's important not to overdo it. From birth, we are wired with three basic instincts for self-preservation: individual, group, and species. These instincts significantly influence our decisions and behavior. Therefore, when developing educational programs, it's important to consciously integrate elements that can evoke fear or motivation. Otherwise, it can lead to unnecessary intimidation or, worse, manipulation of the audience. The harm from such methods often outweighs the potential benefit, as Dmitry Sukhov emphasizes. Effective use of self-preservation instincts in training should be balanced and ethical, to promote development rather than create anxiety.

Experts advise:

deliver potentially difficult information calmly and in measured doses, avoid putting pressure on the employee, avoid reminding them of fines, and avoid overly frequent gory examples during training;
immerse them in context: explain how the need for a particular rule arose (the appearance of new equipment, an algorithm of actions, etc.), how often difficulties arise in practice, and why the rules help avoid them.

The goal is to develop in employees a conscious understanding of risks and knowledge of how to act correctly in various situations, rather than a fear of mistakes. This will help create a more trusting atmosphere in the team, where everyone can openly share their thoughts and propose solutions. Increasing employee awareness of the potential consequences of their actions will help reduce errors and improve overall work efficiency.