Pros And Cons Of Online Sexual Harassment Training

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training every two years (Deschenaux, 2007). In addition, the employer must answer all employees’ questions within two days, and all of the trainers much meet a high level of standards (Deschenaux, 2007). This article does not encourage online training courses to meet the state obligations. “Calif. Training Rules On Harassment Final” is another great example as to why it is important to stay up to date on laws in the human resources profession. Laws continue to change and require more from employers. For the Sexual Harassment training plan, it will be imperative that this not only in full implementation, but is an ongoing and growing project that stays up to date with all laws.
This article is about online sexual harassment training. …show more content…

Computer based training is effective because it is easy to track, outreach is more efficient with just in time learning, and the content of the training is more consistent than with an instructor-led training (Pruesser,Lynn & Nordstrom, 2011). While Instructor-led training can be more natural for older employees that are not as familiar with technology, it is also easier for the employees that lack the self-motivation or control to ensure they complete the self-paced training. Regardless of the type of training the company chooses the article states that it is imperative for a company to evaluate the type of training utilized for effectiveness (Pruesser,Lynn & Nordstrom, 2011). If it is not working, it is time to consider other alternatives (Pruesser,Lynn & Nordstrom, …show more content…

This particular article tells the reader how to manage and even prevent sexual harassment with four steps. The first step is to have a sexual harassment policy that is clear and very well defined (Mulligan & Foy, 2003). The second step is to look at what sexual harassment currently exists within the organization; these areas need to review immediately (Mulligan & Foy, 2003). Thirdly the business needs to make sexual harassment training a top priority for all employees (Mulligan & Foy, 2003). Lastly, the report states employers must have a complaint procedure in place for sexual harassment resolve and investigation (Mulligan & Foy,

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