Differences between Cole and Dalton Approach - Essay Example

Differences between Cole and Dalton Approach The two glaring differences between Cole and Dalton approach in the documents is with regard to (a) Performance standards of the hired employees and (b) In the Dalton document a metric-based approach to asset protection is highlighted and given much credit. Dalton is greatly concerned about the asset protection of the organization and his emphasis is on the specialized skills of the hired personnel for the important and sensitive jobs. As for the differences stated as per appoint (a) above, the standards of performances required of all personnel assigned by the contractor, including himself, need to have qualifications and other merit for Private Security Guards, as per the laws of the State or District. The eligibility and the qualifying standards are clearly indicated. In the Dalton approach, the after-employment performance standards are more elaborate and specified. Each and every area, in relation to the Performance Standard is left without ambiguity. As for the differences related to point (b) above, Dalton’s main concern seems to be asset protection of the client. The employees of the contractor have a direct, specified responsibility in this area. The approach of Dalton to Corporate security concerns is both traditional and legal. That of Cole is modern, forward looking and humane. Cole is also fully aware of the legal responsibilities of the service provider, the client and the personnel engaged by the service provider. 2. Which document has the most comprehensive insurance reporting requirements and what purpose and does this serve? Richard Cole’s document has the most comprehensive insurance reporting requirements. As per this document, the contractor has to provide a number of insurance certificates, prior to commencing any services, for the client, such as Worker’s Compensation Insurance, including Employer’s Liability Insurance etc. It is a perfect and an ideal legal document as far as insurance cover for the employee is concerned. The employee works under the protective umbrella of the perfect insurance scheme. The highlights of the various insurance schemes for the benefit of employees, apart from huge sums assured in the event of mishaps are, a retroactive date prior to or coincident with the agreement inception date, ‘the client being promptly notified in writing of any advancement of the retroactive date’, ‘the contractor specifying if defense costs are included in the limits of liability, the client being promptly notified in writing of any erosion of aggregate limits’, etc. Such provisions indicate the extensive and deep concern of the managers, providers of the insurance, that the employee is given financial security to himself/members of his family, should any unfortunate mishap occur. This is social security at its best. Under such favorable conditions, one can expect absolute loyalty and maximum productivity from the employees. A reassuring working atmosphere is created. The condition, ‘maintenance and certification of insurance, including occurrence and aggregate limits for five years termination/cancellation or expiration of the agreement, puts the final seal of perfection on this insurance document. Perhaps this is the best part of the insurance package offered to the hired personnel. 3. Name four of the critical quality control measurements included in each document and explain their important and identify how the measurements can be determined. The important critical quality control measurements included in Dalton documents are: (i) Physical fitness and educational qualifications standards as mentioned in article (8) and its various sub-sections for the contractor as well as for the personnel assigned to the client by him, are of such well-defined standards, that the client gets the best of the personnel. The protection of assets on a particular site is the most important responsibility and this is taken care of appropriately by this document. (ii) The document also contains clear-cut instructions with regard to measurement of key performance indicators and the system of reporting results. The duties and responsibilities of the on-site and off site personnel are clearly indicated. The provision that off-site contractor’s supervisory personnel will inspect on-duty, on-site contractor employees, at least once every week is reassuring to the client. Provisions also clearly state that Contractor Managers, where they directly or indirectly manage the site security, will be available 24 hours a day, at designated localities. This is the best part of the foolproof security net. (iii) The third aspect of the quality control measurement in this document is, planning in advance-well in time! The Contractor is required to submit a one-year business plan, prior to the start of the contract, detailing the tactics, milestones, and execution methodologies that will be employed by the contractor during the plan period. This presupposes an active dialogue between the clients’s Corporate Security Department Personnel and the contractor. This is an ideal arrangement. (iv) The provision for accomplishing background checks is important, especially in view of the prevailing socio/political conditions all over the world. The concept of Corporate Security is completely changed in view of mindless attacks by terrorist organizations on the industry/corporate sites and the personnel manning the site. In the course of discharge of duties, an employee comes across many important information and documents. Verification of character and antecedents of the contractor’s recruits assumes importance. It also needs to be ensured that he has no criminal records, and he was not dishonorably discharged from any branch of the Armed Forces. In effect, this becomes a critical quality control measurement in corporate security. As for Richard Cole document, the following are the important quality control measurements. (i) No institution can make progress on a long-term basis, unless the employees are basically sound and industrious, and basic conditions are created for the employees to become basically sound and industrious. The provision for minimum expectation of the service quality, minimum human performance qualifications, provision of adequate insurance cover for the employees, are all positive indicators, and are part of important quality control measurements, in this document. (ii) Another noticeable measure is the general reporting standards. The Corporate Security Department needs to have accurate written information by means of daily, weekly or monthly reports, as applicable to a specific area. Adequate and specific provisions are made in this document and the controlling aspects are properly taken care of. The Corporate Security Officers have up-to-date knowledge, as to what is happening where! (iii)The provision of ‘in-service’ training programs is the highlight of the Dalton’s document. Each client follows different systems, and proper quality control is possible through proper training in the methodologies adopted for a particular establishment, by the client. Within the organization, a specific post requires a specific skill. There is adequate provision in the document to enhance the safety and security of the protected site and population. (iv) Performance Evaluation is another area where this document attaches lots of importance. The system does not mention about the causal appraisal. Provisions exist for written submission of performance evaluation of each employee to the client. The report speaks about the total appraisal. Each and every aspect of the duty-performance area is taken care of. Some of them are, appearance and technical knowledge. Provision for grant of rewards for meritorious performances of employees speaks well of the system. In effect, it goes to the credit of the contractor as well. 4. The Training of Security Officers is critical to performance. Compare the two documents approach to training, identify the most effective, and explain why. The emphasis of Cole is on in-service training. As per clause 3.6 of the document, it is stated that it is the responsibility of the contactor to provide on-the-job training as negotiated in a memorandum of understanding. The employees have to undergo an all-comprehensive training schedule, theoretical as well as practical, to emerge at the end of it, as perfect assets to the organization. As per Dalton’s approach, the concerns are entirely different. Verification with regard to the past experience /record of the personnel is the major criteria. Nothing is taken for granted, as all legal formalities need to be completed before the actual employment. The background investigation report of the prospective employee such as the police record check, credit check, confirmation of previous employment, verification of all application information are mandatory. Lot of emphasis is placed on the experience of the employees; that is to say, employees are hired for a particular assignment, depending upon their experience for the specified job. The criteria of Cole are entirely different. Here, the training will be conducted under the supervision of a qualified security officer, who has thorough practice and experience, a working knowledge of all the client’s systems and procedures appropriate to the performance of service. In this system of training, the emphasis is on the thread-bare analysis of the duty-skills of the employee. Nothing is left to chance, and he has to discharge his duties within the perimeters of his duty-area, as per training provided to him. The employee needs to maintain specific records. He is an expert both in theory and practical aspect of his duty. The scope of his duties and responsibilities are clearly indicated. Even though both the documents have taken all legal precautions to fix the duties and responsibilities of the contractor/employee from the functional and productivity point of view, Cole seems to be more methodical. The terms and conditions are both fair to the employer/employee. The former knows what he needs from the employee and later knows what is expected of him. The employer is willing to ‘invest’ on his employee and makes them aware, why he is training them in a particular, specialized area. The ‘to be done’ and ‘not to be done’ list of duties are clearly indicated. The document by Dalton has the legal look. As for Cole, it is both legal and it has the human touch! It gives assurance of job satisfaction and demands productivity in the area assigned to an employee. 5. Some managers state that the frequent loss of contract personnel creates a burden for the service provider but more importantly creates larger problems for the client. How does each document address this problem and which is the most effective? This problem, the frequent loss of contract personnel does create a burden for the service provider and more importantly larger problems for the client. Again Cole has evolved clear-cut procedures to meet this unavoidable situation in most of the organizations. As per the procedure provided in this document, skill-level and pre-screening requirements based on the available lead time and the nature of the temporary assignment, a contractor is required to maintain a reserve list of security officers capable of filling 25% of the temporary assignment. The contractor is expected to identify a senior contract security officer who will respond to the designated client. Supervisor officer will be responsible for the monitoring, control, flow and accuracy of the time sheets, for all contract personnel. In addition, the individual will assist in selecting new candidates and training. The guidelines provide for smooth functioning of the organization. Every aspect of Corporate Security has been taken into consideration. The document by Dalton makes a general reference to the problem but, in no way, it dilutes the duties and responsibilities to provide to the client, the number of duty personnel required at the lowest level, or at the level of supervisory cadre. The site-specific security procedures for each site need to be serviced by the contractor and any additions, deletions or revisions are promptly informed to the client’s Corporate Security Department. It shall then promptly notify the contractor, the needed measures to be implemented immediately. As per this document, it is the duty of the contractor to assign a qualified employee to fill the position of any contractor employee, who for duty is absent. This means the contractor needs to maintain a list or reserve force to meet the contingencies, short-tem and long-term requirements. The procedures mentioned in both the documents have equal merit. The important aspect is not the details mentioned in the document. It is the capacity of the contractor to provide the type of personnel required for short term, medium term and long-term requirements of the client. In this document it has been provided that the contractor shall maintain an office within 15 miles of the client site to be serviced. The contractor is asked to demonstrate, in writing about his capability to meet the requirements of the client and identify the reporting lines between management at the local level and corporate level. The contractor is also asked to provide a detailed plan to client’s Corporate Security Department indicating how key performance indicators are measured and results reported. Once the nature of the problem is identified by the contractor, it is reasonable to expect that he will make suitable arrangements accordingly. It is not the document, but the spirit behind executing details contained such documents, really matters. To maintain excellent and cordial relations with the client is the prime concern of the service provider. Both Dalton and Cole know this fact well, and they have made adequate, all-comprehensive provisions, in the respective documents, in their own light! Word Count: 2177. ------------ Read More