As newly appointed Police Commissioner, Andy Tsang Wai-hung takes over from former Police Chief, Tang King-shing, the Hong Kong Police Force (HKPF) is set to further enhance its training and developing of staff at all levels within the organisation. With over 27,000 disciplined officers and nearly 5,000 civilian officers in the Force, it is vital to have a robust and effective training and development programme.
HR Magazine sat down with a distinguished panel from the Hong Kong Police Training College (HKPTC) to discuss what was in store for future staff training and development programmes. The panel provides a unique glimpse into Force training and development strategies that can be embraced by any organisation.
The two sides of the e-learning coin
As L&D progresses, e-learning and the use of technology have become commonplace in both public and private sectors. The baby boomers have begun to retire, and will continue to do so in ever increasing numbers over the next five to ten years. The generation to replace them is the much-discussed ‘Gen-Y’. With this new generation, there is a demand and an inherent need for organisations to ‘get with the times’ and become more technologically advanced, and most organisations are beginning to comply. The HKPF is no exception and have implemented a comprehensive e-learning system accessible by all members of the Force.
When asked about the general view of both trainers and the HKPF in general, Andy Yip, Superintendent of Police (Force Training Officer) said, “Our aim is to not replace face-to-face learning, but rather create a blended learning style—one that maintains and enhances knowledge and skills.”
While it is true that the HKPF does not have a fully integrated e-learning system, in that a large amount of training is still done face-to-face, Yip was quick to point out, “We are becoming more and more receptive to e-learning, and are starting to use it more…seeing the positive advantages e-learning can bring to the members of the force.”
Being a police officer means that a lot of frontline officers’ time is spent in the environs of Hong Kong, rather than behind a desk. In view of this, officers of all grades face many unique challenges not normally faced by people in other lines of work. They are expected to always be outstanding ‘pillars of society’, and may not necessarily be able to learn the best ways to act in all situations from lessons in traditional classroom settings. With this in mind, most officers learn through command courses or face-to-face instruction, as it has been proven that in this line of work—this is what works best.
When asked to define what e-learning means to the HKPF, Kevin Woods, Assistant Commissioner commented, “To us e-learning is knowledge building; we use it in the prep phase of learning. It provides the building blocks to future learning.” Woods went on to say, “With the style of learning the HKPF employs, we use e-learning as a construction tool, it gives the information you need before you get together. That way, instructors don’t have to waste time with the basics, they can maximise the important time together to address the more important ideas and learning points.”
Stressing that while e-learning is being adapted and used by the police, Woods conceded that it can only go so far within organisations like the police, due to the need to properly deal with incredibly sensitive data and thereby maintain public confidence. He noted, it can be hard to offer highly specialised training to officers through e-learning, as there are still security concerns. Data security and maintaining public confidence is obviously paramount in the Force and it is now actively exploring systems that allow for safer, more secure e-learning via the Force’s own intranet. Until such time as data security can be guaranteed to avoid any leaks of sensitive information, the Force will keep e-learning in the prep phase where data is shared via the Force intranet, rather than being accessed through the World-Wide-Web.
Trends in e-learning
The HKPF is rightly cautious before adopting a full e-learning system, and Gavin Brown, Chief Superintendent and Deputy Director of the Police College pointed out some key trends concerning e-learning in the civil service. He said, “One main trend in the civil service is that through e-learning, a standardised learning system and knowledge set can be developed and taught. This can lead to a workforce with the same level of basic knowledge. E-learning also makes it easier to pass on messages and updates. Trainers can update their information, and have the new information reach a large number of people very quickly.”
Woods also highlighted an emerging trend, “With the advances in technology, we should in the future be able to break full courses into smaller chunks, and deliver them to learners in their own time to access on their mobile phones or personal computers but only once all security issues are resolved.
I think we will start to see more and more courses done this way, especially with the wide availability of smartphones.” However, there has to be a balance between having access to unlimited information, and the issue of data security. Woods added, “One challenge for the Force is that learners want this information on the phones, but if we sanitise the sensitive data into plain, all encompassing ideas, it then loses a lot of its importance, and could in fact decrease the effectiveness of learning.”
E-learning should not replace face-to-face interaction and the social side of learning. Woods advised, “Organisations should maximise online delivery, but there is still always a need to come together to reinforce and highlight key points—because there are many things that can’t be taught online. Also, organisations need to make sure their data is safe and secure, and no important data is lost or leaked.”
Utilising technology in T&D
Technology adopted by the Force has created numerous opportunities within T&D. The Police College, responsible for the vast majority of training undertaken in the force, encourages two-way communication between trainees and staff, to promote the development of knowledge and skills. This is supported by training materials and manuals available online via the police intranet (POINT), which are automatically updated by the issuing authority whenever new legislation or policies are introduced.
Technology is also being used to develop and assess practical skills through e-learning packages, interactive computer-based exercises and complex training scenarios, often created in specialised facilities such as the Scenario-based Interactive Multi-player Simulations (SIMS). SIMS is a learning technology system developed in-house by the Police College. It optimises network and web technology to simulate a real-life situation and to facilitate scenario-based training for multiple players at different locations. SIMS provides opportunities for staff to repeatedly access various incidents in realistic simulated environments and practice responding to them, both as individuals and as part of a team. Such technology for training won the Force recognition as ‘the Recruit Most Innovative Award’ at the 2009 HKMA Training Awards.
The training now provided to police officers has evolved to reflect the rapid changes that have taken place during the last generation, and the development of the organisational philosophy, in that the Force now ‘shares’ the responsibility of learning—with individuals becoming active partners in the process. But while significant changes have taken place in the Force, the bedrock of its success rests in the fact that it retains the best of the past, while continually evolving and adopting more good practices and new technology to endure the challenges of the future. Acknowledging that people are the greatest asset, the Force develops its officers throughout their career. This strategy involves providing formal training to officers at three hierarchical levels:
More corporate approach
Increasing prosperity, enhanced education and rising community expectations in Hong Kong, have meant the Force has needed to evolve from its former paramilitary-police model to a much more customer-oriented service function.
This evolution in turn has necessitated a process of cultural change and a much more corporate approach within the organisation. This has entailed several key improvements to foster a continuous training culture within the Force.
Clear communicated mission
The first step was the publication of the Force Vision and Statement of Common Purpose and Values in late 1995, which had a profound impact on the training at vocational and professional development levels. This corporate charter set out standards of ethical behaviour that all officers should follow and includes: integrity, honesty, respect, and a dedication to quality service and continuous improvement. Prior to publication, training had previously focused on practical work-related skills, whereas now attention is also given to inculcating the vision, mission and values into the minds of officers.
Strategic action plans & lifelong learning
Strategic action plans (see box, bottom right) are also now drawn up to help identify future needs for the Force and decide how best to train up officers to meet the needs of the Force itself and the community it serves. The Force has made full use of technology to develop an intranet system for the dissemination of such information. This is also supported by resource centres that have been set up in all police stations to allow all officers access to wide-ranging information including on-line notice boards, latest guidelines, e-learning packages and direct access to other government sites.
Perhaps the flagship of the Force’s commitment to creating a knowledge-based organisation and promoting lifelong-learning is the Police College, which officially opened in January 2006 as a centre of excellence in police training. As part of long-term planning the Force has had a major review of foundation training provided to new recruit PCs and Inspectors which, as previously detailed, now includes the greater use of scenario and problem-based activities. The Force has also accredited a wide range of its courses with local universities. Moreover, officers are provided with financial assistance to help reimburse course fees for officers wishing to pursue relevant private study programmes.
Shortly after its establishment, HR Magazine interviewed senior officers involved in the training and development of Force members at the Aberdeen campus. The Aberdeen campus is one of three campuses used by the Force.
Paul Arkwright
Publisher
