Dienstausweis oder Mitarbeiterausweis – wie muss er aussehen?

Dienst­aus­weis oder Mit­ar­bei­ter­aus­weis – wie muss er aussehen?

Bahn­si­cher­heit: Secu­ri­ty an Bahn­hö­fen und in Zügen

Bahnsicherheit: Security an Bahnhöfen und in Zügen

Auf­ga­ben von Sicher­heits­mit­ar­bei­tern in der Bahnsicherheit

Die Sicher­heit im öffent­li­chen Ver­kehr, ins­be­son­de­re im Bereich der Bah­nen und Bahn­hö­fe, ist von ent­schei­den­der Bedeu­tung für die Gewähr­leis­tung eines rei­bungs­lo­sen und siche­ren Per­so­nen- und Güter­trans­ports (Schie­nen­ver­kehr). In die­sem Arti­kel wer­den die viel­fäl­ti­gen Auf­ga­ben von Sicher­heits­mit­ar­bei­tern in der Bahn­si­cher­heit beleuch­tet, wobei auch die damit ver­bun­de­nen Gefah­ren, Bedro­hun­gen und Risi­ken sowie die erfor­der­li­chen Fähig­kei­ten und per­sön­li­chen Eigen­schaf­ten für eine erfolg­rei­che Tätig­keit in die­sem Bereich dis­ku­tiert werden.

Auf­ga­ben der Sicher­heits­mit­ar­bei­ter in der Bahnsicherheit

Sicher­heits­mit­ar­bei­ter in der Bahn­si­cher­heit über­neh­men eine brei­te Palet­te von Auf­ga­ben, die dazu die­nen, die Sicher­heit von Pas­sa­gie­ren, Per­so­nal und Eigen­tum zu gewähr­leis­ten. Dabei sind städ­ti­sche Bahn­hö­fe teil­wei­se Kri­mi­na­li­täts­schwer­punk­te. Zu den Haupt­auf­ga­ben gehören:

1. Über­wa­chung und Prävention

Sicher­heits­mit­ar­bei­ter sind dafür ver­ant­wort­lich, ver­däch­ti­ge Akti­vi­tä­ten zu erken­nen und zu über­wa­chen, um das Haus­recht durch­zu­set­zen, die Ein­hal­tung der Beför­de­rungs­be­din­gun­gen in den Rei­se­zü­gen zu gewähr­leis­ten und auch Straf­ta­ten wie Dieb­stahl, Van­da­lis­mus, Beläs­ti­gung und Gewalt­ta­ten zu ver­hin­dern. Dies umfasst die regel­mä­ßi­ge Patrouil­le durch Bahn­hö­fe und Züge sowie die Beob­ach­tung durch Über­wa­chungs­ka­me­ras und die Bedie­nung wei­te­rer Sicher­heits­sys­te­me. Die Prä­senz von Sicher­heits­mit­ar­bei­tern, auch als Ansprech­part­ner und Aus­kunfts­per­so­nen von Zug­gäs­ten, trägt wesent­lich zu einem posi­ti­ven Sicher­heits­ge­fühl und auch zur Ser­vice­ori­en­tie­rung des Auftraggebers/Bahnunternehmens bei.

2. Durch­füh­rung von Sicherheitskontrollen

Sicher­heits­mit­ar­bei­ter füh­ren Sicher­heits­kon­trol­len an Bahn­hö­fen und in Zügen durch, um ver­bo­te­ne Gegen­stän­de wie Waf­fen, Dro­gen und ver­bo­te­ne oder ver­däch­ti­ge Gegen­stän­de zu ent­de­cken und dadurch Schä­den abzu­wen­den. Ein­her­ge­hend mit den recht­li­chen Bestim­mun­gen und Dienst­an­wei­sun­gen erfolgt dies in enger Abstim­mung mit den Behör­den wie der Bun­des­po­li­zei. Nicht sel­ten müs­sen Per­so­nen, die am Bahn­hof uner­wünscht sind oder die Betriebs­ab­läu­fe stö­ren, der Ört­lich­keit ver­wie­sen oder der Poli­zei über­ge­ben wer­den. Im Rah­men der Rund­gän­ge wer­den auch ande­re rele­van­te Sach­ver­hal­te wie z.B. Störungen/Defekte, Ver­un­rei­ni­gun­gen oder Gefah­ren­stel­len gemel­det und Sofort­maß­nah­men ergriffen.

3. Hil­fe­leis­tung und Konfliktmanagement

Im Fal­le von Not­fäl­len, medi­zi­ni­schen Zwi­schen­fäl­len oder Kon­flikt­si­tua­tio­nen sind Sicher­heits­mit­ar­bei­ter geschult, schnell zu reagie­ren und ange­mes­se­ne Unter­stüt­zung zu leis­ten. Dies kann die Bereit­stel­lung von Ers­ter Hil­fe, die Eva­ku­ie­rung von Pas­sa­gie­ren oder die Dees­ka­la­ti­on von Kon­flik­ten zwi­schen Fahr­gäs­ten umfas­sen. Gera­de im Bahn­ver­kehr, wo vie­le Per­so­nen auf­ein­an­der­tref­fen und auch beson­de­re Unfall­ri­si­ken (z.B. beim Ein- und Aus­stieg) bestehen, sind Unfäl­le kei­ne Sel­ten­heit. Hin­zu kom­men Per­so­nen, die die Betriebs­ab­läu­fe stö­ren, sich selbst gefähr­den (Sui­zid­ab­sicht, Dro­gen­kon­sum, etc.) oder ande­re durch kri­mi­nel­le oder in sel­te­nen Fäl­len gar ter­ro­ris­tisch moti­vier­te Taten bedrohen.

4. Kun­den­be­treu­ung und Information

Sicher­heits­mit­ar­bei­ter ste­hen den Fahr­gäs­ten als Ansprech­part­ner zur Ver­fü­gung, um Fra­gen zu beant­wor­ten, Hil­fe anzu­bie­ten und Infor­ma­tio­nen über Fahr­plä­ne, Rou­ten und Sicher­heits­vor­keh­run­gen bereit­zu­stel­len. Sie fun­gie­ren als wich­ti­ge Schnitt­stel­le zwi­schen dem Bahn­un­ter­neh­men und den Pas­sa­gie­ren. Das Sicher­heits­per­so­nal ist damit auch ein Aus­hän­ge­schild für die Bahn­ge­sell­schaft. Ent­spre­chend wich­tig ist hier pro­fes­sio­nel­les Han­deln. Etwa­ige Fehl­trit­te kön­nen dank Smart­phone und Social Media schnell über­re­gio­nal gro­ße Auf­merk­sam­keit erre­gen und damit das Unter­neh­men in ein schlech­tes Licht rücken. „Schwar­ze She­riffs“ sind daher fehl am Platze.

5. Schutz Kri­ti­scher Infra­struk­tur und spe­zi­el­le Aufgaben

Das Bahn­netz und die damit ver­bun­de­nen Ein­rich­tun­gen (z.B. Daten­kom­mu­ni­ka­ti­on, Zug­be­ein­flus­sungs­sys­te­me, Ener­gie­ver­sor­gung) sind Teil der Kri­ti­schen Infra­struk­tur der Bun­des­re­pu­blik Deutsch­land. Tag­täg­lich ver­las­sen sich Mil­lio­nen Men­schen auf den siche­ren Trans­port und sind von die­sem abhän­gig. Sicher­heits­mit­ar­bei­ter über­neh­men daher auch in der Kon­zern­si­cher­heit wesent­li­che Auf­ga­ben wie z.B. im Bedro­hungs­ma­nage­ment, in der Sicher­heits­tech­nik, in Sicher­heits­zen­tra­len und in lei­ten­den Funk­tio­nen. Spe­zi­el­le Auf­ga­ben­ge­bie­te im Bereich der Bahn­si­cher­heit kön­nen auch die Tätig­keit in mobi­len Unter­stüt­zungs­grup­pen sein, z.B. wenn Ver­an­stal­tun­gen wie Fuß­ball­spie­le statt­fin­den, die Über­wa­chung von Stre­cken­ab­schnit­ten mit­tels Droh­nen oder der Dienst als Hun­de­füh­rer. Die Bahn­si­cher­heit ist also sehr viel­fäl­tig und kann wesent­lich mehr umfas­sen als nur den klas­si­schen Sicher­heits- und Ord­nungs­dienst (SOD) mit der Bestrei­fung von Bahnhöfen.

6. Bericht­erstat­tung und Zusam­men­ar­beit mit Behörden

Sicher­heits­mit­ar­bei­ter sind ver­pflich­tet, Vor­fäl­le und ver­däch­ti­ge Akti­vi­tä­ten zu doku­men­tie­ren und Berich­te zu erstat­ten. Teil­wei­se sind Body­cams im Ein­satz, die die Situa­ti­on auf Video auf­zeich­nen. Als Sicher­heits­mit­ar­bei­ter in der Bahn­si­cher­heit arbei­ten Sie auch eng mit der Bun­des­po­li­zei und ande­ren Sicher­heits­be­hör­den zusam­men, um zur Auf­recht­erhal­tung der öffent­li­chen Sicher­heit mit bei­zu­tra­gen. Gera­de die­ses Span­nungs­feld aus Tätig­keit im Haus­rechts­be­reich und die Zusam­men­ar­beit im Bereich der öffent­li­chen Sicher­heit hat sei­nen Reiz, erfor­dert aber ein hohes Maß an Hand­lungs­si­cher­heit – auch in Bezug auf recht­li­che Aspekte.

 

Gefah­ren und Risi­ken in der Bahnsicherheit

Die Arbeit in der Bahn­si­cher­heit birgt – je nach Auf­ga­ben­be­reich und Ein­satz­ort – eine Rei­he von Gefah­ren und Risi­ken, denen Sicher­heits­mit­ar­bei­ter regel­mä­ßig aus­ge­setzt sind:

1. Kör­per­li­che Gewalt und Aggression

Sicher­heits­mit­ar­bei­ter kön­nen aggres­si­ven oder gewalt­tä­ti­gen Pas­sa­gie­ren gegen­über­ste­hen, ins­be­son­de­re in Kon­flikt­si­tua­tio­nen oder bei der Durch­set­zung von Sicher­heits­maß­nah­men. Sie müs­sen in der Lage sein, mit sol­chen Situa­tio­nen umzu­ge­hen und ange­mes­sen zu reagie­ren, ohne die Sicher­heit ande­rer zu gefährden.

2. Risi­ko von Angrif­fen und Überfällen

Bahn­hö­fe und Züge sind oft beleb­te und öffent­lich zugäng­li­che Orte, an denen das Risi­ko von Über­fäl­len, Dieb­stäh­len und ande­ren kri­mi­nel­len Akti­vi­tä­ten erhöht ist. Sicher­heits­mit­ar­bei­ter müs­sen wach­sam sein und pro­ak­tiv han­deln, um sol­che Vor­fäl­le zu ver­hin­dern oder zu unterbinden.

3. Gefahr von Terroranschlägen

Ange­sichts der aktu­el­len Sicher­heits­la­ge besteht auch die Gefahr ter­ro­ris­ti­scher Anschlä­ge auf Bahn­hö­fe oder Züge. Sicher­heits­mit­ar­bei­ter müs­sen über ent­spre­chen­de Schu­lun­gen und Pro­to­kol­le ver­fü­gen, um auf ver­däch­ti­ge Akti­vi­tä­ten hin­zu­wei­sen und im Ernst­fall ange­mes­sen zu reagieren.

4. Arbeits­um­ge­bung und Witterungsbedingungen

Die Arbeit in der Bahn­si­cher­heit kann auch phy­si­sche Her­aus­for­de­run­gen mit sich brin­gen, wie z. B. das Arbei­ten bei extre­men Tem­pe­ra­tu­ren, in engen oder über­füll­ten Räu­men oder in abge­le­ge­nen Berei­chen wie Bahn­stei­gen oder Tunneln.

5. Unfall­ge­fah­ren, Arbeits­be­las­tung, Ansteckung

Sturz- und Stol­per­ge­fah­ren sind all­täg­lich, im Bereich des Bahn­ver­kehrs aber durch­aus mit einem grö­ße­ren Risi­ko ver­bun­den als andern­orts. Hin­zu kommt neben der phy­si­schen Belas­tung (lan­ge Lauf­we­ge, Schicht­ar­beit, etc.) auch durch­aus eine psy­chi­sche (Angst vor Über­grif­fen, Sui­zi­de, usw.). Last but not Least hat auch die Covid-19 Pan­de­mie vor Augen geführt, wie schnell sich Viren und anste­cken­de Erre­ger aus­brei­ten kön­nen, wenn vie­le Men­schen zusam­men kommen.

 

Emp­feh­lun­gen für Fähig­kei­ten und per­sön­li­che Eigenschaften

Um erfolg­reich in der Bahn­si­cher­heit zu arbei­ten, soll­ten Sicher­heits­mit­ar­bei­ter über fol­gen­de Fähig­kei­ten und per­sön­li­che Eigen­schaf­ten verfügen:

1. Kom­mu­ni­ka­ti­ons­fä­hig­keit

Gute und situa­ti­ons­ge­rech­te Kom­mu­ni­ka­ti­ons­fä­hig­kei­ten sind ent­schei­dend, um effek­tiv mit Pas­sa­gie­ren, Kol­le­gen und ande­ren Ein­satz­kräf­ten zu inter­agie­ren. Sicher­heits­mit­ar­bei­ter soll­ten in der Lage sein, klar und prä­zi­se zu kom­mu­ni­zie­ren und in Kon­flikt­si­tua­tio­nen dees­ka­lie­rend zu wirken.

2. Selbst­be­herr­schung und Stressresistenz

Da Sicher­heits­mit­ar­bei­ter oft mit her­aus­for­dern­den und poten­zi­ell gefähr­li­chen Situa­tio­nen kon­fron­tiert sind, ist es wich­tig, über ein hohes Maß an Selbst­be­herr­schung und Stress­re­sis­tenz zu ver­fü­gen. Sie soll­ten in der Lage sein, ruhig zu blei­ben und ratio­nal zu han­deln, auch unter Druck und bei Provokationen.

3. Team­fä­hig­keit

Die Zusam­men­ar­beit mit ande­ren Sicher­heits­mit­ar­bei­tern, dem Bahn­per­so­nal und der Bun­des­po­li­zei ist uner­läss­lich für eine effek­ti­ve Bahn­si­cher­heit. Sicher­heits­mit­ar­bei­ter soll­ten team­ori­en­tiert sein und gut in mul­ti­dis­zi­pli­nä­ren Teams arbei­ten können.

4. Ver­ant­wor­tungs­be­wusst­sein und Integrität

Sicher­heits­mit­ar­bei­ter tra­gen eine gro­ße Ver­ant­wor­tung für die Sicher­heit von Pas­sa­gie­ren und Eigen­tum. Sie soll­ten inte­ger und ver­ant­wor­tungs­be­wusst han­deln und sich an ethi­sche Stan­dards halten.

5. Kör­per­li­che Fit­ness und Ausdauer

Die Arbeit in der Bahn­si­cher­heit erfor­dert oft kör­per­li­che Anstren­gung und Aus­dau­er, ins­be­son­de­re bei aus­ge­dehn­ten Kon­troll­gän­gen und häu­fi­gen Schicht­diens­ten. Sicher­heits­mit­ar­bei­ter soll­ten daher über eine ange­mes­se­ne kör­per­li­che Fit­ness und Belast­bar­keit verfügen.

6. Fach­kennt­nis­se,  Schu­lun­gen und Erfahrung

Um die viel­fäl­ti­gen Auf­ga­ben in der Bahn­si­cher­heit effek­tiv aus­füh­ren zu kön­nen, ist es wich­tig, über ent­spre­chen­de Fach­kennt­nis­se und Schu­lun­gen zu ver­fü­gen. In den meis­ten Posi­tio­nen ist min­des­tens die Sach­kunde­prüf­ung nach § 34a GewO erfor­der­lich. Auch eine Aus­bil­dun­gen wie die zur Fach­kraft für Schutz und Sicher­heit ist gern gese­hen und kann die Kar­rie­re vor­an brin­gen. Sicher­heits­mit­ar­bei­ter soll­ten regel­mä­ßig an Schu­lun­gen teil­neh­men und sich über aktu­el­le Sicher­heits­ri­si­ken und ‑ver­fah­ren infor­mie­ren. Zudem soll­ten wesent­li­che Fremd­spra­chen­kennt­nis­se – zumin­dest in der eng­li­schen Spra­che – vor­han­den sein.

Wie kom­me ich kon­kret zu einem Job in der Bahnsicherheit?

Der größ­te Arbeit­ge­ber in die­sem Bereich ist die DB Sicher­heit der Deut­schen Bahn.
Wich­tig ist die Sach­kunde­prüf­ung nach § 34a GewO, die man idea­ler­wei­se bereits erfolg­reich absol­viert haben soll­te. Außer­dem kann die Bewer­bung schnel­ler zum Erfolg füh­ren, wenn man neben den übli­chen Bewer­bungs­un­ter­la­gen ein gül­ti­ges Aus­weis­do­ku­ment, eine Auf­lis­tung der Wohn­adres­sen der letz­ten 5 Jah­re sowie – wenn bereits vor­han­den – sei­ne Bewa­cher-ID aus dem Bewa­cher­re­gis­ter vor­legt. Im Regel­fall soll­te man über einen PKW-Füh­rer­schein (Klas­se B) ver­fü­gen, im Schicht­dienst arbei­ten kön­nen, den Kon­takt zu Men­schen mögen, team- und kom­mu­ni­ka­ti­ons­fä­hig sein, die deut­sche Spra­che aus­rei­chend beherr­schen und idea­ler­wei­se bereits ers­te Erfah­run­gen gesam­melt habe. Die genau­en Anfor­de­run­gen fin­det man in der jewei­li­gen Job adver­ti­se­ment!

 

Bahn­si­cher­heit 2030: Auch in The­ma auf der Nürn­ber­ger Sicherheitskonferenz

Die Nürn­ber­ger Sicher­heits­kon­fe­renz ist inzwi­schen eine fes­te Grö­ße der Secu­ri­ty-Fach­mes­sen. Im Rah­men der 5. Nürn­ber­ger Sicher­heits­kon­fe­renz mit dem Titel „SICHER­HEIT 2030“, die am 10.04.2024 in der Nürn­ber­ger Meis­ter­sin­ger­hal­le statt­fin­det, wird Tors­ten Malt von der DB Sicher­heit als Spea­k­er auf­tre­ten. Sein Vor­trag beschäf­tigt sich mit dem Schutz der Kri­ti­schen Infra­struk­tur am Bei­spiel der S‑Bahn Mün­chen. Er will auf­zei­gen wie Sicher­heit im Kon­zern­ver­bund sowie im Ver­bund mit den Sicher­heits­be­hör­den funk­tio­nie­ren kann und wel­che Her­aus­for­de­run­gen sich dabei ergeben.
Mehr dazu unter www.nuernberger-sicherheitskonferenz.de und im Pod­cast für Schutz und Sicherheit:


(Source: Pod­cast for pro­tec­tion and secu­ri­ty / Jörg Zitzmann)

Unhap­py in your job: What opti­ons do you have as a secu­ri­ty guard?

Unhappy in your job: What options do you have as a security guard?

It is true that working in the pri­va­te secu­ri­ty indus­try can be a tough job. Working con­di­ti­ons are real­ly bad in some are­as. Howe­ver, the situa­ti­on also varies signi­fi­cant­ly from com­pa­ny to com­pa­ny. It is not uncom­mon for a chan­ge to offer bet­ter care­er oppor­tu­ni­ties, the chan­ce to gain new expe­ri­ence and a more com­for­ta­ble working environment.

Step 1: Ana­ly­se the situa­ti­on carefully!

It is important to know what the cau­ses of their own dis­sa­tis­fac­tion are and know your own moti­va­tors. Ana­ly­se the reasons for dis­sa­tis­fac­tion: Iden­ti­fy exact­ly what makes you unhap­py. Is it the working envi­ron­ment, the tasks, the team, the remu­ne­ra­ti­on or the cor­po­ra­te cul­tu­re? The bet­ter you under­stand the cau­ses, the easier it will be to find a solution.
Often the pri­va­te envi­ron­ment also plays a role or a chan­ge in per­so­nal needs. The­r­e­fo­re, also con­sider the­se aspects in your analysis!

Step 2: Think through your opti­ons and weigh them up!

A next step would be a Brain­stor­ming and rese­arch regar­ding the opti­ons available:
What are my chan­ces? How high are the risks? What hap­pens if…? etc.
Many of the fol­lo­wing opti­ons cost No money, only over­co­ming. Howe­ver, some opti­ons are quite time-con­sum­ing and cost-inten­si­ve or even leng­thy.

  1. Find out about your rights: Make sure you are awa­re of your rights as an employee in the pri­va­te secu­ri­ty indus­try. This includes things like mini­mum wage, working time laws, holi­day entit­le­ments and over­ti­me rules. If you know your rights, you can ensu­re that your employ­er respects them.
  2. Talk to your employ­er: If you are dis­sa­tis­fied with your pay or working con­di­ti­ons, you should tell your employ­er. Per­haps an open dis­cus­sion can help bring about impro­ve­ments. Per­haps your employ­er can also offer you oppor­tu­ni­ties to train or spe­cia­li­se to impro­ve your care­er pro­s­pects and opportunities.
  3. Chan­ge the field of acti­vi­ty (within the com­pa­ny): The pri­va­te secu­ri­ty indus­try is mul­ti­face­ted. Many pri­va­te secu­ri­ty pro­vi­ders offer dif­fe­rent ser­vices. May­be ano­ther field is bet­ter sui­ted for you. Talk to your super­vi­sor about it, app­ly intern­al­ly for ano­ther job. Some­ti­mes an inter­nal trans­fer to ano­ther area of respon­si­bi­li­ty helps.
  4. Join the uni­on: In Ger­ma­ny, the­re are trade uni­ons that stand up for the rights of workers — for the guar­ding ser­vice, this is the Ver­ein­te Dienst­leis­tungs­ge­werk­schaft (ver.di). If you beco­me a mem­ber, you can bene­fit from their coll­ec­ti­ve bar­gai­ning power and fight tog­e­ther with other workers for bet­ter working con­di­ti­ons and hig­her wages.
  5. Search for fur­ther trai­ning oppor­tu­ni­ties: If you con­ti­nue your edu­ca­ti­on or spe­cia­li­se, you can impro­ve your care­er pro­s­pects and often earn signi­fi­cant­ly hig­her wages. Think about what addi­tio­nal qua­li­fi­ca­ti­ons could be hel­pful for your job and look for appro­pria­te trai­ning oppor­tu­ni­ties. You will have more opti­ons for action after­wards and be more in demand.
  6. Net­work with othersMany job oppor­tu­ni­ties come about through recom­men­da­ti­ons and per­so­nal cont­acts. In addi­ti­on, cont­act with others offers the oppor­tu­ni­ty to exch­an­ge expe­ri­en­ces. If you have a strong net­work, this can help one gain new per­spec­ti­ves. In addi­ti­on to per­so­nal exch­an­ge, online plat­forms such as Xing or Lin­ke­din are recommended.
  7. Look for ano­ther employ­er: If all the abo­ve steps do not lead to impro­ve­ments, it may be wise to look for ano­ther employ­er. The­re are cer­tain­ly com­pa­nies in the pri­va­te secu­ri­ty indus­try that offer bet­ter working con­di­ti­ons and hig­her wages.
  8. Last but not least: Do it bet­ter and start your own busi­ness! Of cour­se, this step should be very well thought out. It is often an opti­on to beco­me self-employ­ed on the side and thus start gra­du­al­ly with less risk. Howe­ver, remem­ber that your pre­vious employ­er must play along. One pos­si­bi­li­ty could be, for exam­p­le, free­lan­ce work as a lec­tu­rer in the secu­ri­ty industry.

Step 3: Set your per­so­nal goals!

Only if you know as pre­cis­e­ly as pos­si­ble what you want to achie­ve can you work towards it in a con­cre­te way. In order to moti­va­te ones­elf, it is very sen­si­ble to Wri­te down and visua­li­se your own goals. It can also be hel­pful to use the so-cal­led SMART rule to set one’s own goals.

The SMART rule is an acro­nym used as a gui­de for the For­mu­la­ti­on of clear and well-defi­ned goals ser­ves. It helps to for­mu­la­te goals in such a way that they are rea­li­stic and achie­va­ble. The SMART rule stands for the fol­lo­wing criteria:

  1. Spe­ci­fic (Spe­ci­fic): The goal should be cle­ar­ly and pre­cis­e­ly for­mu­la­ted so that the­re is litt­le room for inter­pre­ta­ti­on and one is ful­ly awa­re of one’s goal.
  2. Mea­sura­ble (Mea­sura­ble): The goal should be mea­sura­ble so that pro­gress can be moni­to­red and suc­cess objec­tively asses­sed. It can be defi­ned by quan­ti­ta­ti­ve or qua­li­ta­ti­ve indicators.
  3. Exe­cu­ta­ble (Achie­va­ble): The goal should be achie­va­ble. It should be chal­len­ging but achie­va­ble by you with the means available.
  4. Rea­li­stic (Rea­li­stic): The goal should be rea­li­stic, i.e. it should be pos­si­ble to imple­ment it as inten­ded under the actu­al given frame­work conditions.
  5. Ter­mi­na­ted (Time-bound): The goal should have a clear time frame by when it should be achie­ved. A clear dead­line pro­mo­tes moti­va­ti­on and focus on achie­ving the goal.

Here is an exam­p­le of a goal for­mu­la­ted accor­ding to the SMART rule:

Non-SMART goal: I want to earn more money.

SMART goal: I would like to increase my month­ly inco­me by 20% by com­ple­ting a fur­ther trai­ning cour­se to beco­me a cer­ti­fied pro­tec­tion and secu­ri­ty worker in the next six months and then being employ­ed by my employ­er directly.

By app­ly­ing the SMART rule, the goal beco­mes con­cre­te, mea­sura­ble, achie­va­ble, rele­vant and has a clear time­frame. This increa­ses the likeli­hood that you will suc­cessful­ly achie­ve your goal.

 

Step 4: Make a “batt­le plan” to achie­ve your goals!

Now it’s time for imple­men­ta­ti­on plan­ning. Plan the mea­su­res that con­tri­bu­te to your goals, e.g.:

It often makes sen­se to approach dif­fe­rent approa­ches in par­al­lel and also to have a plan B (and plan C).
Prio­ri­ti­se your goals! Link the dif­fe­rent actions to your goals. Make calen­dar ent­ries and work in a focu­sed way to achie­ve inter­me­dia­te goals and milestones!
Don’t let set­backs throw you off track! Stay per­sis­tent, focu­sed and positive!

 

I hope that the­se tips will help you to impro­ve your indi­vi­du­al situation.

What is the guard register?

What is the guard register?

In 2019, the sta­te and nati­on­wi­de guard regis­ter was new­ly intro­du­ced, which is obli­ga­to­ry for the pri­va­te secu­ri­ty indus­try. In this artic­le, you will learn what the pur­po­se of the guard regis­ter is, who makes ent­ries in it, what the guard ID is all about and much more that you should know as a secu­ri­ty employee — but espe­ci­al­ly as a pro­fes­sio­nal in the secu­ri­ty industry.
Inci­den­tal­ly, the guard regis­ter can be found on the inter­net at www.bewacherregister.de

Basic infor­ma­ti­on on the guard regis­ter (BWR)

The Ger­man Guar­ding Regis­ter is a cen­tral and digi­tal regis­ter that con­ta­ins infor­ma­ti­on on guar­ding per­son­nel (secu­ri­ty staff) as well as on the guar­ding trade ope­ra­tor (secu­ri­ty con­trac­tor) and the com­mer­cial enter­pri­se (secu­ri­ty com­pa­ny). Sin­ce July 2020, the Fede­ral Minis­try of the Inte­ri­or and Home Affairs (BMI) has been respon­si­ble for the law on secu­ri­ty guards and thus also for the regis­ter of secu­ri­ty guards. As the fede­ral aut­ho­ri­ty respon­si­ble for the ope­ra­tio­nal manage­ment of the regis­ter sin­ce Octo­ber 2022 is the Fede­ral Sta­tis­ti­cal Office (Desta­tis):

Sin­ce the intro­duc­tion of the Guar­ding Regis­ter (BWR), all trad­ers in the guar­ding sec­tor are obli­ged to regis­ter their com­pa­nies and their secu­ri­ty staff in the BWR. In future, only the aut­ho­ri­ties respon­si­ble for enfor­cing the guar­ding laws may make chan­ges to the ent­ries of natu­ral per­sons. For this pur­po­se, trad­ers pro­vi­de infor­ma­ti­on in the BWR on the qua­li­fi­ca­ti­on, relia­bi­li­ty, iden­ti­ty and acces­si­bi­li­ty of secu­ri­ty personnel.

About 1,300 muni­ci­pal public order offices and other com­pe­tent aut­ho­ri­ties of the Län­der check the infor­ma­ti­on pro­vi­ded, appro­ve or reject com­mer­cial enter­pri­ses and secu­ri­ty per­son­nel. In doing so, they use the BWR to access infor­ma­ti­on from the Asso­cia­ti­on of Ger­man Cham­bers of Indus­try and Com­mer­ce (DIHK) regar­ding qua­li­fi­ca­ti­ons and from the Fede­ral Office for the Pro­tec­tion of the Con­sti­tu­ti­on (BfV) regar­ding reliability.

If someone wants to work in the guar­ding busi­ness, they have to pass a back­ground check. The results of this check are recor­ded in the guar­ding regis­ter. The regis­ter also con­ta­ins infor­ma­ti­on on pro­fes­sio­nal qua­li­fi­ca­ti­ons as well as infor­ma­ti­on on the iden­ti­ty of the regis­tered person.

Employ­ers in the secu­ri­ty sec­tor are obli­ged to car­ry out a search in the guard regis­ter befo­re employ­ing a secu­ri­ty employee (guard). This is to ensu­re that only sui­ta­ble and relia­ble per­sons are employ­ed in the secu­ri­ty sector.

The guard regis­ter is thus inten­ded to con­tri­bu­te to impro­ving secu­ri­ty and qua­li­ty in the secu­ri­ty indus­try and to streng­thening public con­fi­dence in the pri­va­te secu­ri­ty industry.

What is the guard regis­ter iden­ti­fi­ca­ti­on number?

The guard regis­ter iden­ti­fi­ca­ti­on num­ber (in short: guard ID) is a uni­que iden­ti­fi­ca­ti­on num­berwhich allows for clear iden­ti­fi­ca­ti­on and attri­bu­ti­on. A guard ID is assi­gned when the guard is first ente­red into the regis­ter. The ID of a secu­ri­ty guard is valid even if the employ­er chan­ges, i.e. it always remains the same for a per­son — at least if one is con­ti­nuous­ly employ­ed in the secu­ri­ty sec­tor wit­hout lon­ger inter­rup­ti­ons. Secu­ri­ty guards, i.e. secu­ri­ty con­trac­tors, also recei­ve such a 7‑digit ID number.

How do I obtain a guard ID as an employee?

If you are new to the pri­va­te secu­ri­ty indus­try, you will recei­ve your guard ID when you first enter the guard regis­ter. The initi­al regis­tra­ti­on is done by your (poten­ti­al) employ­er. If you chan­ge secu­ri­ty com­pa­nies, you should request your guard ID direct­ly from your pre­vious employ­er. The advan­ta­ge of this is that you can be released imme­dia­te­ly becau­se the regis­ter can be che­cked more quick­ly with the new employ­er. You should also find your guard ID as an indi­ca­ti­on on your ser­vice card.

Do I have to pay for the guard ID if I want to work in the pri­va­te secu­ri­ty industry?

No. In prin­ci­ple, the employ­er has to bear the­se cos­ts, which ari­se from the (first-time) regis­tra­ti­on of the guard in the guard regis­ter. Some employ­ers have the idea of char­ging the­se cos­ts to the new employee or deduc­ting them from the first sala­ry. Such beha­viour is not very serious. The situa­ti­on is dif­fe­rent, of cour­se, if poten­ti­al employees deli­bera­te­ly pro­vi­de fal­se infor­ma­ti­on (e.g. about pre­vious con­vic­tions): fair play for both sides!

Can I car­ry out all acti­vi­ties in the pri­va­te secu­ri­ty indus­try with a guard ID?

No. For cer­tain acti­vi­ties you need the Exami­na­ti­on of exper­ti­se accor­ding to § 34a GewO or addi­tio­nal qua­li­fi­ca­ti­ons such as wea­pons exper­ti­se. In addi­ti­on, it may be that the com­pe­tent aut­ho­ri­ty atta­ches cer­tain con­di­ti­ons to employ­ment or pro­hi­bits employ­ment com­ple­te­ly, e.g. due to pre­vious convictions.

Can I work in a secu­ri­ty com­pa­ny wit­hout a guard ID?

Not in prin­ci­ple, but it depends on the spe­ci­fic acti­vi­ty: If you pro­fes­sio­nal­ly guard lives or pro­per­ty of others, an ent­ry in the guard regis­ter is requi­red. Wit­hout a guard ID and cle­arance, you may not work for a secu­ri­ty com­pa­ny as a secu­ri­ty guard. Howe­ver, the­re are acti­vi­ties that do not fall under guar­ding, such as pure ste­war­ding acti­vi­ties or ticket vali­da­ti­on. In this case, you are not working as a com­mer­cial secu­ri­ty guard and do not need a guard ID.

As an employ­er, what do I have to pay par­ti­cu­lar atten­ti­on to in the guard register?

First and fore­most, it is important that all employ­ed guards have been repor­ted and that the Release has been car­ri­ed out befo­re they work in the secu­ri­ty ser­vice for even the first minu­te. In addi­ti­on, the con­cre­te Ran­ge of appli­ca­ti­on be spe­ci­fied and also regu­lar­ly updated, e.g. if a secu­ri­ty guard takes on more deman­ding tasks (e.g. as a shop detec­ti­ve or cer­tain manage­ment tasks) ins­tead of pre­vious­ly simp­le guar­ding tasks (e.g. in pro­per­ty pro­tec­tion), espe­ci­al­ly if for this the Exami­na­ti­on of exper­ti­se accor­ding to § 34a Gewo requi­red is.
A Dis­mis­sal of an employee for exam­p­le, must be noti­fied to the com­pe­tent aut­ho­ri­ty via the guard regis­ter no later than 7 weeks after ter­mi­na­ti­on of the employ­ment rela­ti­onship so that the employee can be deregistered.
Also Chan­ges in the mas­ter data such as chan­ges of address of employees, entre­pre­neurs and com­pa­nies, new tele­pho­ne avai­la­bi­li­ty, etc. must of cour­se be repor­ted in order to keep this infor­ma­ti­on up to date.

It should also be noted that — depen­ding on the local aut­ho­ri­ty — the regis­tra­ti­on of new secu­ri­ty staff can some­ti­mes invol­ve con­sidera­ble wai­ting times during the exami­na­ti­on of the regis­tra­ti­on up to the final release. Fur­ther­mo­re, every new instal­la­ti­on for guards is a Fee to pay. This is curr­ent­ly usual­ly at least 50 euros, but can also be con­sider­a­b­ly hig­her in some regions.
If a guard is alre­a­dy regis­tered, i.e. an ID is available, this only needs to be re-lin­ked — the­re are then no fees for the entrepreneur.

Inci­den­tal­ly, ent­ries are curr­ent­ly auto­ma­ti­cal­ly dele­ted after 12 months fol­lo­wing the dere­gis­tra­ti­on of secu­ri­ty guards. This means that if an appli­cant regis­ters with a guard ID and has not work­ed in the indus­try for over a year, it is very likely that the check will have to be com­ple­te­ly redone.

What all is in the guard register?

The data that may be recor­ded in the regis­ter and pro­ces­sed by the regis­ter aut­ho­ri­ty is set out in § Sec­tion 11b para. 2 of the Trade, Com­mer­ce and Indus­try Regu­la­ti­on Act (GewO) set.

  • To Trad­ers is recor­ded: Sur­na­me, sur­na­me at birth, first name; sex; date of birth, place of birth, coun­try; natio­na­li­ties; tele­pho­ne num­ber, e‑mail address; regis­tra­ti­on address con­sis­ting of street, house num­ber, post­code, town, adden­dum, coun­try, sta­te and regio­nal key; places of resi­dence in the last five years con­sis­ting of street, house num­ber, post­code, coun­try and sta­te; type of iden­ti­ty docu­ment with issuing aut­ho­ri­ty, issuing sta­te, date of issue, iden­ti­ty docu­ment num­ber, expiry date, machi­ne-rea­da­ble name if available and con­tent of the machi­ne-rea­da­ble zone; if appli­ca­ble. Fur­ther data for legal per­sons (e.g. legal form, regis­tra­ti­on num­ber and regis­tra­ti­on court, busi­ness address, cont­act details).
  • To Com­mer­cial enter­pri­se (secu­ri­ty com­pa­ny), infor­ma­ti­on such as the busi­ness name, legal form, type of regis­ter and fur­ther data on the ent­ry in the regis­ter as well as the busi­ness address of the main branch and, if appli­ca­ble, that of other busi­ness pre­mi­ses and, fur­ther­mo­re, addi­tio­nal data on acces­si­bi­li­ty such as tele­pho­ne num­ber and e‑mail address are stored.
  • To the Secu­ri­ty guards (guards/security staff), the fol­lo­wing per­so­nal data is stored: Fami­ly name, sur­na­me at birth, first names; gen­der; date of birth, place of birth, coun­try of birth; natio­na­li­ties; regis­tra­ti­on address con­sis­ting of street, house num­ber, post­code, city, adden­dum, coun­try, sta­te and regio­nal key; places of resi­dence in the last five years con­sis­ting of street, house num­ber, post­code, coun­try and sta­te; type of iden­ti­fi­ca­ti­on docu­ment with issuing aut­ho­ri­ty, issuing sta­te, date of issue, iden­ti­fi­ca­ti­on docu­ment num­ber, expiry date, machi­ne-rea­da­ble name if available and con­tent of the machi­ne-rea­da­ble zone.

In addi­ti­on, among other things, the fol­lo­wing is stored:

  • Date of gran­ting of permission
  • Scope of permission
  • Expiry of the per­mit, if applicable
  • Indi­ca­ti­on of the acti­vi­ty of the guard
  • Pro­hi­bi­ti­on of employ­ment, if applicable
  • Relia­bi­li­ty veri­fi­ca­ti­on data (date, type and result of veri­fi­ca­ti­on, etc.)
  • Indi­ca­ti­on of the cont­act details of the com­pe­tent licen­sing authority
  • Sta­tus of the per­mit procedure
  • Data from the guard regis­ter inter­face to the Fede­ral Office for the Pro­tec­tion of the Constitution
  • Data on cer­ti­fi­ca­tes of com­pe­tence and trai­ning from the cham­bers of com­mer­ce and indus­try of guards and tradespeople
  • Cont­act details of the local com­pe­tent authority

What are the advan­ta­ges and dis­ad­van­ta­ges of the guard register?

Of cour­se — the main­ten­an­ce of the guard regis­ter is time-con­sum­ing. Howe­ver, as an elec­tro­nic regis­ter, it also offers advan­ta­ges that lie in the digi­ta­li­sa­ti­on and har­mo­ni­sa­ti­on of the pre­vious­ly ana­lo­gue (paper) processes.

The­se are signi­fi­cant advan­ta­ges of the guard register:

  1. Con­trol of qua­li­fi­ca­ti­ons: The guard regis­ter enables a sys­te­ma­tic con­trol of the qua­li­fi­ca­ti­ons of secu­ri­ty guards, as they have to pro­ve at least a qua­li­fi­ca­ti­on accor­ding to § 34a GewO in order to be registered.
  2. Cus­to­mer safe­tyRegis­tra­ti­on in the guard regis­ter pro­vi­des cli­ents with a hig­her level of secu­ri­ty, as they know that the secu­ri­ty guards employ­ed are vet­ted and qualified.
  3. Pro­tec­tion of the public: The guard regis­ter helps to increase the secu­ri­ty of the public by exclu­ding per­sons wit­hout the requi­red exper­ti­se and per­so­nal relia­bi­li­ty from car­ry­ing out secu­ri­ty activities.
  4. Trans­pa­ren­cyThe guard regis­ter crea­tes trans­pa­ren­cy about the qua­li­fi­ca­ti­ons and relia­bi­li­ty of secu­ri­ty guards and thus ensu­res more trust in the industry.
  5. Mini­mi­sing abu­se: Regis­tra­ti­on in the guard regis­ter redu­ces the misu­se of secu­ri­ty ser­vices by unqua­li­fied or unre­lia­ble per­sons (e.g. per­sons with a rele­vant cri­mi­nal record).
  6. Legal basis and bin­ding force: The guard regis­ter takes up legal regu­la­ti­ons that stan­dar­di­se and regu­la­te the trai­ning and qua­li­fi­ca­ti­on of secu­ri­ty guards.
  7. Effi­ci­ent con­trols: The guard regis­ter enables the com­pe­tent aut­ho­ri­ties to effi­ci­ent­ly check whe­ther secu­ri­ty com­pa­nies and employees com­ply with the legal requirements.
  8. Pro­fes­sio­nal deve­lo­p­mentRegis­tra­ti­on in the guard regis­ter some­ti­mes pro­mo­tes the pro­fes­sio­nal deve­lo­p­ment of secu­ri­ty guards, as it crea­tes incen­ti­ves for fur­ther edu­ca­ti­on and training.
  9. Cre­di­bi­li­ty of the indus­try: The Guard Regis­ter con­tri­bu­tes to the cre­di­bi­li­ty of the secu­ri­ty indus­try by under­li­ning the pro­fes­sio­na­lism and serious­ness of the regis­tered com­pa­nies and employees.
  10. Effi­ci­ent exch­an­ge From infor­ma­ti­on: The guard regis­ter enables aut­ho­ri­ties nati­on­wi­de to quick­ly exch­an­ge rele­vant infor­ma­ti­on on secu­ri­ty forces, which impro­ves coope­ra­ti­on and collaboration.

The­se are major dis­ad­van­ta­ges of the guard register:

  1. Admi­nis­tra­ti­ve bur­den: The estab­lish­ment and main­ten­an­ce of the guard regis­ter requi­res a cer­tain amount of bureau­cra­cy and admi­nis­tra­ti­ve work, both for the aut­ho­ri­ties and for the com­pa­nies wis­hing to regis­ter them­sel­ves and their staff.
  2. Cos­tsRegis­tra­ti­on in the regis­ter of guards invol­ves cos­ts. The­re are, of cour­se, up-front cos­ts for tho­se who have to under­go ins­truc­tion, expert exami­na­ti­on or spe­cial trai­ning — alt­hough this was requi­red even wit­hout BWR.
  3. Rest­ric­tion of mar­ket access: Qua­li­fi­ca­ti­on and regis­tra­ti­on requi­re­ments can make mar­ket ent­ry dif­fi­cult for poten­ti­al new ent­rants to the secu­ri­ty industry.
  4. Delays: Pro­ces­sing regis­tra­ti­on appli­ca­ti­ons and issuing guard IDs can take time, which can lead to delays in recrui­ting secu­ri­ty guards.
  5. Pro­tec­tion of per­so­nal data: The guard regis­ter con­ta­ins sen­si­ti­ve infor­ma­ti­on about secu­ri­ty guards, so it is important to pro­tect the data from misu­se or unaut­ho­ri­sed access.
  6. Moni­to­ring effort: In order to ensu­re the effec­ti­ve­ness of the guard regis­ter, the com­pe­tent aut­ho­ri­ties must car­ry out regu­lar checks and moni­to­ring mea­su­res, which means addi­tio­nal work.
  7. Excep­ti­ons and loopho­les: In some cases, secu­ri­ty forces or com­pa­nies might try to cir­cum­vent the regis­tra­ti­on requi­re­ment or exploit loopho­les, which could com­pro­mi­se the effec­ti­ve­ness of the registry.

Guard Regis­ter: Visi­on & Reality

On the intro­duc­tion of the guard regis­ter on 1 Janu­ary 2019, the lawy­er Jörg Zitz­mann ana­ly­sed in the Pod­cast for pro­tec­tion and secu­ri­ty the back­ground. He goes into the back­ground of the intro­duc­tion of the regis­ter, explains what the guard regis­ter means for trad­ers and secu­ri­ty staff, who is respon­si­ble, what data is coll­ec­ted and how high the cos­ts are for the exami­na­ti­on and regis­ter entries:

(Source: Pod­cast for pro­tec­tion and secu­ri­ty / Jörg Zitzmann)

Sum­ma­ry

Over­all, it can be said that the guard regis­ter has more advan­ta­ges than dis­ad­van­ta­ges. It pro­vi­des trans­pa­ren­cy, can increase secu­ri­ty and con­fi­dence in the pri­va­te secu­ri­ty indus­try. If a guard ID has alre­a­dy been assi­gned, both employees loo­king for a new job and secu­ri­ty com­pa­nies bene­fit from acce­le­ra­ted elec­tro­nic pro­ces­sing. Nevert­hel­ess, the­re are also dis­ad­van­ta­ges, such as the time-con­sum­ing initi­al crea­ti­on and veri­fi­ca­ti­on of employees, com­bi­ned with not incon­sidera­ble cos­ts, which are not uni­form nati­on­wi­de, as well as the con­ti­nuous data main­ten­an­ce. Loopho­les are also pos­si­ble — espe­ci­al­ly if actu­al on-site checks of the deploy­ed secu­ri­ty staff are rare.

Working as a 34a secu­ri­ty guard: What to do when the boss can­cels services?

Working as a 34a security guard: What to do when the boss cancels services?

In the pri­va­te secu­ri­ty sec­tor, shift work, night work and work on holi­days are com­mon working con­di­ti­ons. Secu­ri­ty guards often per­form chal­len­ging work to ensu­re the safe­ty of faci­li­ties, events and peo­p­le. Unfort­u­na­te­ly the Wages in this sec­tor often in the low-wage sec­tor for exam­p­le, in the sepa­ra­te secu­ri­ty ser­vice. If hours are unex­pec­ted­ly lost, e.g. becau­se the employ­er loses an important con­tract, and the month­ly tar­get working time is not rea­ched becau­se of this (or for other reasons), it can beco­me finan­ci­al­ly dicey as a 34a secu­ri­ty guard. This artic­le looks at the reasons that lead to the can­cel­la­ti­on of working days and shows the pos­si­bi­li­ties that one then has as a secu­ri­ty employee.

What are pos­si­ble reasons why my employ­er sche­du­les me on fewer assign­ment days?

First of all, the secu­ri­ty company’s point of view should also be brief­ly exami­ned at this point. The fact that you are on the duty ros­t­er less often has in most cases (hop­eful­ly) not­hing to do with you per­so­nal­ly, but has ope­ra­tio­nal reasons. If the­se are explai­ned trans­par­ent­ly by the employ­er and you can under­stand them, this offers a bet­ter start­ing point for a solu­ti­on to the pro­blem that can be sup­port­ed by both sides. It is pos­si­ble, howe­ver, that this will lead to a chan­ge of employ­ment or to you start­ing to look for a new job. Or may­be the “lean peri­od” is only short and you can com­pen­sa­te for the hours by working extra hours in the fol­lo­wing month or the employ­er accom­mo­da­tes you in some other way.

Here are ten pos­si­ble reasons why your employ­er might want to redu­ce your working hours:

  1. Lower cus­to­mer demand: The­re could be less demand for secu­ri­ty ser­vices, lea­ding to a reduc­tion in the num­ber of man-hours needed.
  2. Eco­no­mic slow­down: It is pos­si­ble that the eco­no­mic situa­ti­on has dete­rio­ra­ted, lea­ding to resour­ce cons­traints and cost savings.
  3. Chan­ges in the busi­ness stra­tegy: Your employ­er may have chan­ged its busi­ness stra­tegy, lea­ding to an adjus­t­ment of human resources.
  4. Staff rota­ti­on: Pos­si­bly rota­te staff to give all staff the oppor­tu­ni­ty to work and to dis­tri­bu­te working hours more equitably.
  5. New tech­no­lo­gies or auto­ma­ti­on: The Intro­duc­tion of new tech­no­lo­gies or auto­ma­ted sys­tems could lead to fewer employees being needed.
  6. Sea­so­nal fluc­tua­tions: Working hours could be sub­ject to sea­so­nal fluc­tua­tions, for exam­p­le if less secu­ri­ty staff is nee­ded in cer­tain months.
  7. Chan­ges in con­tracts with cli­ents: It is pos­si­ble that con­tracts with cli­ents have chan­ged and this leads to a reduc­tion in the volu­me of work.
  8. Legal rest­ric­tions: The­re could be (new) legal rest­ric­tions, such as maxi­mum limits for working hours or rest peri­ods bet­ween shifts. Or the exis­ting requi­re­ments (e.g. from the Working Hours Act) are now bet­ter fol­lo­wed up.
  9. Com­pa­ny holi­days or sea­so­nal com­pa­ny breaksYour employ­er may have deci­ded to redu­ce working hours during cer­tain peri­ods, such as com­pa­ny holi­days or sea­so­nal breaks (from cus­to­mers). Also, for exam­p­le, the Covid pan­de­mic had cau­sed tem­po­ra­ry dis­lo­ca­ti­on within the industry. 
  10. Inter­nal com­pa­ny res­truc­tu­ring: Your employ­er may car­ry out inter­nal res­truc­tu­ring lea­ding to a reas­sess­ment of working hours and resour­ce allocation.

What opti­ons do I have if my employ­er assigns me to less work?

Of cour­se, it is not worth arguing about one or two hours. Howe­ver, a loss of 20, 30, 40 per cent or even more hours is a big deal, becau­se you also have to make a living. If your boss remo­ves you from the duty ros­t­er, assigns you to signi­fi­cant­ly fewer shifts than usu­al and you don’t work your hours — then you have the fol­lo­wing options:

  1. Check employ­ment con­tract!
    That is the most important point. As a rule, what is decisi­ve is what has been agreed in your employ­ment con­tract. For exam­p­le, if it says “full-time”, the employ­er is obli­ged to employ you accor­din­gly. What is meant by full-time is usual­ly regu­la­ted in the respec­ti­ve coll­ec­ti­ve agree­ment. Often a spe­ci­fic num­ber of hours is also agreed. If, for exam­p­le, 170 hours per month are con­trac­tual­ly sti­pu­la­ted in your employ­ment con­tract, this num­ber of hours must be adhe­red to (apart from minor fluc­tua­tions, e.g. due to sick cover).
  2. Con­sult the duty ros­t­er!
    Duty sche­du­ling in secu­ri­ty ser­vices, e.g. in fac­to­ry secu­ri­ty, is often done on the basis of a fixed shift rhythm. In this way, it is pos­si­ble to plan rough­ly in advan­ce — of cour­se with a cer­tain degree of uncer­tain­ty (e.g. due to eter­nal out­stan­ding holi­day plan­ning). Howe­ver, the actu­al duty ros­t­er for the fol­lo­wing month is decisi­ve: If it sta­tes 20 shifts, for exam­p­le, then you are entit­led to work this num­ber of shifts. Once a duty ros­t­er has been published, it may only be chan­ged again after con­sul­ta­ti­on with the employees.
  3. Seek dia­lo­gue and actively offer work per­for­mance!
    Many things can be cla­ri­fied through com­mu­ni­ca­ti­on. Seek to talk to your super­vi­sor and reach a con­sen­sus. Important: Com­mu­ni­ca­te that you do not agree with the chan­ges and expli­cit­ly offer your work per­for­mance! Your employ­er is obli­ged to give you the work accor­ding to the exis­ting employ­ment con­tract, you pro­vi­de your work per­for­mance accor­ding to the contract. 
  4. Your employ­er does not react? Send a writ­ten remin­der!
    Inform your employ­er in wri­ting about the aspects men­tio­ned abo­ve. The writ­ten form is important so that you have pro­of. Set a dead­line for your boss, but con­ti­nue to be poli­te and coope­ra­ti­ve. After all, you usual­ly want to con­ti­nue working for your employer.
  5. If not­hing helps: com­plain!
    If all else fails, the employ­er does not react and talks (pos­si­bly also with the works coun­cil) have not led to suc­cess, the only opti­on is to take legal action befo­re the labour court.

Lawy­er Jörg Zitz­mann has beau­tiful­ly pre­sen­ted the facts of the case in the You­Tube chan­nel of the Aca­de­my for Secu­ri­ty:

Memo­ri­sing exam ques­ti­ons and ans­wers: Is that enough to pass the 34a exam?

Memorising exam questions and answers: Is that enough to pass the 34a exam?

The expert know­ledge exami­na­ti­on in the guar­ding trade accor­ding to § 34a of the Trade, Com­mer­ce and Indus­try Regu­la­ti­on Act (Gewer­be­ord­nung) is an important pre­re­qui­si­te for ente­ring the pro­fes­si­on in this field. It is inten­ded to ensu­re that appli­cants have the neces­sa­ry know­ledge to gua­ran­tee the safe­ty of peo­p­le and the pro­tec­tion of property.
In this con­text, the ques­ti­on ari­ses whe­ther it makes sen­se to just learn all pos­si­ble exam ques­ti­ons and ans­wers by heart wit­hout del­ving deeper into the con­tent of the exam.

Exam ques­ti­ons: Theo­ry and practice

No ques­ti­on — lear­ning with 34a exam ques­ti­ons offers many advan­ta­ges. Pure memo­ri­sa­ti­on of exam ques­ti­ons and ans­wers is not a sui­ta­ble pre­pa­ra­ti­on method in this con­text, as the exam may also include situa­tio­nal ques­ti­ons. This is espe­ci­al­ly the case in the oral part of the exam. In addi­ti­on, it is important to under­stand the con­nec­tions bet­ween dif­fe­rent sub­ject are­as and to be able to app­ly them to con­cre­te prac­ti­cal cases. Super­fi­ci­al pre­pa­ra­ti­on may lead to some can­di­da­tes pas­sing the exam but not being able to app­ly their know­ledge in prac­ti­ce. As a rule, howe­ver, pas­sing the exam also beco­mes a chall­enge if one only lear­ns by heart and has not gai­ned a real under­stan­ding of the contents.

Chal­lenges

Fur­ther­mo­re, it is important not only to know the legal basics and the rele­vant regu­la­ti­ons, but also to under­stand the psy­cho­lo­gi­cal and com­mu­ni­ca­ti­ve aspects of the pro­fes­si­on. After all, pri­va­te secu­ri­ty guards must not only reco­g­ni­se and ward off dan­gers, but also be able to app­ly de-escala­ti­on tech­ni­ques and deal with dif­fi­cult situa­tions. This also includes com­mu­ni­ca­ting effec­tively and resol­ving con­flicts. Of cour­se, it is not only the lear­ning con­tent that plays a role here, but abo­ve all pro­fes­sio­nal expe­ri­ence and the pas­sing on of expe­ri­ence, e.g. within the frame­work of a pre­pa­ra­to­ry cour­se or in exch­an­ge with expe­ri­en­ced col­le­agues. Inci­den­tal­ly, the­re is a focus on the legal topics of the 34a pro­fes­sio­nal qua­li­fi­ca­ti­on exami­na­ti­on. Topics such as cri­mi­nal law or civil law are Weigh­ted twice in the writ­ten exami­na­ti­on. One should not lea­ve any points lying around light­ly by under­stan­ding the legal mat­ter here, not to men­ti­on the risks of legal igno­rance when later working in the secu­ri­ty service.

Under­stan­ding the con­tents of the examination

Exam can­di­da­tes should enga­ge inten­si­ve­ly with the con­tent of the exam and try to gain a deeper under­stan­ding. They should not only deal with the facts, but also with the con­texts and the mea­ning of what they have lear­ned. One way to do this is to talk to other peo­p­le who are also pre­pa­ring for the exam or are alre­a­dy working in the indus­try. Prac­ti­cal expe­ri­ence can also help to deepen under­stan­ding and app­ly what has been lear­ned. Gene­ral­ly recom­men­ded are Books, online cour­ses and class­room trai­ningThe cour­se is desi­gned to pro­vi­de a con­text and not to work exclu­si­ve­ly with test ques­ti­ons and solu­ti­ons. Expl­ana­ti­ons based on case stu­dies can make a signi­fi­cant con­tri­bu­ti­on to under­stan­ding, espe­ci­al­ly legal topics.

Con­clu­si­on

In sum­ma­ry, it does not make sen­se to just memo­ri­se all pos­si­ble exam ques­ti­ons and ans­wers wit­hout del­ving deeper into the con­tent of the exam. Ins­tead, can­di­da­tes should deal inten­si­ve­ly with the con­tents of the exam and try to gain a deeper under­stan­ding. This can help them not only to pass the exam but also to be able to app­ly their know­ledge in prac­ti­ce and to work suc­cessful­ly in the pri­va­te secu­ri­ty industry.

The­se are the advan­ta­ges of lear­ning with exam ques­ti­ons for the 34a exam

These are the advantages of learning with exam questions for the 34a exam

Lear­ning with exam ques­ti­ons is a pro­ven method used by many stu­dents to impro­ve their under­stan­ding and know­ledge of cer­tain topics. 

Why 34a pre­pa­ra­ti­on with exam ques­ti­ons makes sense

When ans­we­ring exam ques­ti­ons, you get feed­back on how well you have unders­tood the mate­ri­al and can work spe­ci­fi­cal­ly on the dif­fi­cult parts to impro­ve your know­ledge. You can iden­ti­fy gaps in your under­stan­ding and tar­get them. Through regu­lar feed­back, you can ensu­re that you are con­ti­nuous­ly impro­ving and track your pro­gress.
Ano­ther advan­ta­ge of lear­ning with exam ques­ti­ons is the deeper enga­ge­ment with the lear­ning con­tent. When ans­we­ring exam ques­ti­ons, one has to deal with the con­tent more inten­si­ve­ly and make con­nec­tions bet­ween dif­fe­rent topics. By del­ving deeper into the infor­ma­ti­on, one can gain a deeper under­stan­ding of the topic. By repea­ting and app­ly­ing the infor­ma­ti­on, memo­ry is impro­ved. When you stu­dy a topic inten­si­ve­ly and actively app­ly what you have lear­ned, it sticks bet­ter in your memo­ry.
Exam ques­ti­ons also focus atten­ti­on on the most important aspects of the lear­ning mate­ri­al and help to eli­mi­na­te irrele­vant infor­ma­ti­on. By focu­sing on rele­vant infor­ma­ti­on, the brain is bet­ter able to absorb and pro­cess it. This leads to a bet­ter under­stan­ding of the lear­ning mate­ri­al.
One of the most important bene­fits of lear­ning with exam ques­ti­ons is the simu­la­ti­on of an exam situa­ti­on. This can also help to redu­ce exam anxie­ty. Exam anxie­ty can be a signi­fi­cant bar­ri­er to lear­ning, as it can cau­se you to per­form worse than you actual­ly could. By prac­ti­sing exam ques­ti­ons, you can beco­me more attu­n­ed to the type of ques­ti­ons and the exam pro­cess. This can help redu­ce exam anxie­ty and boost confidence.

Other advan­ta­ges of lear­ning with exam questions

Con­clu­si­on

Over­all, lear­ning with exam ques­ti­ons offers many advan­ta­ges. It helps to impro­ve the under­stan­ding of lear­ning con­tent, streng­then memo­ry and redu­ce the fear of exams. Through regu­lar feed­back and tar­ge­ted prac­ti­ce, you can work spe­ci­fi­cal­ly on the dif­fi­cult parts and track your pro­gress. Lear­ning with exam ques­ti­ons is an effec­ti­ve way to prepa­re for exams and suc­ceed. Pre­pa­ring for the exam with exam ques­ti­ons is the­r­e­fo­re an important fac­tor in suc­cessful­ly pas­sing the IHK exam. Why memo­ri­sing alo­ne is not neces­s­a­ri­ly enough to pass the 34a exam, learn more in this blog post.

Tip: Exam ques­ti­ons on YouTube

Appli­ca­ti­on tips for pri­va­te secu­ri­ty guards: How to app­ly successfully!

Application tips for private security guards: How to apply successfully!

Secu­ri­ty guards play an important role in the pri­va­te secu­ri­ty indus­try and are often the first point of cont­act for cus­to­mers and visi­tors. If you are a secu­ri­ty guard loo­king for a new job, a suc­cessful appli­ca­ti­on can make the dif­fe­rence bet­ween suc­cess and fail­ure. The chan­ces are quite good due to the situa­ti­on on the labour mar­ket. It is also cal­led an employee mar­ket — mea­ning: the­re are hard­ly enough qua­li­fied appli­cants for the cur­rent vacan­ci­es. You have — depen­ding of cour­se on some fac­tors like your edu­ca­ti­on and the desi­red place of work — in prin­ci­ple a good choice!

In this artic­le we will give you tips and advice on how to suc­cessful­ly app­ly and find your dream job in the pri­va­te secu­ri­ty industry.

10 appli­ca­ti­on tips for secu­ri­ty guards in the pri­va­te secu­ri­ty sector

  1. Crea­te a meaningful cover letter

The cover let­ter is the first impres­si­on you make on a poten­ti­al employ­er. It is important that you take time to crea­te a strong cover let­ter that high­lights your expe­ri­ence, skills and moti­va­ti­on. Make sure you tail­or the cover let­ter to the com­pa­ny and the secu­ri­ty job adver­ti­sed and that you find out about the com­pa­ny and its activities.

  1. Update your CV

Your CV is your most important appli­ca­ti­on docu­ment and should show­ca­se your work expe­ri­ence, skills and qua­li­fi­ca­ti­ons. Update your CV befo­re you app­ly and make sure it is clear and easy to read. Use bul­let points and clear for­mat­ting to high­light important infor­ma­ti­on. Also include what trai­ning and cer­ti­fi­ca­ti­ons you have com­ple­ted and what expe­ri­ence you have had in the secu­ri­ty indus­try. Pro­vi­de your cer­ti­fi­ca­tes of com­pe­ten­cy, refe­ren­ces and any trai­ning cer­ti­fi­ca­tes. Do not include Fake docu­ments and con­vin­ce you with a pro­fes­sio­nal cor­rect expres­si­on.

  1. Empha­sise your skills and experience

As a secu­ri­ty guard, you should be able to quick­ly reco­g­ni­se dan­ge­rous situa­tions and react to them appro­pria­te­ly. In your appli­ca­ti­on, empha­sise your skills and expe­ri­ence in the field of secu­ri­ty and make sure to high­light your com­pe­ten­ces in the are­as of com­mu­ni­ca­ti­on, con­flict reso­lu­ti­on and de-escala­ti­on. Howe­ver, do not exag­ge­ra­te, e.g. by eccen­tri­cal­ly spraw­ling nar­ra­ti­ves of your past exploits as a secu­ri­ty employee!

  1. Be pre­pared for the interview

An inter­view is your chan­ce to pre­sent your best side and con­vin­ce the employ­er of your skills. Prepa­re for the inter­view by rea­ding up on the com­pa­ny, pre­pa­ring ques­ti­ons and thin­king about the ans­wers you would give. Make sure you are on time and well pre­pared for the inter­view and that you cle­ar­ly pre­sent your qua­li­fi­ca­ti­ons and experience.

  1. Stay posi­ti­ve and confident

As a secu­ri­ty guard, it is important that you appear posi­ti­ve and con­fi­dent. Be con­fi­dent in your skills and expe­ri­ence and con­vey to your poten­ti­al employ­er that you are the best choice for the job. Remain pro­fes­sio­nal and poli­te throug­hout the appli­ca­ti­on pro­cess and make sure you lea­ve a posi­ti­ve impres­si­on. At this point, plea­se do not bad­mouth your old or pre­vious employ­er. This does not make a good impres­si­on and the manage­ment staff in the pri­va­te secu­ri­ty indus­try are often bet­ter con­nec­ted than you think!

  1. Use your network

Use your pro­fes­sio­nal net­work to find poten­ti­al employ­ers and learn about job ope­nings. Talk to for­mer col­le­agues, super­vi­sors and other cont­acts in the secu­ri­ty indus­try and ask for recom­men­da­ti­ons or infor­ma­ti­on about vacan­ci­es. Online plat­forms such as Lin­ke­dIn or XING can also help you find poten­ti­al employ­ers and make cont­acts. You can also indi­ca­te the­re that you are open to offers. Some­ti­mes head­hun­ters also get in touch who can be hel­pful in fin­ding jobs.

  1. Be fle­xi­ble and open to new challenges

In the pri­va­te secu­ri­ty indus­try, the­re are a varie­ty of tasks and posi­ti­ons that requi­re dif­fe­rent skills and expe­ri­ence. Be fle­xi­ble and open to new chal­lenges and check whe­ther you are sui­ta­ble for other posi­ti­ons or tasks. You may be able to con­tri­bu­te your skills and expe­ri­ence bet­ter in ano­ther posi­ti­on or be inte­res­ted in a new challenge.

  1. Pre­sent yours­elf professionally

As a secu­ri­ty guard, you are the company’s figurehead and should the­r­e­fo­re pre­sent yours­elf in a pro­fes­sio­nal man­ner. Make sure that you wear appro­pria­te clot­hing and make a well-groo­med impres­si­on at job inter­views or other pro­fes­sio­nal occa­si­ons. Also pay atten­ti­on to your body lan­guage and appearance and make sure you com­mu­ni­ca­te poli­te­ly and professionally.

  1. Do not shy away from high demands

A maxi­mum of 20 years and 10 years of pro­fes­sio­nal expe­ri­ence — of cour­se that’s not pos­si­ble. Employ­ers often wri­te quite a few requi­re­ments in the job adver­ti­se­ments. Don’t be afraid of this, but be honest if you don’t (yet) meet a requi­re­ment. You can still gain expe­ri­ence in your new job, you can impro­ve your for­eign lan­guage skills by taking cour­ses on the side (e.g. at the adult edu­ca­ti­on cent­re) and you can make up for miss­ing addi­tio­nal trai­ning. Employ­ers are often more fle­xi­ble than you think, espe­ci­al­ly if it is other­wi­se a good (human) fit!

  1. Keep your eye on the ball and don’t be afraid of setbacks!

Landing a direct hit on your first appli­ca­ti­on and get­ting your dream job is the excep­ti­on rather than the rule. Don’t be afraid if you don’t suc­ceed with your first appli­ca­ti­on, but try again some­whe­re else. Often it is hel­pful to ask for open feed­back about why you did not make it to the short­list or to have pro­fes­sio­nal appli­ca­ti­on trai­ning, whe­re your appli­ca­ti­on docu­ments are also review­ed and opti­mi­sed. Just stay on the ball here, sub­scri­be to rele­vant job offers on job por­tals. You will then be auto­ma­ti­cal­ly noti­fied when new vacan­ci­es ari­se in your search radius.

Con­clu­si­on

A suc­cessful appli­ca­ti­on in the pri­va­te secu­ri­ty indus­try requi­res time, effort and com­mit­ment. Use the tips abo­ve to opti­mi­se your appli­ca­ti­on and find your dream job. Stay on the ball and con­ti­nue your edu­ca­ti­on. Compa­re job offers and try to sell yours­elf in the best pos­si­ble way. Be con­fi­dent, fle­xi­ble and pro­fes­sio­nal and show your poten­ti­al employ­er that you are the per­fect choice for the job.

The Future of the Pri­va­te Secu­ri­ty Indus­try in Ger­ma­ny: Man or Machine?

The Future of the Private Security Industry in Germany: Man or Machine?

The pri­va­te secu­ri­ty indus­try is an important eco­no­mic sec­tor in Ger­ma­ny and employs many peo­p­le. In 2022, the­re were a total of just under 260,000 employees in the pri­va­te secu­ri­ty sec­tor in Ger­ma­ny, working in around 5,700 guard and secu­ri­ty com­pa­nies. The­se are con­sidera­ble figu­res. Pri­va­te secu­ri­ty is incre­asing­ly taking over form­er­ly purely sove­reign tasks in cer­tain are­as and has thus beco­me an important play­er — part­ly also in the area of public safe­ty and order.

But how will pri­va­te secu­ri­ty deve­lop in the future? Will human secu­ri­ty guards incre­asing­ly be repla­ced by machi­nes? Or will humans con­ti­nue to play an important role in the secu­ri­ty indus­try in the future? In this artic­le we take a look at the future of the pri­va­te secu­ri­ty indus­try in Germany.

The role of peo­p­le in the pri­va­te secu­ri­ty industry

Human secu­ri­ty per­son­nel have many advan­ta­ges over machi­nes. They can assign human actions more uner­rin­gly and react ade­qua­te­ly. They can bet­ter assess dan­ge­rous situa­tions and act appro­pria­te­ly. They have the abili­ty to react to unfo­re­seen events and act fle­xi­bly. Espe­ci­al­ly in situa­tions whe­re empa­thy, under­stan­ding and inter­per­so­nal com­mu­ni­ca­ti­on are important, human secu­ri­ty per­son­nel are irreplaceable.

Fur­ther­mo­re, the­re are cer­tain acti­vi­ties in the secu­ri­ty indus­try that are dif­fi­cult to auto­ma­te. For exam­p­le, moni­to­ring peo­p­le and che­cking iden­ti­fi­ca­ti­on docu­ments requi­res a high level of exper­ti­se, expe­ri­ence and empa­thy. The­se acti­vi­ties also requi­re cogni­ti­ve skills such as cri­ti­cal thin­king, pro­blem sol­ving and decis­i­on making, which curr­ent­ly can­not be ful­ly taken over by machines.

The role of machi­nes in the pri­va­te secu­ri­ty industry

Howe­ver, the­re are also acti­vi­ties in the secu­ri­ty sec­tor that can be sup­port­ed by machi­nes. For exam­p­le, came­ras and other tech­ni­cal devices can be used to moni­tor buil­dings and public places. The recor­dings can be ana­ly­sed by human secu­ri­ty guards in order to reco­g­ni­se and react to dan­ge­rous situa­tions. Howe­ver, sys­tems that eva­lua­te the recor­ded image mate­ri­al direct­ly with the help of a com­pu­ter and sound the alarm if neces­sa­ry are fas­ter and more relia­ble in the masses.
The first auto­ma­ted sys­tems, for exam­p­le in the area of access con­trol, alre­a­dy exis­ted many years ago. Guard robots that are equip­ped with detec­tors and, for exam­p­le, pat­rol warehou­ses ful­ly auto­ma­ti­cal­ly have also been used for some time. Dro­ne tech­no­lo­gy is also beco­ming incre­asing­ly popu­lar for appli­ca­ti­ons in the pri­va­te secu­ri­ty sec­tor — for exam­p­le, when it comes to alarm track­ing or veri­fi­ca­ti­on. Here, howe­ver, the legal hurd­les are still quite high and often pre­vent its use in practice.

In addi­ti­on, tech­no­lo­gies such as AI and machi­ne lear­ning can be used to detect pat­terns and anoma­lies in lar­ge amounts of data. In this way, secu­ri­ty forces can be aler­ted to poten­ti­al thre­ats at an ear­ly stage and react accordingly.

The future of the pri­va­te secu­ri­ty industry

It is unli­kely that machi­nes will com­ple­te­ly replace human secu­ri­ty guards. Humans will con­ti­nue to play an important role in the secu­ri­ty indus­try. Howe­ver, machi­nes will play an incre­asing­ly important role and sup­port human secu­ri­ty guards in cer­tain acti­vi­ties. Pri­va­te secu­ri­ty com­pa­nies must adapt to the­se chan­ges and train and deve­lop their staff accor­din­gly to meet the demands of the future.

Con­clu­si­on

The future of the pri­va­te secu­ri­ty indus­try in Ger­ma­ny will be shaped by a com­bi­na­ti­on of human labour and the capa­bi­li­ties of machi­nes. Humans will not be repla­ced, but will deve­lop fur­ther and take on other acti­vi­ties. This means that the­re will be a shift in tasks. While per­cep­ti­on tasks can lar­ge­ly be taken over by machi­nes, pri­va­te secu­ri­ty forces will incre­asing­ly take on other, more deman­ding tasks.

34a-Pre­pa­ra­ti­on: Which form of tea­ching is best for you?

34a-Preparation: Which form of teaching is best for you?

Which form of tea­ching is best for you?

In the fol­lo­wing artic­le, I would like to sug­gest the various lear­ning opti­ons, with their advan­ta­ges and dis­ad­van­ta­ges, for pre­pa­ring for the Sach­kunde­prüf­ung § 34a GewO — a guest artic­le by The Safe­ty Guru.

Fron­tal teaching

Clas­ses are held in an aca­de­my, usual­ly on a full-day basis.
In a struc­tu­red class­room envi­ron­ment, a lear­ning situa­ti­on is crea­ted for the stu­dents in which a lec­tu­rer takes on the role of a know­ledge bro­ker. The tea­cher can use dif­fe­rent lear­ning methods to faci­li­ta­te the stu­dents’ lear­ning. The­se may include lec­tures, dis­cus­sions, group work, demons­tra­ti­ons or expe­ri­ments. In class, stu­dents can also ask ques­ti­ons direct­ly and recei­ve feed­back from the lec­tu­rer or class­ma­tes, which impro­ves under­stan­ding of the lear­ning mate­ri­al. Clas­ses can also pro­vi­de oppor­tu­ni­ties to fos­ter social skills and col­la­bo­ra­ti­on as stu­dents work and learn together.

Online les­sons

Online tea­ching is simi­lar to tra­di­tio­nal tea­ching, but it takes place over the inter­net. The lec­tu­rer uses various digi­tal tools to faci­li­ta­te the stu­dents’ lear­ning. Examp­les of digi­tal tools can be: video and audio chat, online cour­ses, lear­ning plat­forms, vir­tu­al class­rooms or e‑learning modu­les. Online tea­ching can be par­ti­cu­lar­ly advan­ta­ge­ous in today’s world, as it offers the pos­si­bi­li­ty to con­ti­nue tea­ching even in times of pan­de­mics or other cir­cum­s­tances that affect nor­mal tea­ching. Ano­ther advan­ta­ge of online tea­ching is that stu­dents can learn from any­whe­re as long as they have an inter­net con­nec­tion. And also like face-to-face clas­ses, stu­dents can ask ques­ti­ons and get feed­back from the ins­truc­tor or class­ma­tes, which can impro­ve their under­stan­ding of the lear­ning material.

Self-lear­ning with book and You­Tube videos

Self-lear­ner with book and You­Tube vide­os are peo­p­le who learn inde­pendent­ly by obtai­ning infor­ma­ti­on from books or vide­os on the inter­net. This form of lear­ning is less struc­tu­red and requi­res more disci­pli­ne and initia­ti­ve from the lear­ners. Unli­ke class­room or online lear­ning, self-lear­ners have the free­dom to set their own pace and choo­se the con­tent of the lear­ning mate­ri­al. Howe­ver, the­re is also a risk that self-lear­ners may have dif­fi­cul­ty achie­ving their lear­ning goals due to a lack of struc­tu­re and gui­dance. Lear­ners need to moti­va­te and disci­pli­ne them­sel­ves to learn con­ti­nuous­ly. It is also more dif­fi­cult to ask ques­ti­ons and recei­ve feed­back becau­se the­re is no direct cont­act with a tea­cher or other learners.

Advan­ta­ges and disadvantages

Over­all, all three forms of lear­ning — face-to-face tea­ching, online tea­ching and self-lear­ning with books and You­Tube vide­os — have advan­ta­ges and disadvantages:

Fron­tal teaching

Advan­ta­ges:

Dis­ad­van­ta­ges:

Online les­sons

Advan­ta­ges:

Dis­ad­van­ta­ges:

Self-lear­ning with books and You­Tube videos

Advan­ta­ges:

Dis­ad­van­ta­ges:

Sum­ma­ry

Over­all, it is important to note that none of the lear­ning styl­es are per­fect and it depends on which lear­ning style best suits the learner’s indi­vi­du­al needs and pre­fe­ren­ces.
Fur­ther­mo­re, the dif­fe­rent lear­ning styl­es can of cour­se be com­bi­ned with each other. Espe­ci­al­ly the pos­si­bi­li­ty to use You­Tube vide­os as a sup­ple­ment for any kind of lear­ning is very good. And here my recom­men­da­ti­on lies on the You­Tube vide­os of the SecurityGuru34a. The­se vide­os are cle­ar­ly struc­tu­red, infor­ma­ti­ve, easy to under­stand and the­r­e­fo­re very hel­pful. With the help of the­se vide­os, one can learn at one’s own pace and deepen con­tent that was not so well con­vey­ed in class.
The­re is com­ple­te les­sons and Sam­ple exams with expl­ana­ti­ons of the ques­ti­ons and answers.

I hope that with this artic­le I have been able to give you an under­stan­ding of the dif­fe­rent lear­ning methods and that you will find the right method for you.

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