SWiSS seeks to outline the measures and initiatives that enhance and improve the existing standards of security services in Malaysia to greater heights, and more potent to deal with new threats and expectations.
The initiative will enable personal mastery through acquisition of new skills, reskilling and upskilling for officers at the different job levels, job functions or security vocations. The competencies of the security workforce will invariably grow and can only translate to better productivity, higher work performance and service standards thereby creating a more positive image of the security industry.
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SWISS SERVICES
Strategic Plan
This bold and strategic plan embraces the links between training, performance, pay and promotion. These are essential ingredients to achieve positive outcomes for all stakeholders – the buyers, service providers, authorities as well as the workers to remain relevant amidst changes in the environment.
The training of the existing security workforce is inadequate, and workers are ill-equipped. They do not have the skills or competencies to deal with new technologies, new work processes, new threats, and new business strategies. They work long hours with low pay. The obvious lack of career advancements further contributes to low morale, and high turnovers. These are elements of failures, hence the existing low standard of service performance and the negative image of security officers.
The existing Headcount model in the supply of security services is no longer effective or relevant as it relies solely on manpower in the provision of security services and disregarded other elements of integrated security protection such as technology, physical security and procedures and processes. There is a need to move to the Outcome-Based model to optimize security protection and solutions.
Performance is attributed to the worker competencies which can only be developed through effective, adequate, and relevant training. Linking pay, rewards, and career development provide purpose that drive the individual’s motivation to contribute and deliver more. This is a win-win situation for all. The officer has greater pride and sense of achievement fueling service performance to the satisfaction of the buyer justifying the need to pay more. The additional revenue can be invested in training, new technology that further improve productivity and work outcomes and grow the business further.
in collaboration
SWiSS
SWiSS in collaboration with USIM and with the endorsement of KDN and other stakeholders seek to improve the standards of security officers through training and assessment. The training consists of several modules, some are core, and some are electives for the different job grades or vocations – Security Officers, Supervisors, Executives & Managers. The successful completion of training and assessment will certify the competencies attained for a particular module, job level or function. The certification of competencies is linked to classification of the officer’s grade which is linked to pay to provide intent, purpose, and motivation.
Recovery of the Economy
The Training
The deployment of officer will be determined by the certification acquired to enable him to better perform in his work. By completing more modules, the officer acquires other new competencies to perform job of a higher level or grade, hence establishing a career path.
The training of some 130,000 existing security officers that will provide a new facelift that transform the industry. The skilling, reskilling and upskilling will provide jobs for the unemployed and reduces the reliance of foreign workers. This will further stimulate the recovery of the economy of Malaysia.
Selangor Wilayah Industry Security Society (SWiSS)
- Selangor Wilayah Industry Security Society (SWiSS) was established with the primary objective to elevate the standard of security services, nurture the advancement of security officers, and augment a positive image and perception of the security industry which is often plague with negative annotations.
- SWiSS has conducted a study of the Security Industry to analyze existing practices and explore solutions to transform the security industry to benefit all stakeholders. The buyers of security services desire higher level of security service and expect more in terms of the performance of security officers. The security providers wish for a higher contract sum. It is a chicken or egg issue. If security is not performing, buyers are not prepared to pay more. Consequently, the security officers ended up with low pay and worked long hours. There is also no budget for training to improve the competencies of security officers. The present situation is a lose-lose situation for all stakeholders.
- Piska and Musga shared the concerns of SWiSS on the need to improve the well-being of security officers. Both Piska and Musga are now collaborating with SWiSS on measures that can be adopted to improve the existing situations and exploitations of low pay, poor condition of work, etc and have agreed in-principle to the classification and licensing of security officers.
- SWiSS has identified the following issues as being contributory to the present predicaments.
- The existing training is inadequate and not relevant or effective to deal with the changing new threats,
- There is little or no refresher training to allow security officers to keep abreast with changes and new developments,
- There is little or no training to equip security officers with the competencies to perform their current or future jobs, or use new technology,
- Low quality of work life due to low pay, long hours, and absence of career advancements,
- Heavy reliance on manpower with little or non-existent application of systems and technology