HRM 635 Benchmark Assignment – Training and Development
HRM 635 Benchmark Assignment – Training and Development
HRM 635 Benchmark Assignment – Training and Development
Introduction
Health care organizations require progressive growth and employees empowered to perform their roles excellently. As a result, they should continuously identify opportunities for employee development to enhance effectiveness, efficiency, and other essential outcomes (Yao et al., 2021). A needs assessment is an intensive process for determining the staff’s skills gap and the extent of training required. Assessing the training needs is instrumental in enhancing confidence and know-how and bolstering preparedness to execute routine roles. It is a foundation for growth and development. Organizations should conduct needs assessments regularly since it is the basis for optimizing performance. Similarly, Mercy Hospital should conduct a needs assessment to determine if the employees require training. The overall goals for the training will be to increase job satisfaction, improve team productivity, increase overall revenue and allow employees acquire new skills.
Specific Objectives
Mercy Hospital is a leading facility in patient-centered, compassionate, acute care. The facility ensures patients enjoy a healing presence through excellent services, communication, and specialty care. To achieve this, the medical-surgical unit has been instrumental in ensuring patients with different conditions requiring acute care or surgery get expert, timely, and satisfactory care (Rawashdeh & Tamimi 2019). However, to meet its desired goals, it has to train its workforce to prepare them with the needed skills that will drive the company to success. Therefore, the two main strategies that will guide the training session is to improve teamwork and improve job satisfaction.
Changes to be Seen After Training
Training is important because it represents a good opportunity for employees to grow their knowledge base and improve their job skills to become more effective in the workplace. Despite the cost of training for employees, the return on investment is immense if it is consistent. Employee training programs help improve the knowledge and skills of employees to match the various changes in the industry (Bhatti et al., 2021). These improvements will positively affect the productivity of workers, which can increase the profits and efficiency of an organization. Again, training programs can also help prepare employees who are moving into higher roles and taking on more responsibilities in an organization (Bhatti et al., 2021). These programs will help them learn the skills that are required to function effectively in their new positions
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Strategies Involved in the Training Exercise
Employee training is not simply a nice-to-have element of human resources management but it is a must-have. From training at Mercy hospital it must comply with its vision and mission( Bhatti et al., 2021). For training to transfer to the workplace, it’s important that all employees receive a consistent message. The right learning management system (LMS) will help you deliver that consistency. In fact, consistency is one of the main benefits of online training. It is also important to ensure that managers, trainers, and mentors are delivering a consistent message during on-the-job training. Again, its important to keep an eye out for obvious signs of a skills gap: poor performance reviews or employee incident reports, new technology or software adoptions, and staffing changes are all indicators that there is a gap needing to be addressed.
Expected Outcome From Employees
A well trained employee usually shows greater productivity and higher quality of work-output than an untrained employee. Training increases the skills of the employees in the performance of a particular job. An increase in the skills usually helps to increase both quantity and quality of output. With the help of training, the best available methods of work can be standardized and made available to all employees (Amarneh & Muthuveloo, 2020). Standardization will make high levels of performance rule rather than the exception. If the employees are given proper training, the responsibility of supervision is lessened. Training does not eliminate the need for supervision, but it reduces the need for detailed and constant supervision.
How the Strategies Would Drive Success
The selected strategies allows employees to appreciate the importance of the training in the healthcare organization. Before the Mercy clinic set up any program, they carry out a training audit. Work out what the company needs and what staff need, because if neither side can see any benefit then you won’t get anyone engaged – no matter how hard you try. These strategies are significant in developing learning objectives because if you do not know exactly you where want to go with the training, then it probably won’t work. Having an end goal is not enough, you need to effectively signpost it along the way (Bhatti et al., 2021).
How the Organization will Support the Training Sessions
The training needs assessment process allows the organization to identify any gaps in its current training initiatives and employee skill sets. These gaps should be analyzed, prioritized, and turned into the organization’s training objectives. The ultimate goal is to bridge the gap between current and desired performance/knowledge through the development of a training program that has business goals at its core (Yao et al., 2021). At the employee level, the training should match the identified areas where improvement is needed. This can be comprehensively identified through approving funds, organizing new employees on who they would be undertaking the taring sessions, balancing their workloads, hiring professional trainers and pay employees for the hours they spend training.
Measuring the Training Sessions
Just like anything else in life, a clinic need to be able to measure the effectiveness of its training in order to know if it’s meeting its goals. Various evaluation metrics can be used to do this. In general, these metrics can be divided into two categories: learner outcomes and process measures (Amarneh & Muthuveloo, 2020). Learner outcomes are what the clinic is hoping to achieve with the training, such as increased productivity or better customer service. Process measures track things like how much they learned and how engaged they were in the training. There are a number of different evaluation metrics it can use to measure learner outcomes, such as: test scores, course completion rates, job satisfaction, and task performance.
Process measures can include things like hours of training completed, trainer satisfaction, and participant engagement. The evaluation metrics used will depend on specific training goals and the type of training delivered (Amarneh & Muthuveloo, 2020). However, it’s important to use a mix of both types of metrics to get a well-rounded view of training’s effectiveness.
Conclusion
Training new employees is a common practice in healthcare.
It equips employees with necessary skills.
It heightens understanding of different roles.
Improve employee communication
Promotes unity and collaboration
References
Amarneh, S., & Muthuveloo, R. (2020). Human resource management practices and person-organization fit towards nurses’ job satisfaction. Management Science Letters, 10(14), 3197-3206. http://dx.doi.org/10.5267/j.msl.2020.6.019
Bhatti, M. K., Shah, N., & Abbasi, Z. (2021). An Investigation Of Training And Development Towards Employee Performance: An Empirical Approach From Nurses. Multicultural Education, 7(10). DOI: 10.5281/zenodo.5571012
Rawashdeh, A. M., & Tamimi, S. A. (2019). The impact of employee perceptions of training on organizational commitment and turnover intention: An empirical study of nurses in Jordanian hospitals. European Journal of Training and Development. https://doi.org/10.1108/EJTD-07-2019-0112
Yao, X., Cheng, G., Shao, J., Wang, Y., Lin, Y., & Zhang, C. (2021). Development and implementation of a standardized training program for newly graduated mental health nurses: Process and preliminary outcomes. Nurse Education Today, 104, 104953. https://doi.org/10.1016/j.nedt.2021.104953