Training and development have become an essential component in the health care industry. “Well-trained support workers are more likely to provide safe care and increase the confidence of registered staff to delegate tasks.” (“Better care through better training-evaluation of an HCA development programme,” 2012, p. 35). The overall quality and quantity of training and development received by employees determines the success of an organization. It an important for organizations to assess why training and education are important. It is also vital that organizations measure the competencies within the organization. Once training and education programs have been put in place, the organization should create a system for tracking and evaluating the effectiveness of the training. According to Gomez-Mejia, Balkin, and Cardy (2010), “Training typically focuses on providing employees with specific skills or helping them correct deficiencies in their performance.”
Training is used by organizations as a means to immediately enhance an individual employee’s skill deficiency for their present job. Typically, training occurs in three stages. These stages are needs assessment, development and conduct, and evaluation. (Gomez-Mejia, Balkin, & Cardy, p. 246, 2010). In the needs assessment phase, organizations determine if training is needed. If training is needed, the organization will develop training program that addresses the organization, tasks and personal needs of the company and the workers directly involved in training. Once it has been determined that training is needed, the development and conducting phase will be used to determine what approach will be used.
These approaches include the location, presentation and types of training to be used. The locations of training vary depending on the job, but may include on the job training, apprenticeships and internships. The presentation of the training may be conducted using technology based examples, such as computers or human to human interaction through stimulation and role play. The types of training also vary and may include team training or cross functional training. The evaluation phase is the final phase in the training process. During this phase, organizations determine if the training was necessary and effective. The organizations often look at the financial impact of the training and the overall productivity of the workers trained. There are several ways that organizations can evaluate and track the effectiveness of training.
One of these ways is by testing employees about job specific tasks. This can include direct and indirect forms of testing that might include written test or general questions being asked while employees are performing tasks. In the healthcare industry, it is essential that an organization measure each employee’s level of competency. By doing so, the organization is made aware of what type of work the employee is capable of producing. This allows employers the opportunity to assess if certain individuals are able to effectively do their jobs. This is important for organizations to do because many organizations and employees are given a realistic expectation of what can and cannot be accomplished based on the resources of the employee.
New technological advancements in healthcare are often evolving. For this reason, constant training and education is needed for healthcare employees. Healthcare organizations must develop ways to measure the competency of all their workers. It is also important the training programs be developed that effectively and efficiently train any employee who is lacking proper job skills. By putting these efforts in place, organizations increase the overall productivity of their workers.
Better care through better training-evaluation of an HCA development programme. (2012, January). British Journal of Healthcare Assistants, 6(1), 35-38. CINAHL Plus with Full Text. Gomez-Mejia, L., Balkin, D., & Cardy, R. (2010). Managing human resources (6th ed.). Retrieved from The University of Phoenix eBook Colllection database.
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