Training and Development

raising and Development University of Phoenix HCS/341 information and Development Training and development in todays wellness c be sightting is an imperative do by that moldiness be engrained inwardly an brass sectional structure. The brass sections humane Resource (HR) department must ensure that every employee in the organization is correctly trained to commit the job duties that argon assigned. Managers must accurately measure each employees competencies in order to strategically intention and implement upbringing and development programs geared towards the progression of the corporation.This paper entrust explain why homework and development are vital in health condole with, the importance of measuring competencies, as rise as describe the operatees for introduce and evaluating fosterage effectiveness. Training & angstrom unit Education Many people a good deal correlate training in conjunction with development, although, these terms are to near extent analogous , both terms bear two different meanings. (Gomez-Mejia, Balkin, & Cardy, 2010). In the book Managing human beings Resources, the term training is defined as The process of providing employees with specific skills or helping them correct deficiencies in their achievement (Gomez-Mejia et al. 2010, p. 246). On the other hand, development is defined as an effort to house employees with the abilities the organization will need in the future (Gomez-Mejia et al. , 2010, p. 246). In the health care setting, training and development of each health care schoolmaster is essential to improving the delivery of medical services for patients and their families as well as organizational and personal growth. Medical litigation seems to be iodine of the biggest issues affecting healthcare today. According to the Agency for healthcare research and eccentric (AHRQ), which is an agency of the U.S. plane section of health and human services, one of the most prevalent root causes of medical error is the lack of training and education (Agency for healthcare Research and Quality AHRQ, 2010). The AHRQ states Organizational carry of knowledge can embarrass deficiencies in orientation or training, and lack of, or inconsistent, education and training for those providing care. This category of cause deals with the level of knowledge undeni equal to(p) by individuals to perform the tasks that they are assigned. Transfer of knowledge is critical in areas where new employees or temporary help is often used.The organizational transfer of knowledge addresses how things are done in a particular organization or health care unit. This information is often not communicated or transferred. Organizational transfer of knowledge is also a critical issue in faculty member medical centers where physicians in training often rotate through with(predicate) legion(predicate) centers of care. (AHRQ, 2010, Chapter 2) In order to reduce these common issues affecting healthcare, HR departme nts business is to implement proper training regimens geared toward supporting the organizations goals and missions.Certain training techniques are geared toward focusing on the skills needed to perform job duties. Some of the types of trainings include skills, retaining, cross-functional, team, literacy, customer service, etc. (Gomez-Mejia et al. , 2010). By receiving essential required training, health care professionals would consequently be fit to effectively deliver quality care, furthermore, improving individual and organizational achievement in efforts to achieve business and personal growth (Bureau of fatigue statistics, U. S. Department of Labor BLS, DOL, 2009). Measuring CompetenciesMeasuring competencies is an extremely important process for HR. accurately evaluating the validity of each employees goes a long way in ensuring protection for the organization as well as the individuals receiving health care. Managers must bear a Task Analysis, which is an examination o f the job or duties to be performed (Gomez-Mejia et al. , 2010). A properly conducted job analysis should contain all the infallible information needed to understand job requirements and should be used to point knowledge, skills, and abilities (KSAs) required to execute job functions (Gomez-Mejia et al. 2010) . Once the analysis is completed, the KSAs are then used to determine what kind of training is needed for the organization (Gomez-Mejia et al. , 2010). By accurately evaluating each employees competency level, HR is then able to develop strategic plans that will advance growth for the organization as well as the individual. Measuring competencies is also vital to make indisputable all staff members have the proficiency to abide by the standards and requirements set by government agencies.If competencies are not measured correctly, liability and ethical motive issues may arise which can result in costly litigation battles that may impede an organizations growth. Tracking &am pEvaluating Training Effectiveness The process for tracking and evaluating training effectiveness takes place in the evaluation phase of the training program (Gomez-Mejia et al. , 2010). In this phase, evaluation of training effectiveness is assessed through a four-level framework method (Gomez-Mejia et al. , 2010).The book Managing military personnel Resources illustrates the process of the evaluation phase and the classification of the four-level framework system. The book states aim 1 refers to the reaction of the trainees, and it may consist of ratings on a joy scale that assess how happy trainees are with the training. Level 2 refers to how oft the trainees learn, and it may be assessed with a skill exercise. Level 3 refers to the trainees behavior, and it may be measured by observers of the work operation.Level 4 refers to the results, which are generally assessed through the financial measure of return on investment (ROI). Results, the highest level of measurement, seem t o be the most desirable way of assessing the winner of a training program. (Gomez-Mejia et al. , 2010, p. 264) This evaluation process in then followed by four levels of evaluation employed by Garrett railway locomotive Division (Gomez-Mejia et al. , 2010). The Garrett Engine Division evaluation process measures performance before and after the training for both trained and untrained employees (Gomez-Mejia et al. 2010). HR must also conduct performance appraisals, which is the identification, measurement, and management of human performance in the health care organization to make certain employees are receiving effective training (Gomez-Mejia et al. , 2010). oddment In summary, quality training, education, and development is imperative for the success of any healthcare organization. In order to achieve optimal development and growth for the organization and the employees, HR must implement proper training and development programs within the organizations structure.Competency assess ment is vital in the process of building an employees career development plan, in addition to reduce organizational liability issues (Gomez-Mejia et al. , 2010). Therefore, accurately measuring competencies and training effectiveness through an evaluation phase and performance appraisals prove to be beneficial in a variety of ways, ranging from operational to strategic purposes (Gomez-Mejia et al. , 2010). References Agency for Healthcare Research and Quality (2010). Efforts to Reduce Medical Errors AHRQs Response to Senate Committee on Appropriations Questions.In AHRQs Patient Safety Initiative (Ch. 2). Retrieved from http//www. ahrq. gov/qual/pscongrpt/psini2. htm Bureau of Labor statistics, U. S. Department of Labor. (2009). Human Resources, Training, and Labor Relations Managers and Specialists. In Occupational vista Handbook (2010-11 ed. ). Retrieved from http//www. bls. gov/oco/ocos021. htm Gomez-Mejia, L. R. , Balkin, D. B. , & Cardy, R. L. (2010). Managing Human Resourc es (6th ed. ) Adobe Reader. doi ISBN 9780136093527 Mays, S. , Swetnich, D. , & Gorken, L. 2002, March). Towards a unparalleled Patient Identifier . Health Management Technology, 23(3), 42. doi ISSN10744770 United States Department of Labor. (2009). Human Resources, Training, and Labor Relations Managers and Specialists. Retrieved from http//www. bls. gov/oco/ocos021. htm Wager, K. A. , Lee, F. W. , Glaser, J. P. , & Burns, L. R. (2009). Purpose of Patient Records. In Health get by Information Systems. A Practical Approach for Health Care Management (2nd ed. , pp. 8-9). Adobe Reader. doi ISBN 9780470387801