As architects of the modern workforce, HR professionals play a pivotal role in creating an environment that fosters innovation

at
Categories
Tags

 

As architects of the modern workforce, HR professionals play a pivotal role in creating an environment that fosters innovation, resilience, and continuous improvement. One of the key roles of an HR professional is to determine employee professional development and training needs and to create and evaluate those training sessions. In your Week 7 activity you started the process of planning an employee training session. In this assignment, you will incorporate those details as a foundation and build upon them to finish the training plan.

Scenario
You are continuing in your position as a human resource manager at a hospital that is facing a high rate of medical errors and lawsuits. You have previously conducted the employee needs assessment, used data to identify gaps and deficiencies, defined the problem, aligned it with the hospital’s business goals, and created your training objectives. Now it is time to propose a plan for employee training to motivate employees and satisfy leadership concerns.

 

Develop a detailed design and delivery plan for the training that can be shared with all stakeholders. Your goal is to satisfy leadership concerns and to motivate employees to find value in the proposed training. All responses must be on the linked assignment template.

Notes: You can make all necessary assumptions for this assignment. Refer to your Week 7 learning activities for more support, including the Chapter 9 reading and the multimedia resource.

Before you begin, download and save the Week 9 Assignment Template. Download Assignment Template.All responses must be submitted on the assignment template.

1: Set the stage for the training design by reviewing the needs assessment results:

Summarize the needs assessment and results created in your Week 7 activity. This will include the performance deficiencies identified, the objectives created, and how the objectives align with the business goals based on the scenario. (Note: be sure you have incorporated the instructor’s feedback and made any required revisions.)
2: Select the training method (e.g., presentation, discussion, case study, discovery, role play, simulation, modeling, on-the-job training, etc.).

Explain why the selected training method would be the most effective to meet the objectives.
3: Determine the tool(s) necessary to develop the training:

Propose three (3) criteria to use in selecting a vendor tool to deliver the training.
Explain how and why the selected tool was chosen.
4: Encourage and track training attendance:

Propose two (2) proven methods to motivate employees to attend the training.
Propose two (2) proven methods to track employee attendance at the training.
Propose two (2) proven methods to address employees who do not attend or participate in training sessions.
5: Evaluate the effectiveness of the training through feedback.

Determine three (3) ways to collect targeted feedback from training participants and explain how the feedback can be used to improve future training sessions.
6: Extend the training by discussing ongoing employee development at the end of your plan.

Explain the key differences between employee training and employee development.
Recommend two (2) types of employee development that could follow the training to help employees grow and develop as individuals. Connect your recommendations to the success of the organization.

 

Sample Solution

Training Plan: Addressing Medical Error Rates

Needs Assessment Review

Based on the needs assessment conducted in Week 7, the hospital is experiencing a high rate of medical errors. This issue directly impacts patient safety and organizational reputation. The primary objective of the training is to enhance medical staff’s knowledge and skills in preventing medical errors. Specific objectives include:

  • Improving understanding of root causes of medical errors
  • Enhancing critical thinking and decision-making skills
  • Promoting a culture of safety and patient-centered care
  • Developing effective communication skills

Training Method Selection

A blended learning approach will be most effective for this training. This approach combines traditional classroom instruction with online learning modules. Classroom sessions will be used for interactive discussions, case studies, and role-playing exercises. Online modules will provide flexibility and allow for self-paced learning.

Tool Selection Criteria

  1. User-Friendliness: The tool should be easy to navigate and use, even for those with limited technical skills.
  2. Flexibility: The tool should allow for a variety of training formats, including presentations, videos, quizzes, and simulations.
  3. Tracking and Reporting Capabilities: The tool should provide robust tracking and reporting features to monitor learner progress and identify areas for improvement.

Recommended Tool: Adobe Captivate

Adobe Captivate is a versatile authoring tool that can be used to create interactive e-learning courses. It offers a wide range of features, including screen recording, software simulation, and quizzing.

Motivating and Tracking Attendance

To motivate employees to attend the training, the following strategies can be employed:

  1. Incentives: Offer incentives such as gift cards, extra time off, or recognition awards for attending and completing the training.
  2. Mandatory Attendance: Make the training mandatory for all relevant staff.

To track attendance, we can use the following methods:

  1. Sign-in Sheets: A simple and effective way to track attendance.
  2. Electronic Attendance Systems: Using software to automatically record attendance.

To address non-attendance, we can:

  1. One-on-One Meetings: Schedule individual meetings with non-attendees to discuss the importance of the training and address any concerns.
  2. Follow-up Training: Offer additional training opportunities or refresher courses.

Evaluating Training Effectiveness

To evaluate the effectiveness of the training, we will collect feedback from participants through:

  1. Post-Training Surveys: These surveys will assess participants’ satisfaction with the training content, delivery, and overall experience.
  2. Pre- and Post-Training Assessments: These assessments will measure changes in knowledge and skills.
  3. Observation of Behavior Change: Observe participants’ behavior on the job to assess the impact of the training.

Ongoing Employee Development

To continue fostering employee growth and development, we can implement the following strategies:

  1. Mentorship Programs: Pair experienced employees with less experienced staff to provide guidance and support.
  2. Leadership Development Programs: Offer leadership training to develop future leaders within the organization.

By combining these strategies, we can create a comprehensive training program that addresses the organization’s specific needs, motivates employees, and ultimately improves patient care.

This question has been answered.

Get Answer