Development

Dorian Durham
Human Resources in Health Care/HCS/341
December 9, 2013
Kelly Price Noble, DHA
University of Phoenix

Development With any type of organization, it requires individuals with specific skills sets to run the organization. Not only does the company need experienced employees, they need to maintain their training and competencies. Along with this, management will need to have an effective tracking process to evaluate the employees training effectiveness. Training and Education According to Health Care Britain “The importance of an ongoing education cannot be overestimated. Education is necessary, as the health care industry grows so does the specialization of the different parts of the industry. A person’s need for education does not stop at the diploma. Healthcare workers must have a career development plan for the future. To understand the effectiveness of training the organization must be able to measure the knowledge of the employee and the training process.” Lethard, A., para 2 (2000). Because the healthcare industry is constantly evolving the training and development of the healthcare workers must be ongoing. The assessment process can be done by testing, interviewing employees, and rating. Each employee must be trained, signed off on the on all policies and procedures to prevent the company and employee from law suits against them. Healthcare organizations must provide the proper training and education for their employees in order to get accurate output. Education involves learning processes using values, theories to develop training is to provide specific skills to an employee. Lethard, A., para 2 (2000) Competencies According to Lethard, A., para 3 (2000) measuring competencies in a healthcare organization have to access individual and organizational performance to assess the efficiency of their services. These results help healthcare organizations to determine whether they need to design training for improving provider performance. Healthcare organizations are responsible for the competent and quality of care as their staff. Competency assessment helps managers for the identification of employees who are competent for providing clinical services and they need improvements for specific knowledge or skill areas. Competency assessment is useful when recruiting new staff to ensure that they can do the job. Competency also plays a role in individual performance improvements. Assessments results in identifying gaps in knowledge and skills, and guide managers in setting up appropriate training or other remedial interventions in order that targeting individual providers or groups of providers. Tracking and Evaluation According to Lilly, A.J. Vice President of Marketing with Colbert Limited, tracking employee training and measuring training effectiveness is a key objective of any training and development department. Naturally the organization wants to ensure their investment in training of new employees that deliver the results expected. One of the ways to access the effectiveness of employee training is by establishing a quality Key Performance Indicator (K.P.I.). When created and tracked properly, they serve as a benchmark to measure and improve progress towards a set of broader based goals or objectives. Many organizations find it hard to come up with good KPI’s. If any at all in order to move beyond a “tick the box” training strategy and drive real results from the efforts. Management must create quality KPI’s bases on a number of moving parts. While you can report on goals, competency, and proficiencies with an employee talent performance or training management system. It is the synchronization of all these moving parts and linking this all back to the original training plans that is often a challenge. Quality KPI’s for tracking employee training effectiveness should be a.) Measurable and quantifiable b.) Competency based c.) Linked to proficiency and d.) Mapped to organizational and employee goals. Lilly, A. J. April 6, 2010 www.ezinearticle.com The evaluation of training forms the remaining part of the training cycle which starts with the identification of training needs, establishing objectives and continues through to the design and delivery of the training course itself. It is the function of the evaluation to assess whether the learning objectives originally identified have been satisfied and any deficiency rectified. Evaluation is the analysis and comparison of the actual progress versus prior plans, orientated toward improving plans for future implementation. Dr. D.G. Thakore www.citeman.com September 12, 2006

References
Leathard, A. (2000). “Healthcare in Britain: pre-war provisions, 1900-1939”. Healthcare provision: past, present, and into the 21st century (2nd ed.) Chaltenham: Stanley Thornes. pp.3-4 ISBN9780748733545. Retrieved from http://www.educationasservice.com

Lilly, A. J. (2010, April 6). Tracking Employee Training - Measuring Training Effectiveness With KPIs. Retrieved from http://ezinearticles.com/?Tracking-Employee-Training---Measuring-Training-Effectiveness-With-KPIs&id=4064485

Thakore, D. G., MD (2006). Evaluating the Effectiveness of Training Retrieved from http://www.citeman.com/1000-evaluating-the-effectiveness-of-training.html