Training and Development
Latisha Green
HCS/341
Kendrick Brown
October 15, 2013
Training and Development Training and development is an important aspect of any organization if done correctly training should be offer on the job and in the classrooms. Training is often used in conjunction with development. Training is the process of providing employees with specific skills or helping them correct deficiencies in their performance. Development is an effort to provide employees with the abilities the organization will need in the future (Gomez-Mejia, Balkin, & Cardy, 2010, Chapter 8). This paper will explain why training and education are vital in health care, explain the importance of measuring competencies, and describe the process for tracking and evaluating training effectiveness.

Training and education in health care is vital when it comes to the accomplishment of an organization. Healthcare industry is constantly changing, so it is serious that organizations stay well-informed of major changes through training. Appropriate training and education in the healthcare field ensures excellence service. Many healthcare organizations that have increased their focus on education and training across the enterprise are beginning to report significant improvements in the safety and quality of patient care (Condra, 2008). There are numerous kinds of healthcare jobs available and most of them require some kind of training and education. So, it is critical that workers are well trained and educated to fulfill the job requirements. A vital reason of measuring competencies is that it offers the employee and the employer to determine the level of understanding the employee has about the job they were hired to do. According to "Measuring and Addressing Competency Gaps" (2013), competency assessment is essential in the process of building an employee’s career development plan. One of the critical elements of performance management is coaching people to develop the skills that may be holding them back from realizing success and eventually moving up the corporate ladder. This development planning process is traditionally tied to an assessment of the individual’s skills gaps assessed against specific competencies, that the organization believes are valuable. Individuals, managers and HR administrators can each evaluate gaps against the current job or a potential position and devise development strategies accordingly. The assessment gives the employee a sense of what is necessary to perform at a higher level, and specifically what skills and competencies are necessary to develop for success. The organization, in turn, gains a sense of the employee’s fit and potential within the company as well as a clearer understanding of which competencies result in higher performance. Tracking and evaluating training is important because it helps to see if the employee remember what they learned and can they apply it to the job. The process of tracking and evaluating effectiveness involves 4 levels reaction, learning behavior and results. The reaction level consists of completed participant feedback questionnaire then informal comments from participants and also focuses group sessions with the participants. The learning level consists of pre and past test scores and they involve on the job assessments. The supervisors report the various tasks that the employees perform. The behavior level contains completed self-assessment questionnaire and the job is kept and observation for the job is performed. Then it reports from customers, peers and participant’s manager. The final level is the results level in which the financial reports, quality inspections and also involve the interview with managers ("Education as Services", 2013). Training and development are serious in maintaining a health care organization's mission, vision and values. Training and development are vital components of any organization's accomplishment. A company mission, vision, and values are there to provide quality services. Proper training and education can decrease error on an employee or company’s behalf. Competence is a skill that implements some specific mission in such a way that it yields desirable outcome. It indicates ability to apply knowledge, skills and abilities effectively to new situations. Tracking and evaluating training is the key element in any organizations rather its automotive, warehouse, or retail because it can really see if the employee have learn something.

References
Condra, M.E. (2008). Creating Safer Healthcare Organizations. Retrieved from http://www.healthstream.com/Libraries/whitePapers/Patient_Safety.sflb.ashx
Education as Services. (2013). Retrieved from http://www.educationasservice.com/past_tutorials/tutorial/261/Discuss%20about%20the%20importance%20of%20training%20and%20education-%20importance%20of%20measuring%20competencies%20and%20the
Gomez-Mejia, L.R., Balkin, D.B., & Cardy, R.L. (2010). Managing Human Resources (6th ed.). Retrieved from The University of Phoenix eBook Collection database
Measuring and Addressing Competency Gaps. (2013). Retrieved from https://www.successfactors.com/en_us/lp/articles/employee-competency.html