...Training and Development Paper Michelle Andrews HCS/341 3/17/14 Instructor: Joanne Kronstedt Training and Development A good worker has the necessary tools to perform their job well. Employers have to provide training and development to ensure employees are working to their best potential. This paper will discuss the difference between training and development. It will explore why training and education are important in health care and the importance of measuring competencies. At last, it will describe the process for evaluating and tracking training effectiveness. Training and development are ways to increase the potential of employees but have two different meanings. Our text states training "provides employees with specific skills or helping them correct deficiencies in their performance" (Gómez-Mejía, 2010, p. 246). Employee training helps develop areas of incompetence or to teach them a skill needed to perform their job. For instance, an environmental service employee may receive CPR training to help in case there is an emergency. This does not mean the employee is going to become a nurse. On the other hand, development is "an effort to provide employees with the abilities the organization will need in the future" (Gómez-Mejía, 2010, p. 246). Development prepares an employee to accept a future position or promotion. Training and development can provide employees with the necessary tools they need to flourish in today's society, in which it is important to have...
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...ensures quality service. This paper will discuss why training and education is vital to healthcare, the importance of measuring competencies in healthcare, and describe the process for tracking and evaluating training effectiveness in healthcare. Training & Education There are many types of healthcare jobs available and most of them require some type of training and education. Therefore, it is critical that employees are properly trained and educated to fulfil the job requirements. Every action of the employee must be done in the correct fashion to protect themselves and the organization. Ensuring proper training and education can minimize error on an employee or company’s behalf. There are also state and federal standards that must be upheld by each healthcare organization and healthcare employee. For that reason, each employee must be properly trained and educated on these standards. This may prevent the company and employee from any lawsuits filed against them. Importance of Measuring Competencies Competence is the outcome of education and training. Measuring competence is valuable and important in health care so that health care organizations can ensure they are recruiting individuals who are able to perform their duties and responsibilities to the very best of their potential on a daily basis. And although it is “a precursor to doing a job correctly, measuring performance periodically is also crucial to determine whether providers are using their competence in...
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...Who would have thought that a simple statement posted on a social network could make it to the far corners of the earth in a matter of a few hours? Employers today are also keying in on these social networking sites to get a better overall picture of the potential employees that are coming through their doors. They have begun to realize that they can learn a whole lot more about the person they are interviewing from those sites than they ever could from a resume or application. According to an article that will be published in the International Journal of Work Innovation, “many employers are using the Facebook profiles of job candidates to filter out weaker applicants based on perception of lifestyle, attitudes and personal appearance.” (Inderscience Publishers). Whether right or wrong, one’s personal life does affect their chances of getting a job. Employers should look at your qualifications and check references to determine if there are any discrepancies in your resume rather than look at social network profiles. Before the age of social media, employers solely relied on a person’s application to judge if they were qualified, if they would fit in with the company and if they would live up to the company image. With social networking sites such as Facebook, Twitter, and Instagram businesses can now see much more of a potential employee’s personality before they hire them. Unfortunately many of the things they see could be taken out of context or misunderstood. Depending...
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...Training and Development Janene Mensing HCS/341 January 18, 2012 Tony Risner Training and Development Why training and education are vital in the healthcare field will be examined. The importance of measuring competencies will be explained. The process for tracking and evaluating training effectiveness will also described. Training Training is very important in the healthcare field because without the right training one can cause damage to another person’s life. If one does not know how to do something as simple as take blood pressure correctly then this could cause the doctor to put the patient on medication to correct this. If the patient is in correctly put on medication that is not needed it could cause problem with one’s health or other medication they may be on. Training will also teach them the way that the facility they work for likes the paper work and files done. There are many complications that could arise from improper training. Education Education is also very important when it come to the healthcare field for the simple fact is without the knowledge of the body and diseases no one can be treated properly. Without education there is no real knowledge of every aspect of the any health concern that may arise with a patient. The education also tells the acting doctor what tests if any that may need to be run. With the knowledge that one will gain from the proper schooling it will allow them develop their skills. Competencies “Competence is a cluster...
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... one important ingredient is the organization’s own strategic plans regarding anticipated growth, stability, or decline of the need for human resources. Demand trends also influence forecasting. Information about what kinds of people will be in demand as well as the kind of potential employee availability when making staffing decisions. The information related to demand and availability can help to build a diverse organization and serve as a set of constraints on what management can accomplish to meet organizational goals. Discussion question #1 page 205. An organization can temporarily increase the size of their workforce in a number of ways. The organization can outsource work or production to vendors which would increase their potential workforce by the use of outside labor resources. In this way, an organization can expand the quantity of products it is physically capable of producing. An organization can also outsource other tasks that may be unimportant or less technical such as janitorial work which would also temporarily increase their workforce. Another way in which an organization can temporarily increase their workforce is the use of a Temporary Work agency which has a pool of potential employees that are hired, on a temporary basis, to perform work as assigned by the temporary workforce agency. These employees are paid by and work for the agency, usually without the benefits of health insurance or steady work schedules. Organizations can also employ seasonal...
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...Training and Development Gabriel Alcala HCS/341 11 June 2012 Professor Lee Hoffman University of Phoenix Training and Development The textbook definition of training is defined as instruction or skill development. To countless employers in the workforce, “training is a means of meeting regulatory or legal requirements” (Burnson, 2011). However, the concept of training has many dimensions. It is more than just about learning a skill. Training is an educational process that can affect factors such as productivity, quality, and teamwork. It also plays in factors of individual development relevant to empowerment, alignment, liability, risk, as well as professional development. No matter what type of profession an individual enters, training and development is necessary to further complete their skills to be successful. The health care industry is a complex field that requires extensive education and training in addition to personal daily progression. The numerous and diverse workplaces that healthcare professionals are found in make training and development just as varied. Large and small medical practices, hospitals, therapy centers, and testing facilities all require employees skilled in specific tasks as well as administrative functions. Some basic and necessary functions an individual in the health care industry is expected to have are interpersonal skills and administrative production. Interpersonal skills among the staff are necessary for the organization...
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...IMPLEMENTATION 7 EXAMPLES OF EMPLOYERS OFFERING BENEFITS 8 RECOMMENDATIONS 8 CONCLUSION 8 REFERENCES 8 Executive Summary This proposal discusses the advantages and disadvantages of implementing an employer sponsored child care facility and how it will impact this organization. In particular, there will be emphasis placed on employer sponsored child-care as an influence on the relationship between work and family outcomes. To solve this problem I am proposing that we build an onsite child care facility. This will ensure that there is an option for those teachers in our facility who are experiencing problems with child care providers. Having this as an option will promote comfort as the teachers will be able to check on their children as permitted in the guidelines set forth by administration regarding this program. Although employer sponsored child care facilities are not very common or offered by various employers, I have found a significant amount of research that proves this proposal to be valuable. I am confident that we will see an increase in retention, morale, and productivity. There are several companies who offer employer sponsored child care facilities and I would like to see our school as one of the employers of choice. Research indicates that in most cases, the benefits outweigh the challenges when companies are experiencing the same type of concerns as we are. I am proposing this employer sponsored child care facility...
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...COST-EFFECTIVE WAYS TO REDUCE EMPLOYEE TURNOVER Prepared for: American Nutrition Prepared by: Anita Moayer February 7, 2016 CONTENTS PAGE LIST OF ILLUSTRATIONS.....................................................................................................1 INTRODUCTION……………………………………………………………………………...2 Purpose…………………………………………………………………………………..2 Description……………………………………………………………………………….2 Scope……………………………………………………………………………………..2 DISCUSSION................................................................................................................................2 Assessing Cultural Fit…………………………………………………………………….2 Evaluating Risk Factors…………………………………………………………..2 Evaluating Compatibility…………………………………………………………3 Company Culture…………………………………………………………………………3 Employee Engagement…………………………………………………………....3 Employee Recognition…………………………………………………………….4 Offering Flexibility………………………………………………………………………..4 CONCLUSIONS AND RECOMMENDATIONS……………………………………………..5 Conclusions………………………………………………………………………………..5 Recommendations…………………………………………………………………………5 REFERENCES…………………………………………………………………………………...6 ILLUSTRATIONS FIGURES 1. Sample Turnover Risk Index 2. Impact of FWAs on Turnover and Retention INTRODUCTION This document presents cost-effective recommendations to reduce voluntary employee turnover at American Nutrition. This introduction provides the purpose, description...
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...hiring process is to increase the organization’s potential, but an ineffective hiring process can cause the organization to spend excessive money and time, and create a bad reputation in the marketplace. This essay will address the best way to hire people. Step 1: Job Posting An effective job posting should be clear and concise and attract qualified candidates. It is best to ensure that the job description is clear and can be understood, if not applicants will assume that they will enjoy the job and can perform the job. List specific requirements and limitations for the job requirements; for example, educational requirement, experience requirement, and scheduling requirement. The employer should be up front about the job description and requirements. The employer should recommend that the candidate not to apply if they can’t perform the duties in the job description or meet the job requirements. Avoid creating simple applications which only requests a resume to be attached. Instead, add an assignment to the application, which requires the applicant to follow instructions and put forth greater efforts in the application process. Once the job description and requirements are set forth, proceed to step 2. Step 2: Pre-screen Applications Pre-screening applications allows employers to eliminate applicants from the employment pool that do not meet the job requirements listed in the job description. Also, the employers can evaluate whether the applicant has followed...
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...Training and Assessment Shamale Williams HCS/341 September-29-2014 Dorothy Cucinelli Training and Assessment Training in the health care industry involves a variety steps such as assessment, development and conduct of training and evaluations (Gómez, Balkin, & Cardy, 2012, p. 278). Training and assessment in the health care industry involves skills training, peer training, customer service training, creative training, crisis training and literacy training (Gómez, Balkin, & Cardy, 2012, p. 269). Employees in the health care industry require training and assessments on a daily basis to ensure they are properly functioning in a position. Training in the health care industry is essential for patients to receive excellent health care services and for the organization to be successful. Training helps staff members to provide a variety of care throughout different types of health care organizations, such as urgent care centers and neighborhood medical clinics (Mayhew, 2014). The overall process of training in the health care industry is to provide employees with specific skills needed to perform effectively in a position (Gómez, Balkin, & Cardy, 2012, p. 258). Importance of Training and Education in a Health Care Setting Training and education is important in a health care setting because it helps health care providers to protect and provide patients with proper health care services, which helps staff members to avoid making medical mistakes and helps...
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...often lead to inappropriate usage of the tools provided by the employer. “In a 2002 study by the Computer Security Institute, 78% of polled enterprises reported employee abuse of Internet access privileges by workers, including downloading pirated software or pornography, shopping on the Internet, and inappropriate use of email systems” (E-Monitoring in the Workplace 2006). This shows the magnitude of the problem that is facing many of today’s employers. The best way to prevent these problems is to provide a clearly stated online policy and to monitor computer mediated communication (CMC). CMC monitoring is the employer’s right and helps to ensure the protection of the company in addition to providing a valuable means to evaluating and improving employee behavior. A common argument against the use of CMC monitoring systems is that it is unethical and violates employees’ constitutional right to privacy. The fact of the matter is, however, that the employees, provided with computers, online access and email addresses by the employer, have no rights to personal use of the internet (Lugaresi 2010). If an employee is on his/her employer’s computer, internet connection, or email account, his/her behavior should be in a way that is productive and pertinent to the employer’s expectations. The employer is not violating the rights of the employee but simply ensuring that its property is being used appropriately. Employers have the legal right to...
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...SOCIAL MEDIA IN THE HIRING PROCESS Preeti Khare Central Michigan University Human Resource Management MGT-643 Dr. Edward Ward 3/29/2015 Introduction Employers can use Social Networking Websites (SNWs) in two ways when hiring: to recruit candidates by publicizing job openings, and to assess potential candidate’s profile including attitude, behavior, personality and qualifications. Kluemper and Rosen (2009) examined the feasibility of whether the information available on these SNWs really helps to improve the employment selection decisions. They asked 63 raters to rate candidates on intelligence, performance and the Big Five personality traits. They found that based solely on viewing social networking profiles, judges were consistent in their ratings across subjects and were typically able to accurately distinguish high from low performers. In addition, raters who are more intelligent and emotionally stable outperformed their counterparts. Given this reliability of assessment, SNWs such as Instagram, My Space, Facebook, and Linked In with hundreds of millions of profiles could be gainfully deployed in hiring decisions. Not surprisingly SNWs have become extremely popular and useful in the hiring process these days. However, use of SNWs in hiring does not come without accompanied costs and risks. Scholars argue that the use of SNWs increases the chances of decisions being affected by unrelated information such as race, gender, origin, nationality and may increase the risk...
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...with a career change. I had to make a decision to stay at my present employer, or switch careers to a different company. The reasoning behind a possible career change was because the present owner of the apartment complex has sold the company to a much larger company that is taking over at the end of August, beginning of September. Decision Process The decision process in this scenario was very difficult because I actually enjoy my job as an assistant property manager for an apartment complex. The first part of my process was, which company paid more. After I learned that my current job paid more, I went to the decision of the medical and dental benefits. My present employer did not have a good benefits package, but once the new company takes over the benefits will be well worth the low amount of money taken from my paychecks bi-weekly. The other job I was considering had a good medical and dental plan, but it was almost twice the amount than my present employment. After processing these two crucial decisions, I already had my mind made up but decided in the process to consider two more aspect. That first aspect was the distance between my house and the employers because gas prices seem to keep rising than falling for a short time. My present employer was closer distance than the potential employer. Last in my decision process, I looked at possible promotions within the company. Again, my present employer offered more career success than the other position. So after I carefully...
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...Adverse Impact Exists Adverse impact exists because there are many groups of people who make up the workforce: Hispanics, whites, blacks, African-Americans, women, etc. Depending on which group a person belongs to, an employer has the potential to discriminate against that person when they apply for a job. The employer may show prejudice against one group and yet be receptive to another. When this happens, adverse impact exists. The Uniform Guidelines on Employee Selection Procedures (UGESP) regulates employers on who they can and can’t hire, and acts to limit discrimination against protected classes of people such as sex, race, and ethnic groups. The UGESP adopted rules make it illegal to adversely impact a group of people based on their sex, race, or ethnic group. If a test to hire people is discriminatory, adversely impacting a group(s) of people, the organization must prove their motives for their hiring practices by providing evidence that the testing information relates to the job function the organization is hiring for (Palumbo and Steel-Johnson, 2007). Employers who have access to multiple choice tools must use the tool that has the least amount of adverse impact on a group of people (Bogardus, 2009). Four Effective External Recruiting Methods After evaluating the list of external recruiting methods, I have focused on four methods that I feel are effective: internet job boards and community sites, colleges and universities, job fairs, and employment agencies. The following...
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...Task 3 A1. Benefits There is significant purpose behind performance appraisals and they should be taken seriously to be effective for the employee and the employer. The main benefits that can result from a well performed performance appraisal is increased communication, understanding employees goals, and that it provides an opportunity for the employee to learn about what they are doing well, and where they can improve. “An effective appraisal may not only eliminate behavior and work-quality problems, it can motivate an employee to contribute more” (Bigelow, 2014). Overall this reflects well on the employee because it provides them with clear direction in where they need to be headed as far as organizational goals and personal goals are concerned. In addition it provides the employee with an understanding of their personal strengths and weaknesses as well as what their role is in the organization. Appraisals offer designated time where the employee and their supervisor are able to communicate and create a common ground for the both of them to know where each person is coming from. This in turn benefits the employer because the employee then knows the path they are on and how they can improve themselves or keep up the hard work they are already doing for the company. Appraisals when delivered well provide the employer the opportunity to recognize the employee for any achievements. This strengthens the employee-company relationship substantially. Having a designated time to...
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