Training and Development Paper
Training and development have become an essential component in the health care industry. “Well-trained support workers are more likely to provide safe care and increase the confidence of registered staff to delegate tasks.” (“Better care through better training-evaluation of an HCA development programme,” 2012, p. 35). The overall quality and quantity of training and development received by employees determines the success of an organization. It an important for organizations to assess why training and education are important. It is also vital that organizations measure the competencies within the organization. Once training and education programs have been put in place, the organization should create a system for tracking and evaluating the effectiveness of the training. According to Gomez-Mejia, Balkin, and Cardy (2010), “Training typically focuses on providing employees with specific skills or helping them correct deficiencies in their performance.” Training is used by organizations as a means to immediately enhance an individual employee’s skill deficiency for their present job. Typically, training occurs in three stages. These stages are needs assessment, development and conduct, and evaluation. (Gomez-Mejia, Balkin, & Cardy, p. 246, 2010). In the needs assessment phase, organizations determine if training is needed. If training is needed, the organization will develop training program that addresses the organization, tasks and personal needs of the company and the workers directly involved in training. Once it has been determined that training is needed, the development and conducting phase will be used to determine what approach will be used. These approaches include the location, presentation and types of training to be used. The locations of training vary depending on the job, but may include on the job training, apprenticeships and internships. The presentation of the training may be conducted using technology based...
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