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.
Instructions
Building on your Week 7 activity, 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.
Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell.
In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.
God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.
Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.
To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.
References
Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.
Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.
Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.
1. Needs Assessment Summary
In the Week 7 activity, a needs assessment was conducted to address the high rate of medical errors and lawsuits at the hospital. The assessment revealed the following performance deficiencies:
- Inconsistent adherence to protocols: Staff members were not consistently following established protocols for medication administration, patient handoffs, and documentation.
- Communication breakdowns: Ineffective communication between healthcare providers was contributing to errors and misunderstandings.
- Lack of awareness of best practices: Some staff members were not up-to-date on the latest evidence-based practices for patient safety.
- Insufficient training on error reporting: Staff members were hesitant to report errors due to fear of repercussions, hindering the identification of systemic issues.
To address these deficiencies, the following training objectives were created:
- Objective 1: Improve staff adherence to established protocols by 20% within three months of training.
1. Needs Assessment Summary
In the Week 7 activity, a needs assessment was conducted to address the high rate of medical errors and lawsuits at the hospital. The assessment revealed the following performance deficiencies:
- Inconsistent adherence to protocols: Staff members were not consistently following established protocols for medication administration, patient handoffs, and documentation.
- Communication breakdowns: Ineffective communication between healthcare providers was contributing to errors and misunderstandings.
- Lack of awareness of best practices: Some staff members were not up-to-date on the latest evidence-based practices for patient safety.
- Insufficient training on error reporting: Staff members were hesitant to report errors due to fear of repercussions, hindering the identification of systemic issues.
To address these deficiencies, the following training objectives were created:
- Objective 1: Improve staff adherence to established protocols by 20% within three months of training.
- Objective 2: Enhance communication skills among healthcare providers, leading to a 15% reduction in communication-related errors within six months of training.
- Objective 3: Increase staff knowledge of the latest evidence-based practices for patient safety by 25% within three months of training.
- Objective 4: Create a culture of safety where staff members feel comfortable reporting errors without fear of reprisal, resulting in a 30% increase in error reporting within six months of training.
These objectives align with the hospital’s business goals of reducing medical errors, improving patient safety, and minimizing legal liability.
2. Training Method Selection
The most effective training method to meet the objectives is a blended approach that combines:
- Online Modules: To provide foundational knowledge on protocols, communication skills, and best practices.
- In-Person Workshops: To facilitate interactive discussions, case study analysis, and role-playing scenarios to practice communication and error reporting skills.
- Simulation Training: To provide hands-on experience in a safe environment, allowing staff to practice applying protocols and responding to critical situations.
This blended approach caters to different learning styles and provides opportunities for both knowledge acquisition and skill development.
3. Training Development Tools
Criteria for Vendor Tool Selection:
- User-Friendliness: The tool should be easy to navigate and use, with a clear and intuitive interface.
- Content Customization: The tool should allow for customization of content to align with the hospital’s specific protocols and procedures.
- Reporting and Analytics: The tool should provide robust reporting and analytics to track training progress and assess effectiveness.
Tool Selection:
Based on these criteria, the selected tool is the “Safety First” learning management system (LMS). This LMS offers a user-friendly platform, customizable content creation tools, and comprehensive reporting features.
4. Training Attendance and Participation
Methods to Motivate Employees:
- Incentives: Offer continuing education credits, gift cards, or other rewards for completing the training.
- Leadership Endorsement: Have hospital leadership actively promote the training and emphasize its importance.
Methods to Track Attendance:
- LMS Tracking: Utilize the LMS to automatically track online module completion and in-person workshop attendance.
- Sign-In Sheets: Require staff members to sign in at in-person workshops.
Methods to Address Non-Attendance:
- Follow-Up Communication: Send reminders and follow-up emails to staff members who have not completed the training.
- Mandatory Training: Make the training mandatory and incorporate it into performance evaluations.
Project Calendar
Evaluation of Plan Success
The success of the training plan will be determined by:
- Reduction in Medical Errors: A decrease in the number of reported medical errors after the training.
- Improved Protocol Adherence: An increase in staff adherence to protocols as measured by audits and observations.
- Enhanced Communication: A decrease in communication-related errors and improved communication scores on staff surveys.
- Increased Error Reporting: An increase in the number of errors reported by staff members.
- Improved Patient Safety: A decrease in patient harm and adverse events.
Evaluation Timeline
- Initial Evaluation: Three months after training completion.
- Ongoing Evaluations: Six months, nine months, and one year after training completion.
Contingencies and Alterations
- Negative Publicity: If negative publicity arises, address concerns transparently and revise the training program as needed.
- Unmet Goals: If goals are not met, re-evaluate the training program and make necessary adjustments. This may include revising content, changing the delivery method, or providing additional support to staff members.
