Employee Training and development
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.
- 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
| Task | Person(s) Responsible | Time Frame |
|---|---|---|
| Phase 1: Development (Weeks 1-4) | ||
| Develop online modules | Training team, subject matter experts | Weeks 1-2 |
| Design in-person workshops | Training team, facilitators | Weeks 2-3 |
| Create simulation scenarios | Simulation team, clinical educators | Weeks 3-4 |
| Phase 2: Implementation (Weeks 5-12) | ||
| Launch online modules | Training team | Week 5 |
| Conduct in-person workshops | Facilitators | Weeks 6-8 |
| Implement simulation training | Simulation team | Weeks 9-12 |
| Phase 3: Evaluation (Weeks 13-16) | ||
| Collect training completion data | Training team | Week 13 |
| Analyze error reporting data | Quality improvement team | Week 14 |
| Conduct staff surveys | HR department | Week 15 |
| Review and revise training program | Training team, stakeholders | Week 16 |
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.
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.