Training and Development Plan
Introduction
The success of any organization majorly depends on how effective its human resource is. Having carefully assessed the organization, it is clear that professional training and development has to be done for employees to be productive. There are different methods which can be used to assess the needs and the knowledge gap in entities. These include:
Organizational assessment: Organization assessment is where the skills, capabilities, and knowledge of a company are looked into. This looks at how the organization can cope with the changes in the environment. The company needs to be keeping up with the pace of HIM industry standards for it to promote its strengths (Cummings & Werley, 2014)
Task assessment: Task assessment evaluates the specific task, abilities, and skills needed to perform a particular work within the organization. Majority of the personnel in the hospital lack qualifications for the duties assigned to them.
Individual assessment: In this type of needs assessment, the performance of an employee is evaluated and determines the type of training to be done (Ford, 2014). The various job analyses will help in identifying the kind of training to be developed for different job titles. Student Preview: Click here to ORDER PAPER NOW
Learning Objectives
After determining the type of training needed, objectives for learning have to be set. Once this is done information can be gathered on learning styles to determine the best way to deliver the training. Employees will be classified according to their personalities and aptitude while learning. For adequate training, three learning techniques have to be used. They include;
- Auditory learning which involves learning by sound. The HIM employees will learn through listening to someone explaining how things are done.
- Visual learning: Here the employees learn using pictures, graphics, and figures.
- Kinesthetic learning: Employees learn by developing feelings towards experiences. Workers will learn by doing instead of listening nor seeing (Phillips & Phillips,2016). Student Preview: Click here to ORDER PAPER NOW
Training and Development Plan
The hospital will benefit by using all the sensory learning styles because of the different kinds of information that need be processed. However, training and development plan for each of the employee’s categories get implemented. The plan has been discussed below.
Release of information coordinator:
Since communication is part of their job description, they need to be trained in communication skills and professionalism. The training model best for these groups of employees would be centralized training that involves having all the training resources, people in the same location. This helps ensure alignment with organization goals.
Coders
Training will be provided to these groups of employees because they need to keep adapting to changes that happen in the environment for example coding classification. A functional model of training would be of great significance to these employees (Ridings & Rayner, 2013). This is because training is customized according to the expertise of the relevant parties.
HIM Supervisor
Building trust and respect from subordinates and time management are some of the topics that might be of the essence in this position. The model to be used here is the matrix model where the supervisor reports to the training manager ensuring consistency between training needs of a particular job in the hospital. This model help expands expertise of training.
Data quality specialist
Employees in this position require electronic medical record training and clinical documentation training to help improve morale, efficiency, and productivity.
Business embedded model of training is most suitable here as it focuses on aligning current business environment and organizational needs.
The models selected for training are best considering the budget constraints and the training needs of the hospital. However, strategic plans regarding training can help reduce the costs and deliver effective training in future.
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References
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press.
Phillips, J. J., & Phillips, P. P. (2016). Handbook of training evaluation and measurement
methods. Routledge.
Riding, R., & Rayner, S. (2013). Cognitive styles and learning strategies: Understanding style
differences in learning and behavior. Routledge.