Essay on "Training Scope of Training Large"

Essay 6 pages (2230 words) Sources: 4

[EXCERPT] . . . .

Broad participation is the mechanism through which this is accomplished. Broad participation allows for involved in all levels of the company. Broad participation also adds value as it allows differing viewpoints to express their opinions in a comprehensive manner. With this involvement of employees comes a heightened sense of commitment and awareness. This awareness will ultimately lead to a more effective evaluation process in regards to training. More employees are now aware of the company's long-term growth objectives and can thus formulate methods in which to achieve them through proper evaluation and training. In addition, a feedback mechanism is created that allows management to communicate with senior executives on evaluation effectiveness.

To insure the success of the balanced evaluation approach three tactics must be strictly adhered to. These tactics are communicating and educating, setting goals, and linking rewards to performance.

Communicating and educating employees begins by informing all stakeholders involved on the merits of the evaluation. Once established, employees can then formulate opinions and methods in which to improve the evaluation. With more individuals aware of company objectives, more ideas are then generated. In addition to this, mangers can communicate up the hierarchy to senior management to insure that long-term strategies for success are indeed in place. The health care industry, due primarily to law and an aging population is changing. To reflect this changing demand, health care professional must be ready to anticipate these changes. Ultimately, personnel must be skilled to best acquiesce to these changes. Being aware of the strategies allows for commitment and accountability on the part of the entire company to anticipate the required skills for incoming personnel. In addition, the company can assess the skills that it has competencies and inefficiencies in. Finance skills may be in abundance within the company; however, quality managers may be needed. Through this assessment health care companies can better evaluate the skills needed within the company.

Goal setting using the evaluation allows individuals to set goals for themselves that closely resemble those of the overall company. By translating high level objectives to individual tasks, the evaluation is directly altering employee behavior. Employees realize the skills they are lacking in, and will subsequently train to acquire them. This in turn, enables employees to create reasonable tasks and objectives for themselves. As a result, employees are accomplishing the overall objectives of the company

Finally, rewards should be linked to performance. By linking rewards to performance, you are first creating legitimacy of the balanced evaluation. Second, you are providing incentive in which managers and employees can work towards. There is however risks involved with using the balance evaluation as a basis for reward. By using evaluation objectives to measure rewards, the company runs the risk of using incorrect criteria to evaluate performance. Furthermore, the criteria used may have no validity or correlation to company performance. For instance, the company may believe it needs more management skills but in reality it may need more finance skills. A company must be very cautious when determining how and by what means it will be rewarding individuals using the balanced evaluation. Results must be easily measured and clear a company mandated return on investment. Easily identifiable results allow for a smoother assessment process. Management can easily evaluate the effectiveness of the training program in regards to multiple facets included ROI.

Unique Programs

Unique programs will vary depending on the needs of the organization. Unique programs are of particular importance for niche players within the health care market. These programs revolve around competitive advantages within a particular company. These unique programs are designed to train individuals to retain this competitive advantage relative to peers. For example, training might include how to read internal reports that are confidential and only for upper level management. This report training will ultimately enhance the company's competitive advantage relative to peers.

References:

1) Draper, Elaine, Joseph LaDou, and Dan J. Tennenhouse. 2011. "Occupational Health Nursing and the Quest for Professional Authority," New Solutions 21, 47 -- 81

2) Fang, D., Wilsey-Wisniewski, S.J., & Bednash, G.D. (2006). 2005-2006 enrollment and graduations in baccalaureate and graduate programs in nursing. Washington, DC: American Association of Colleges of Nursing

3) Levsey, K.R., Campbell, D., & Green, A. (2007). Yesterday, Today, and Tomorrow; Challenges in Securing Federal Support for Graduate Nurses. Journal of Nursing Education, 46(4), 176-183

4) Lucia, Patricia R.; Otto,… READ MORE

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