HRM 635 Benchmark Assignment – Training and Development
Grand Canyon University HRM 635 Benchmark Assignment – Training and Development-Step-By-Step Guide
This guide will demonstrate how to complete the HRM 635 Benchmark Assignment – Training and Development assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for HRM 635 Benchmark Assignment – Training and Development
Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Benchmark Assignment – Training and Development depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for HRM 635 Benchmark Assignment – Training and Development
The introduction for the Grand Canyon University HRM 635 Benchmark Assignment – Training and Development is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
How to Write the Body for HRM 635 Benchmark Assignment – Training and Development
After the introduction, move into the main part of the HRM 635 Benchmark Assignment – Training and Development assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for HRM 635 Benchmark Assignment – Training and Development
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for HRM 635 Benchmark Assignment – Training and Development
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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uTraining and continuous development important in health
uContributes to competency development
uPromotes incorporation of best practice interventions in health
uPresentation focuses on staff training on new patient education approaches
You will find important health information regarding minority groups by exploring the following Centers for Disease Control and Prevention (CDC) links:
- Minority Health: http://www.cdc.gov/minorityhealt/index.html
- Racial and Ethnic Minority Populations: http://www.cdc.gov/minorityhealt/populations/remp.html
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center.
Sample Answer for HRM 635 Benchmark Assignment – Training and Development
Training and development are important for organizational success in the modern world. Health organizations strive to train their staffs on new approaches to the provision of care that addresses the actual and potential health needs of the diverse populations. Training and development also informs the healthcare providers new technologies in healthcare that can be used to enhance efficiency, safety, and quality of healthcare. Effective training and development also contributes to enhanced efficiency due to the adoption of practice interventions that minimize wastes in healthcare. Therefore, the purpose of this presentation is to explore the proposed training and development initiative, which focuses on training staff about new patient education approaches.
Training Goals
uEquip nurses with new patient educational approaches
uImprove quality of patient-centered care
uTransform existing organizational practices
uEnhance patient outcomes in the care process
The proposed training will aim at achieving a number of goals. One of the goals will be equipping nurses with knowledge and skills of new approaches to patient education. The knowledge and skills will inform their practices related to patient education. It will also help them to explore evidence-based practices that can be used to enhance outcomes in patient education. The other goal of the training is to improve the quality of patient-centered education and care given to patients. It is anticipated that training nurses on new educational approaches will enhance their focus on effective health educational interventions to enhance patient outcomes in the care process. It is expected that nurses will adopt educational interventions that are centered on the actual and potential needs of the patients. The third goal of the training is to transform the existing organizational practices. It is expected that the organization will incorporate the new approaches to patient education into its practices to enhance patient outcomes. The last goal is enhancing patient outcomes in the care process. It is anticipated that training nurses on new approaches to patient education will enhance patient outcomes in the treatment process. The patient outcomes will include increased satisfaction, patient engagement, treatment adherence, and reduction in hospital visits and hospitalizations.
Benefits to the Organization
uIncreased patient satisfaction rate
uIncreased treatment adherence
uReduced adverse events rate
uImproved quality of patient care
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The proposed training will have several benefits to the organization. One of the benefits is the increase in patient satisfaction rate. The
use of effective patient education approaches is expected to address the diverse patient needs. As a result, patient satisfaction with the care given and health education will increase, influencing other organizational outcomes such as utilization of care services and loyalty. The other organizational benefit of the training is the improvement in treatment adherence rate among patients. The increase is expected to reduce unnecessary hospitalizations and hospital visits by patients due to poor adherence to treatments. The consequence will include improved resource efficiency in the organization. The other benefit to the organization is the reduction in the rate of adverse events. The use of new approaches to patient education will increase patient understanding of the prescribed treatments and adoption of lifestyle and behavioral modifications that improve their health. Consequently, the rate and risk of adverse events such as medication errors and complications are likely to reduce, benefiting the organization through resource efficiency and promotion of optimum public health (Stenberg et al., 2018). Overall, the benefits will contribute to the improvement in the quality of care given to patients in the organization. The organizational culture will be transformed to focus on the realization of prioritized patient needs.
Specific Objectives
uTo increase nurses’ awareness about new patient education approaches
uTo increase patient outcomes using new patient education approaches
One of the specific objectives of the training is to increase nurses’ level of awareness about new approaches to patient education. It is anticipated that increased awareness will contribute to the adoption of innovative and effective approaches to patient education. The other specific objective is to increase patient outcomes using new patient education approaches. The use of the new patient education approaches is expected to improve patient outcomes that include satisfaction, treatment adherence, and reduce unnecessary hospital visits and hospitalizations.
Processes and Procedures that will Change
uPatient education methods
uTools of patient education
uPatient involvement in education process
uPolicies on patient education
One of the procedures that will change following the training is approaches to patient education. Nurses will incorporate the new approaches to patient education to achieve enhanced outcomes. Nurses will also focus on ensuring the realization of specific, measurable, and achievable goals in the patient education process. The other thing that will change following the training is the introduction of new tools of patient education in the institution. The organization will implement initiatives that focus on ensuring the effective use of new patient education tools in practice. There will also be the improvement of the existing tools to address the desired outcomes in the care process. The other aspect that would change is patient involvement in the education process. The new patient education approaches are centered on the prioritized needs of the patients. They encourage active involvement of the patients in the education process to promote empowerment and behavioral change. The last procedure that will change following the training is the policies on patient education (Yeh et al., 2018). The hospital will adopt new policies that strengthen patient-centered health education using the new approaches.
Strategies in the Training Exercise
uDiscussions
uDemonstrations
uRole playing
uQuestion-answer sessions
Several strategies will be utilized in the training exercise to achieve the desired outcomes. One of them will be discussions. Discussions will be held to increase the understanding of nurses about the new approaches to patient education. Discussions will also address any concerns that the nurses may have towards the new approaches to patient education. The second strategy will be demonstrations. Nurses will be shown the practical uses of the different approaches to patient education. Demonstrations will increase their understanding of the ways in which they can translate the concepts associated with the approaches into practice. The other strategy will be role playing. Nurses will be required to role play the application of the different educational approaches in practice. Role playing will be used to determine their understanding and ability to use the approaches in patient education. It will also facilitate the identification of their strengths, weaknesses, and opportunities that can be explored to address the identified weaknesses. The last strategy will be question-answer sessions. Question-answer sessions will be used to address any concerns that the nurses may have. They will also be used to determine the understanding of the nurses about the new approaches to patient education.
Health care organizations require progressive growth and employees empowered to perform their roles excellently. As a result, they should continuously identify opportunities for employee development to enhance effectiveness, efficiency, and other essential outcomes (Yao et al., 2021). A needs assessment is an intensive process for determining the staff’s skills gap and the extent of training required. Assessing the training needs is instrumental in enhancing confidence and know-how and bolstering preparedness to execute routine roles. It is a foundation for growth and development. Organizations should conduct needs assessments regularly since it is the basis for optimizing performance. Similarly, Mercy Hospital should conduct a needs assessment to determine if the employees require training. The overall goals for the training will be to increase job satisfaction, improve team productivity, increase overall revenue and allow employees acquire new skills.
Mercy Hospital is a leading facility in patient-centered, compassionate, acute care. The facility ensures patients enjoy a healing presence through excellent services, communication, and specialty care. To achieve this, the medical-surgical unit has been instrumental in ensuring patients with different conditions requiring acute care or surgery get expert, timely, and satisfactory care (Rawashdeh & Tamimi 2019). However, to meet its desired goals, it has to train its workforce to prepare them with the needed skills that will drive the company to success. Therefore, the two main strategies that will guide the training session is to improve teamwork and improve job satisfaction.
Training is important because it represents a good opportunity for employees to grow their knowledge base and improve their job skills to become more effective in the workplace. Despite the cost of training for employees, the return on investment is immense if it is consistent. Employee training programs help improve the knowledge and skills of employees to match the various changes in the industry (Bhatti et al., 2021). These improvements will positively affect the productivity of workers, which can increase the profits and efficiency of an organization. Again, training programs can also help prepare employees who are moving into higher roles and taking on more responsibilities in an organization (Bhatti et al., 2021). These programs will help them learn the skills that are required to function effectively in their new positions
Employee training is not simply a nice-to-have element of human resources management but it is a must-have. From training at Mercy hospital it must comply with its vision and mission( Bhatti et al., 2021). For training to transfer to the workplace, it’s important that all employees receive a consistent message. The right learning management system (LMS) will help you deliver that consistency. In fact, consistency is one of the main benefits of online training. It is also important to ensure that managers, trainers, and mentors are delivering a consistent message during on-the-job training. Again, its important to keep an eye out for obvious signs of a skills gap: poor performance reviews or employee incident reports, new technology or software adoptions, and staffing changes are all indicators that there is a gap needing to be addressed.
A well trained employee usually shows greater productivity and higher quality of work-output than an untrained employee. Training increases the skills of the employees in the performance of a particular job. An increase in the skills usually helps to increase both quantity and quality of output. With the help of training, the best available methods of work can be standardized and made available to all employees (Amarneh & Muthuveloo, 2020). Standardization will make high levels of performance rule rather than the exception. If the employees are given proper training, the responsibility of supervision is lessened. Training does not eliminate the need for supervision, but it reduces the need for detailed and constant supervision.
The selected strategies allows employees to appreciate the importance of the training in the healthcare organization. Before the Mercy clinic set up any program, they carry out a training audit. Work out what the company needs and what staff need, because if neither side can see any benefit then you won’t get anyone engaged – no matter how hard you try. These strategies are significant in developing learning objectives because if you do not know exactly you where want to go with the training, then it probably won’t work. Having an end goal is not enough, you need to effectively signpost it along the way (Bhatti et al., 2021).
The training needs assessment process allows the organization to identify any gaps in its current training initiatives and employee skill sets. These gaps should be analyzed, prioritized, and turned into the organization’s training objectives. The ultimate goal is to bridge the gap between current and desired performance/knowledge through the development of a training program that has business goals at its core (Yao et al., 2021). At the employee level, the training should match the identified areas where improvement is needed. This can be comprehensively identified through approving funds, organizing new employees on who they would be undertaking the taring sessions, balancing their workloads, hiring professional trainers and pay employees for the hours they spend training.
Just like anything else in life, a clinic need to be able to measure the effectiveness of its training in order to know if it’s meeting its goals. Various evaluation metrics can be used to do this. In general, these metrics can be divided into two categories: learner outcomes and process measures (Amarneh & Muthuveloo, 2020). Learner outcomes are what the clinic is hoping to achieve with the training, such as increased productivity or better customer service. Process measures track things like how much they learned and how engaged they were in the training. There are a number of different evaluation metrics it can use to measure learner outcomes, such as: test scores, course completion rates, job satisfaction, and task performance.
Process measures can include things like hours of training completed, trainer satisfaction, and participant engagement. The evaluation metrics used will depend on specific training goals and the type of training delivered (Amarneh & Muthuveloo, 2020). However, it’s important to use a mix of both types of metrics to get a well-rounded view of training’s effectiveness.
References
Amarneh, S., & Muthuveloo, R. (2020). Human resource management practices and person-organization fit towards nurses’ job satisfaction. Management Science Letters, 10(14), 3197-3206. http://dx.doi.org/10.5267/j.msl.2020.6.019
Bhatti, M. K., Shah, N., & Abbasi, Z. (2021). An Investigation Of Training And Development Towards Employee Performance: An Empirical Approach From Nurses. Multicultural Education, 7(10). DOI: 10.5281/zenodo.5571012
Rawashdeh, A. M., & Tamimi, S. A. (2019). The impact of employee perceptions of training on organizational commitment and turnover intention: An empirical study of nurses in Jordanian hospitals. European Journal of Training and Development. https://doi.org/10.1108/EJTD-07-2019-0112
Yao, X., Cheng, G., Shao, J., Wang, Y., Lin, Y., & Zhang, C. (2021). Development and implementation of a standardized training program for newly graduated mental health nurses: Process and preliminary outcomes. Nurse Education Today, 104, 104953. https://doi.org/10.1016/j.nedt.2021.104953
Sample Answer 2 for HRM 635 Benchmark Assignment – Training and Development
The current health industry is competitive and ever evolving, with many innovations coming often. As such, health care organizations need to be dynamic in operational processes and strive to execute changes to maintain competitive edge. Consequently, training and development are essential elements in ensuring that the health care organizations keep abreast with the evolving and dynamic nature of the industry. Investing in training and development of employees is critical in serving as motivation to employees and also enabling the organization to develop a sophisticated workforce (Taufek & Mustafa, 2018). This paper seeks to develop a training exercise for a Nursing Home characterized by different barriers for growth.
The goal the organization Strive to accomplish
Training and development often aim at creating, promoting, and facilitating personal and organizational proficiency by establishing and providing various diverse and innovative initiatives supporting organizational dedication to employees, collaborations, and enrichment. The primary target is to ensure that employees are given the basics needed to ensure smooth and efficient job operation, which ultimately makes the organization agile (Sung & Choi, 2018). In the present case, the goal that the organization strives to achieve through is to ensure efficiency in its operations leading to meaningful progress. The Nursing Home is marred with various barriers such as lack of specialization in the organization and ambiguity of information from employees due to lack of understanding of the content of the pre-training survey. Therefore, the training exercise will help in achieving this goal by enhancing decision making ability, effective communication, creative thinking, and managing people. Ultimately, the organization will experience positive changes such as consistency in duty performance, enhancement of workforce performance, addressing weaknesses of employees, enhance quality of services, increased productivity, and employee satisfaction.
Processes or Procedures that will Change after the Training
The essence of investing in training does not emanate from the training exercise but how the lessons and experiences are implemented in the organizations to enhance operations or processes. After successful training exercise, employees can easily shelve old habits and utilize the potential provided by the training (Sal & Raja, 2016). The major barrier to the growth of the nursing home in this case include lack of specialization since the organization lacks fund to hire specialized employees, which causes confusion on areas to train employees on and areas to leave. Secondly, the nursing home lacks feedback collection tools. However, the training will change the efficiency of organizational processes by enhancing job related skills. Based on these barriers, it is evident that employees possess inadequate skills and knowledge to perform their responsibilities. As a result, there is poor output quality and volume, insufficient response to instructions, damages in tools and equipment, and waste resources. However, training is crucial in eradicating these deficiencies and fitting employees to their jobs, thus, improving operational efficiency and processes. Moreover, quality standards and productivity is likely to increase after the training exercise leading to the success of the organization. The other possible change is in the consistency where training ensures that employees have consistent background knowledge and experience, which is essential in upholding the necessary organizational policies and procedures. The training would ensure that all employees are cognizant of the procedures and expectations within the organization.
The Strategies or Actions Involved in the Training Exercise to Meet Established Goals
There are several strategies involved in training exercise. However, the strategies that would help the current organization to realize established goal include hand-on training which involves experiential training that emphasize in personal needs of employee. It’s done directly on job and helps employees to effectively fit into their expected or current jobs, while improving their skills. The other strategy is mentoring by more experienced professionals such as veteran nurse employee, nurse supervisor, or a coach. It enables trainee nurses to feel free to ask relevant work related questions (Smith, 2017). The other strategy is instructor-led training which occurs in classroom with instructor presenting the material. It is effective in complex topics in nursing practice. It enables sophisticated instructors to match the level of training and style to the nurses being trained. Other effective strategies include role-playing and group discussion and activities.
After training, it is expected that the employees who receive relevant training will improve their job performance. The training is essential in ensuring nurses have greater understanding of their roles, which in their increase their confidence. The confidence is crucial in improving their overall, performance (Taufek & Mustafa, 2018). On the other hand, the strategies will drive successful business results and enhance employee performance strengthening the skills that employees need to enhance. The strategies are also crucial in improving morale and job satisfaction, enhance efficiencies in processes, enhance innovation in strategies, and increase capacity to adopt new methods.
Organizational Support
The organization can support employees receiving training in various ways. The management of the organization tends to spend much time with employees. Therefore, managers can support employees by setting an example and promoting a learning culture by portraying the value training and employee management and also showing employees that training is a priority area. The organization can also create opportunities for training by providing an accommodative workplace environment where employees can freely practice what they have learned. Moreover, organization can employ various incentives such as promotions for employees who have successfully completed training programs (Bibi et al., 2018). The new employees can be supported by giving them opportunity to practically apply what they have gained in training to enable them get acquainted with their jobs and enhance job-related skills and knowledge. The organizational support need to consider the strengths and weaknesses in the organization to enable the employees on training to focus on how to improve the areas of weakness and to leverage on the areas of strength.
Conclusion
Training program is essential in enabling the organization to strengthen the skills every employee needs to improve. On the other hand, development is essential in bringing all employees on a superior level with similar knowledge and skills. As such, training and development can be essential minimizing weak links within the nursing home which relies mostly on nurses and other care providers to complete required responsibilities.
References
Bibi, P., Ahmad, A., & Majid, A. H. A. (2018). The impact of training and development and supervisor support on employees retention in academic institutions: The moderating role of work environment. Gadjah Mada International Journal of Business, 20(1), 113-131. 10.22146/gamaijb.24020
Sal, A., & Raja, M. (2016). The impact of training and development on employees performance and productivity. International Journal of Management Sciences and Business Research, 5(7). https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2849769
Smith, S. P. (2017). Adult learners: Effective training methods. Professional safety, 62(12), 22-25. https://onepetro.org/PS/article-abstract/62/12/22/33734/Adult-Learners-Effective-Training-Methods?redirectedFrom=fulltext
Sung, S. Y., & Choi, J. N. (2018). Effects of training and development on employee outcomes and firm innovative performance: Moderating roles of voluntary participation and evaluation. Human resource management, 57(6), 1339-1353. https://doi.org/10.1002/hrm.21909
Taufek, F. H. M., & Mustafa, M. (2018). The effect of training and development towards employee performance: A case study in proton Tanjung Malim. Global Business and Management Research, 10(3), 777. https://search.proquest.com/openview/dad5a5bfc02d778e2eade6715e2e5aa2/1?pq-origsite=gscholar&cbl=696409