DQ2 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning
Grand Canyon University DQ2 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning-Step-By-Step Guide
This guide will demonstrate how to complete the DQ2 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning 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 DQ2 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning
Whether one passes or fails an academic assignment such as the Grand Canyon University DQ2 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning 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 DQ2 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning
The introduction for the Grand Canyon University DQ2 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning 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 DQ2 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning
After the introduction, move into the main part of the DQ2 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning 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 DQ2 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning
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 DQ2 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning
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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HRM 635 Topic 4 DQ 1
Prior to developing your training programs, you must analyze your organizational needs, identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning. These constitute learning conditions to ensure training programs have purpose and alignment to organizational goals. Thinking about the learning conditions described, what do you think is most necessary for learning to occur in your current organization? Assume your organization has the readiness for learning, recommend at least one training program your organization would benefit from implementing. Explain why.
Orientation and training are essential for oncoming applicant because it gives them an introduction on policies and procedures and how the organization runs. Employee orientation supplies new employees with the basic background information required to perform the job successfully. Employee orientation is an official welcome to the new employee as part of the team. (Dessler, 2019). Orientation is the begging of familiarizing yourself to an organization and it is pivotal in my opinion because without the proper training, an employee may fall behind. If an employee is matched with a preceptor that has a different teaching methods, it is important that the orientee is able to speak their mind or ask for help when they thin they are not following up. The lack of training and development for new hires can have a negative effect on the organization’s profitability, rate of turnover, and relationship with consumers (Shift, 2020).
From a personal experience I went to ICU, and was paired with a preceptor who constantly made me second guess myself and question my skills. I reached out to my manager and she also sided with my preceptor and compared my work to V-Fib, meaning that some days I would do way better than others. No matter how much I asked for reinforcement and more insight, I got vague answers as to be proactive. I essentially lost my position to a new manager who did not want any mishaps on the unit. That organization felt in my opinion was very harsh and my dream hospital turned out to be the place I wanted to escape from. Orientation helps reduce stressors to ensure employee commitment, satisfaction, and well-being (Raub et al., 2021). Employee orientation can allow new employees to handle competing work demands and increase interpersonal compatibility (Raub et al., 2021). This is important because training is suppose to leave you feeling confident and competent, without this, an organizations turn over would be very quick, My organization would benefit from having a training for charge nurses and how to be fair and effective leaders especially on shifts such as evenings or nights because most of the time, we are left to ourselves to manage the desk and it would be helpful to have insight on how to effectively lead and manage staff/ traumas/ emergencies efficiently with gentle feedback from management so that communication can be tightened as well.
References
Dessler, G. (2019). Human resource management (16th ed.). Pearson Education.
Raub, S., Borzillo, S., Perretten, G., & Schmitt, A. (2021). New employee orientation, role-related stressors and conflict at work: Consequences for work attitudes and performance of hospitality employees. International Journal of Hospitality Management, 94, 102857. https://doi.org/10.1016/j.ijhm.2020.102857
Shift. (2020, December 18). The true cost of not providing employee training. [BlogPost]. https://www.shiftelearning.com/blog/the-true-cost-of-not-providing-employee-training
Nursing leader’s server as advocates within their organizations. Leaders have requisite knowledge, skills, and understanding and represent the front door into the healthcare service delivery. Nursing leaders need to be comfortable withing their administrative structures to use their powers to advocate for the role of nurses. Advocating in policy discussions to help reduce health care cost and improvement in patients’ outcomes and quality of life through collaborative team-based care. (Stevenson, 2021) Advocating for nursing staff can begins with assessing needs. Do the nurses have the correct tools they need to provide best practice care. Are nurses being treated fairly and are they assuring measures to prevent nursing fatigue and burn out such as appropriate breaks and lunches.
REPLY TO DISCUSSION
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Onboarding is the processes in which new hires are integrated into the organization. It includes activities that allow new employees to complete an initial new-hire orientation process, as well as the opportunity for them to learn about the organization and its structure, culture, vision, mission, and core values (Dessler, G. 2016).
At my organization, there is not a lot of difference between orientation and onboarding, orientation is a part of the onboarding process. Selecting the rightful candidates does not mean they will perform their job effectively if they do not know what and how to do it. New employee orientation and onboarding is very necessary and important in the hiring process.
On the first day of a new employee at my organization is a long day, they get welcomed at the entrance, we make a tour of the building, showing fire exists, break rooms, rest areas, etc., we take them to the training room, and they are seated. They are given their computer logins and passwords are created. A trainer of manager comes and walk them through the action plan of the entire training, organization culture, expectations, and routines. A new hire class training at my organizations lasts for six weeks, and that entire time it is all about getting situated within the organization. At the end of the training, the new hires are brought on the floor and introduced to their actual workstation and the onboarding continues, these complete a series of online courses designed by the organization’s HR department.
This process is effective because it gives the new hires the opportunity to spend more time learning about the organization and properly been trained in the tasks they are to perform.
If I were to recommend a change, I would suggest that the onboarding and training process be rearranged, I think the new hires should spend one week in the training center, and the next week be spent on the floor interacting with experience team members working actual cases and then go back in training to perfect what they have learned and experienced.
It is easy to confuse onboarding with orientation, though orientation is necessary for completing paperwork and other routine tasks, onboarding is a comprehensive process involving management and other employees and can last longer depending on the organization (Understanding Employee Onboarding, 2022)
(Dessler, G. 2016). Human Resource Management, 15/e (15th ed.). Pearson Education.
SHRM. 2022. Understanding Employee Onboarding. <https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understanding-employee-onboarding.aspx>
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I truly believe that you have pitched in valuable insights towards this discussion. I can highly agree with you on the fact that no matter how talented or the right fit the candidate was to the role, he/she will need proper and detailed orientation to understand the organizational rules and guidelines. Onboarding is important because it acclimates employees to their role, the company’s philosophies, and what the company has to offer. It also engages employees, creating workers that are committed to the company’s success and helps retain new hires by making them feel like a member of the team. But, the issue I find these days are that companies rush the onboarding process as they might be short of personnel and require that candidate to work as soon as possible. The issue with this is that, rushing only creates and unsafe working environment and lack of efficiency.
Thank You
God Bless
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Thanks for your thoughts on growth areas and training. Creating one’s own training in-house instead of outsourcing the training function is often a decision that many companies have to make when trying to develop and grow knowledge among employees. There are advantages and disadvantages to both sides of the equation. Many things need to be taken into account in terms of the size and scope of the training, cost, available resources, etc. Many smaller organizations simply do not have the skill set, time, or money to produce their own training. As a result many of them resort to other methods of training that are less complicated, but can sometimes be just as effective. For example on-the-job training and one-on-one training can be an effective approach for smaller companies needed to address areas needing growth.
What are some of the upsides and downsides to using such an approach?
Cheers!
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Organizations are composed of human beings, which are the essential resource. The better the quality of that resource the better off the organization is as a whole. Having Human resource management is the management of this resource. A main focus for training and development programs is equipping and improving employees with specific skills, but these programs have additional far-reaching benefits. Training and development programs help improve employee satisfaction, which increases employee retention and employee engagement. It also helps fill gaps in the organization created by the mass exodus of the baby boomers through the internal development of talent. This makes training and development programs crucial for the short- and long-term health of an organization both in ability and motivation, which leads to increased productivity. Being a small family. owned business still carries the same importance of employee development. Some case even more so. As a small business resources are limited. For our small business company as a HR development is important, therefore it was recognized that each and every employee will attend the Safe Serv Food Handler Training Certificate
As the premier provider of educational resources, materials, and programs to help attract and develop a strong industry workforce, ServSafe has been the restaurant industry’s leading association since 1919 and, together with the National Restaurant Association Education Foundation, goal is to lead America’s restaurant industry into a new era of prosperity, prominence, & participation, enhancing the quality of life for all we serve. This program is self-paced with the standardized learning modules with a certificate at completions. It also provides for the ability for employees to maintain competency with updates to the industry changes. Utilizing the SafeServ program allows for increased productivity through the development of employee skills, employee engagement and resulting in employee retention. This training program is essential to employee development but vital to the short term and long term growth of the small business.
In healthcare, and more specifically in the emergency department, is working together as a team to provide the best possible care for our patients. However, I have noticed from experience and from observation, that not everyone is a team player and it can be detrimental to patient safety and patient care. For that reason, I would implement a behavioral modeling team based training into the organization. Behavioral modeling training is showing trainees the right way of doing something, letting trainees practice that way, and then giving feedback on the trainees’ performance (Dessler, 2020). The main points of behavioral modeling included role-playing and social reinforcement. In this training, trainees would watch live or video examples showing models of working properly as a team including communication while taking care of patients. Then, the trainees would act out a similar scenario so they get hands on experienced when it comes to team-based care and communication. The lastly trainers would provide reinforcement in the form of praise and constructive feedback. This aligns with the organizations goals of collaboration which includes building trust and partnering with others, within and across boundaries, so we can offer best care and drive excellent outcomes. One way to measure effectiveness is by an increase is satisfactory patient outcomes.
Dessler, G. (2020). Human resource management (16th ed.). Pearson/Prentice Hall. ISBN-13: 9780135172780