Describe how you would conduct the training. Where would you conduct the trainin
ID: 368661 • Letter: D
Question
Describe how you would conduct the training. Where would you conduct the training? What equipment would you need? Question number one is the first picture posted Examples below Identify a training need in healthcare administration place of employment or within your community. How did you determine training was needed? Surveys are the best method to know weather any community or any healthcare administration needs any training or not. A set of survey both practical and theoretical can be conducted through which the knowledge of employees can measured. Providing training according to the needs is vital, particularly in healthcare administration. The present research methodology and findings offer perspectives on how to conduct needs assessment and offer reference points for health care environment there. Suppose a healthcare manager fails to operate the billing software and he is responsible for keeping up to date with the latest coding and billing software, then what will happen. Hospitals and healthcare facilities now use electronic health records (EHR) and operators must be trained enough to use them. Similarly, a technician in laboratory if found unable to use a particular machine meant for testing then how he can test the patients. Issues occurs ih helath facilities. It can be any issue with staff or administrative duties. A service manager will need to be able to think creatively and face any task confidently Having strong and creative problem solving skills will help you succeed as a health services manager. So he should also be well trained. Simlarly Nurses should know how to a patient and hw to dela with them. Security people must be trained in their jobs. So in order to identify the need of training, one has to conduct a test, a survey with set of questions and practical exams meant for hospital employees.
Explanation / Answer
The basic purpose of a training program is to organize and facilitate learning and development. In this particular case, the various aspects of the training requirement has been addressed as follows:
1. Training Needs Assessment (TNA) :
Effective design of training begins with need assessment. TNA helps in choosing the appropriate training module to achieve positive performance improvement results that integrate an organization, a person and the tasks. It is a systematic method to determine the different training needs at different levels of the organization. The three broad levels for conducting TNA are as follows :
The following analysis has been done in order to identify training need in healthcare administration.
Firstly, at the organizational level. Every procedure and policy in healthcare requires perfection as there is no scope for error while dealing with human lives. The best way to identify training needs at this level is by understanding the strategic plans of an organization, which are drawn at the highest level or corporate level. Ideally, a SWOT analysis would help in identifying various internal and external threats and opportunities. In this case, internal factors of the organization would be to understand if the KSA s (Knowledge, Skills and Abilities) of the all the hospital staff (technicians, operators, nurses, etc) are supporting the strategic objectives of the organization. External threats can include any competition, any other hospital having better access to resources and technology, which also needs to be addressed. Based on this analysis, training needs can be deduced. For instance, in this case, if it found that most of the staff are unable to use the technology optimally, it is identified as a training need.
Secondly at the operational or task level. This would require a detailed job analysis of all the positions within the hospital. Information is collected on various technical competencies needed based on a technical interview, questionnaire or observation. Then a comparison needs to be done with the existing tasks performed and the expected tasks to be performed, in order to identify areas of training. For instance, for the operator handling the EHR (electronic health records), appropriate training must be administered in order to ensure the person in that position is familiar with the task, to ensure the effectiveness of the remaining operations is not impacted.
Thirdly, at an individual level. At this level, the training must be focused on employee-specific training needs based on their performance review, observation, interviews and other such factors. The basic parameter to identify here is if there is any difference between the desired and actual level of performance. For instance, if the security is responsible for performing a list of duties but is falling short, it is important to understand where the problem lies, with the process or the person. If it is with the individual, then training must be given as required.
Based on the above analysis, it is identified, that training is required at different levels of the healthcare organization.
2. Training Outline:
The training outline is focused on determining the specific objectives of training, the skills to be imparted, the methods of the training and the final purpose of the program. It is essential to determine each of the following:
In this case, the training objectives would be to highlight the methods to be used to ensure that the staff at various levels in the hospital is amply equipped with the required skill set to perform the task. This is primarily for the trainers to understand the methodology and approach to the training program.
The learning objectives would be to ensure all the participants to the program (nurses, operators, security, healthcare managers, etc) are familiar with the learning that is expected from them during the course of their program. It is to ensure that participants understand the skills they are expected to have at time of completion of the program.
The learning outcomes is for both the trainer and the participants and highlights the overall learning that is to be derived from the program.
Apart from this, the training outline must have details of the various sessions, the location and the methodology to be used. In this case, the location of the training must be in the hospital premises itself since, most the training may require access to specialized equipment. The training would be conducted over a period of 3 days for the different categories of staff employed at the hospital. The methodology would involve a mix of theoretical and practical applications. For instance, the healthcare managers would first be given sessions on why the software is needed and how it benefit their performance. Following this, hands-on computer sessions must be conducted to ensure they are familiar with the process of using the software.
The equipment needed would include the following (not exhaustive)
3. Effectiveness of training :
As important as training is, equally important is measuring the effectiveness of a training program. One of popular ways used as a training evaluation includes the Kirk Patrix Model which consists of the following levels:
Another method that can be used is setting training benchmark metrics. These metrics must be designed keeping in mind the strategic goals of the training programs. Two of the important training benchmark metrics are :
Apart from these some of the other recommended metrics include training participation metrics, training evaluation metrics, performance improvement metrics, training design and delivery metrics.
Another training evaluation approach which can be used is the Hassett's Training Investment Analysis Approach. It helps in measuring the contribution of training to profitability of the organization in terms of Return on Investment. This method focuses on the following four important areas and then measures the training effectiveness-
One of the other methods used is called the CIPP Approach. It requires a series of questionnaires for the following areas of evaluation- context, input, process and product.