HOW TO IDENTIFY THE NEED FOR TRAINING OF THE EMPLOYEES IN HEALTHCARE
INTRODUCTION
Training is teaching, or developing in oneself or others, any skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one’s capability, capacity, productivity and performance.
Considering the above facts, Hospaccx team work on the market trends and dynamic regarding identifying the need for training of employees in healthcare. This is macroficial study of How to identify the need for training of the employees in healthcare, if you want to get into more detail you can contact hospaccxconsulting.com
7 STEPS FOR IDENTIFYING THE TRAINING NEEDS OF THE EMPLOYEES IN HEALTHCARE
- Set clear expectations
To identify training needs, first need to set clear expectations for each role within healthcare organisation. In order to monitor performance effectively one need something to measure against. Review job descriptions when new positions are created, or when making any substantial changes to existing roles, as well as periodically to account for smaller changes.
Eg. Segregation of bio medical wastes.
- Monitor performance
Measuring and monitoring performance should be embraced as a means to support employees – not reprimand them. Set clear goals and respond to performance blips on an individual basis. Understanding why performance is off kilter puts in a better position to respond positively and offer appropriate training.
If performance is below expectations, can training help to improve that particular individual’s performance? Consider if the employees skills are matched to the right job.
Eg. Prescription writing of the doctors, patient handling by Nurses and etc.
- Ask employees
It may seem obvious, but gathering feedback from employees is as good a place to start, as any when trying to identify training needs.
Focus on employee evaluation to encourage honest and open feedback. This will create helpful dialogue about career development and enable to identify specific training requirements.
Ask employees to rate their job satisfaction, performance and what would make it better. Also ask them to comment on current training programme. Getting feedback from individual employees will help to understand individual training requirements.
Also ask managers for feedback on employees and compare with employee self-evaluation to identify differences. It is equally useful to ask for employee feedback on managers.
Eg. Asking In charge Nurse about the performance of staff Nurse and vice versa to understand the incharge Nurse’s way of guidance or way of handling or coordinating with the staff Nurse.
- Carry out an organisational, work and task analysis
An analysis of healthcare organisation’s strategies and goals, as well as an analysis of tasks being performed to achieve those goals should help to identify training needs that are specific to each team and each job. This is a good way to identify universal training needs.
One will be able to identify areas where staff are spread too thinly, or where certain tasks are being duplicated. Training will fall into three categories – that needed to improve staff knowledge about industry (industry-related), job-related needs and personal development.
Eg. Understanding of the hospital staff regarding the HR (Human Resources) policies of the respective hospital, their role and responsibilities for the job and it is also important to understand the level of their presentable or grooming skills.
- Set up personal development plans
If healthcare organisation is serious about employee retention, then they should encourage personal development. Giving employees the opportunity to work on personal development can have a profound effect on their motivation and how much they feel invested in a healthcare organisation.
Setting up personal development plans that you review on a regular basis improves communication and will also help to identify any relevant work-related training needs.
Eg. Collection of Data by Infection Control Nurses.
- Set up a focus group
Focus groups are a useful starting point in identifying training needs within the organisation. A focus group looks at a cross-section of employees within the healthcare organisation under the guidance of an expert facilitator.
This is a useful way of gathering employees’ views and opinions about current training and how to improve what is on offer. Focus groups also help to demonstrate that healthcare organisation is interested in the opinions of the employees, which is great for organisation culture.
- Set up a system of mentoring and coaching
Closely aligning staff with a mentor will help to develop skills, and in the process identify any additional training and development needs. Mentoring programmes are a great way of helping employees succeed in their careers.
CONCLUSION
Understanding the importance of employee training and staff development is one thing. Identifying what the training and development needs of the employees are, is another. Get it wrong and you could be wasting money on training in areas where the people are already proficient. Hence it is important to identify the need for training of employees and provide training to them accordingly.
Are you planning a training for your staff in your Healthcare organisation?
We can help you with effective human resources planning or training for your healthcare organisation, below are the services that we offer:-
- Human resources planning
- Recruitment
- Formulating HR policies, systems, and procedures
- Performance management
- Motivation & work culture
- Training and Development
- Reward management
- Compensation System and Policies
It is the superficial and macro level study for more details kindly contact Hospaccx Healthcare business consulting Pvt. ltd on hospaccx.india@gmail.com Or you can visit our website on hospaccxconsulting.com
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