HRM 635 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning

Grand Canyon University HRM 635 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 Grand Canyon University HRM 635 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 HRM 635 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 HRM 635 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 HRM 635 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 HRM 635 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 HRM 635 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 HRM 635 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 HRM 635 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 HRM 635 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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Sample Answer for HRM 635 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning

Re: Topic 4 DQ 1

Training is an essential part of starting a new job with any organization because that help sets the employee up for success with the company. Working in insurance the initial training is crcuial, as it helps the employee learn of the pros and cons of the job and learn how to properly handle their job duties. While the traning in insurance varies from carrier to carrier, licenses are required depending on the resident state. Insurance is vary demanding and continious training is essential to ensure all employees stay up to date on processes, procedures and state regulation changes and rules.  Most training efforts aim to improve current performance-specifically training new employees , and those whose perfomance is deficient. (Dessler, 2020) One training program that my organization can benefit from is negotiating training. Negotiation is an essential part of a claims adjuster’s job and without effective and proper negotiation skills, this can and will cost a carrier to lose millions of dollars, due to paying more than what is owed a claim. A lot of adjuster’s in my department will avoid negotiations with other carriers and claimants because some might feel it is too difficult to have those converstations, so they pay the claim in full versus deducting the proper negliegence.

Dessler, G. (2020). Human resource management (16th ed.). Pearson/Prentice Hall. ISBN-13: 9780135172780

Sample Answer 2 for HRM 635 Identify employee skills gaps based on performance, and have resources available to support training goals, including those associated with succession planning

As an organization, it is important to provide your staff with the necessary training programs to ensure they have a solid foundation and understanding of the organization’s standard operating procedures. This is especially important for certified nursing assistants (CNAs), as they play a crucial role in patient care. A comprehensive training program should cover protocols, escalation pathways, and the scope of practice, setting a firm understanding of the responsibilities and expectations of CNAs. Training is a key factor that fosters better understanding along with enhanced job satisfaction (Dessler, 2018). Employees don’t know what to do and how to do it, they will improvise or do nothing useful at all.

A crucial step that organizations can take to align with healthcare objectives and ensure safety, quality, and excellence is to introduce an annual CNA skills lab program. This program can be delivered in a variety of formats, such as online, in-person, or hybrid, to allow for multiple learning opportunities and increase the retention of information among the target population. By using visual aids, audio recordings, and hands-on training, participants can better understand and apply the skills taught to them during the training sessions. The annual CNA skills lab program is essential to conduct regularly as it helps to keep procedures at the forefront of employees’ minds and validate their competency to perform them. Additionally, as new technological advancements are introduced in the healthcare industry, this program can provide training outside of the clinical floor, enabling participants to ask questions and learn in a relaxed environment. It is critical to keep protocols in view to ensure that shortcuts and workarounds do not become the norm. According to a study published in Becker’s Hospital Review, incorporating program evaluations with pre- and post-learning assessments can help determine if new knowledge or insights were gained from the training (2012). By conducting a survey to evaluate the program, instructors can use feedback to improve future training and program development, ensuring that the annual CNA skills lab program continues to be a valuable resource for employees.

In conclusion, providing CNAs with comprehensive training programs, such as an annual CNA skills lab, is essential to ensure that they are equipped with the necessary skills and knowledge to provide quality patient care. Regular evaluation of such programs is crucial to identify areas for improvement and to ensure that the training is effective and beneficial to all participants.

Reference

Dessler, G. (2018). Human resource management (16th ed.). Pearson.

7 best practices for hospitals’ training and development programs. Becker’s Hospital Review. (2012, December 12). https://www.beckershospitalreview.com/hospital-management-administration/7-best-practices-for-hospitals-training-and-development-programs.html