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 Grand Canyon University 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.

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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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Sample Answer for HRM 635 Benchmark Assignment – Training and Development

Training Goals/Benefits

  • Improving job satisfaction ​
  • Ensuring that employees fully concentrate on their work​
  • Enabling employees to enjoy their work​
  • Reducing workplace stress​
  • Reducing absenteeism and possible burnout ​

Introduction/Presentation Overview 

  • Employee training: teaching specific skills/knowledge to enhance performance. ​
  • Proposed training: employees’ work-life balance​

Focus Areas ​

  • Training benefits and objectives​
  • Expected outcomes​
  • Training strategies​
  • Supporting current and new employees​
  • Measuring the training’s effectiveness​

Objectives

  1. The training will empower employees to make healthy choices regarding their work and life demands.​
  2. At the end of the training, employees should identify at least three strategies for achieving a work-life balance.​

Strategies to Meet the Goals and Objectives

  • Pre-training assessment​
  • A presentation on work-life balance; meaning, benefits strategies​
  • Sharing educational materials ​
  • Group discussions​
  • Questions and answers​
  • Post-training assessment ​

  Expected Employee Performance/Driving Successful Results

  • Optimal and consistent performance due to:​
  1. Less fatigue/burnout  ​
  2. High job satisfaction​
  3. Employee engagement ​
  • High productivity and profits due to:​
  1. Minimal turnover​
  2. Minimal spending on staff recruitment and training ​

Supporting the Current Employees

  • Provide educational materials​
  • Form support groups​
  • Establish organization-wide exercise programs​
  • Allow remote working ​
  • Flexible working routine ​
  • Provide holidays and health incentives ​

Providing Support to New Employees

  • Pre-employment assessment ​
  • Induction/orientation training​
  • Mentorship​
  • Provide educational materials ​
  • Support groups for new employees​
  • ​

Measuring the Training’s Effectiveness 

  • General observations​
  • Questions and answers ​
  • Post-training assessments/surveys ​
  • Training’s content completion ​
  • Engagement level ​
  • ​

Conclusion

  • Training improves employees’ knowledge and skills ​
  • Work-life balance training creates more informed and productive employees​
  • Work-life balance strategies: time management, holidays, exercise, remote working​
  • Organizations should support both the current and new employees​
  • Universal strategies: educational materials, support groups, mentorship​

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References

Sample Answer 2 for HRM 635 Benchmark Assignment – Training and Development

Introduction

Nurses provide care to patients that promote their health and wellbeing. In doing so, nurses strive to promote safety and quality in the care that they give. They strive to ensure that the care they give is appropriate to the identified needs of the patients. They also ensure that best practices are used to minimize any unintended harm to the patients. Through such interventions, they engage in regular activities that streamline the existing institutional processes and systems. They also minimize the risk of occurrence of errors in their practice. Therefore, this presentation focuses on a training program that focuses on the prevention of medication errors in a hospital that I work as a registered nurse.

Goals of the Training

The goals of the training will be varied. One of them will be increasing the level of awareness among the nurses on the causes of medication errors. The other goal will be increasing the level of awareness and skills of the nurses on the prevention of medication errors. The training will also aim at stimulating the management to implement interventions that promote safety and quality in patient care. Lastly, it will aim at sensitizing the organizational stakeholders about the need for culture of patient safety in the hospital.

Organizational Benefits

The training on medication errors will have several benefits to the organization. One of the benefits will be the improvement in the safety of care. Patients will be assured of care that is associated with no or minimal safety issues. The training also will improve the quality of patient care. The reduction of medication errors and other form of safety events will translate into high quality care being offered to patients in the organization. Medication errors often predispose patients to harm that increases hospital stay and costs incurred in treatment. The training will therefore promote cost efficiency by reducing the unintended costs that patients and the organization incur in treating effects of medication errors. Lastly, the training will promote the creation of a culture of patient safety. It will strengthen the use of best practice interventions in the organization to reduce and prevent medication errors in the organization. Consequently, it will contribute to the culture of patient safety (Antony et al., 2019).

Specific Objectives

The first specific objective of the training is that the nurses should be able to name the causes and effects of medication errors. This will enable them to explore the change initiatives that are needed to address the issue of medication errors in their practice. The second specific objective is that nurses should demonstrate the best practices for preventing medication errors by the end of the training. Their demonstration of best practices will imply that they can translate them into patient care to prevent and minimize medication errors.

Changes after the Training

Several procedures and processes will change after the training. One of them will be organizational culture. Nurses will play a proactive role in influencing the leadership and management to embrace practice interventions that support culture of safety in patient care. Nurses will champion the streamlining of institutional systems and processes to ensure that safety and quality in patient care are achieved. The other aspect that will change after training is the management and leadership styles used in the organization. The training will increase the level of awareness among leaders and managers on the use of approaches such as teamwork, open communication, active participation, and motivation to ensure safety in safety of care. As a result, nurse leaders and managers are expected to change their styles of getting things done in the organization. The behaviors of nurses will also change after the training. They will utilize evidence-based interventions in medication administration to minimize the risk of harm to the patients. Overall, culture of patient-centeredness will be strengthened in the organization (Asensi-Vicente et al., 2018). Nurses, leadership and management will appreciate the need for the use of care models that prioritize the critical care needs of the patients for safety, quality and efficiency.

Strategies in the Training

Several strategies will be used in the training. One of them will be discussion among the nurses and facilitators of the training about issues such as medication errors, causes, risk factors, effects and prevention. The discussion will aim at increasing the level of knowledge of the nurses and stimulating them to relate the training content with their experiences. The other strategy will be practical demonstration of best practices to prevent medication errors. Role playing will be used to ensure that nurses understand the best practice interventions that are proposed for use in reducing the risk of and preventing medication errors. The other strategy will be consultative discussion about the ways in which nurses can advocate for culture safety in the organization (Mieiro et al., 2019). The discussion will raise their awareness about the critical role that they play in creating, sustaining, and improving culture of safety in the organization. Lastly, nurses will be actively involved in proposing strategies that are relevant to their organization for use in addressing the issue of medication errors. 

Expected Employee Performance

The nurses are expected to demonstrate a number of performances following the training. One of them is utilizing safe practices in administering medications and providing other forms of care to the patients. The use of safe practice interventions related to medication administration have been shown to reduce the risk and rate of medication errors. An example is considering the five rights in medication administration. The other expected performance of the nurses is advocating for system and process transformation to promote safety. It is expected that nurses will facilitate institutional transformation through their role in identifying organizational issues and processed that increase the risk of medication errors. Medication errors may also result from the poor use of medication by patients. As a result, nurses will be expected to provide patients with comprehensive health education on ways of promoting safe use of medications. Lastly, nurses are expected to play an active role in undertaking clinical projects that improve the safety and quality of patient care.

Impact of the Strategies on Business Results and Employee Performance

The strategies used n the training will drive successful business results and improve employee performance in a number of ways. One of them will be increasing the level of knowledge and skills among the nurses on factors that contribute to medication errors and ways of reducing and preventing them. The reduction in medication errors will imply that the costs incurred by patients in the organization will reduce significantly. The reduction in costs will be due to the elimination of safety events that increase hospital stay and additional care for the patients. The strategies will also improve the safety and quality of care by reducing safety and quality issues in patient care. The staffs will also be aware of the system redundancies that need to be eliminated for safety in care to be achieved. As a result, system efficiency will be promoted, hence, safety and quality in patient care. The nurses will also understand the role they play in the promotion of safety in care. They will also understand the need to play proactive roles in advocating the rights of their patients (Trakulsunti et al., 2020). Consequently, the level of autonomy and professional responsibility in patient care will rise significantly.

Institutional Support

The organization will provide support to the current employees receiving training using a number of interventions. One of the ways will be addressing the factors that increase the risk of medication errors. An example is hiring additional staffs to address the issue of staff shortage and high workload, hence the reduction in the rates of medication errors. The organization also supports the employees receiving training and new ones by purchasing the needed technologies to reduce and prevent medication errors. For example, the organization purchases barcode system of medication administration to aid in early detection and management of potential situations that can lead to medication errors. It also supports the newly hired employees by providing them with continuous training opportunities on ways in which medication errors can be prevented. Preceptors are identified to guide the new staffs in implementing strategies that will prevent medication errors. The last way in which the organization supports the employees undergoing training and newly hired ones is by supporting the creation of safety culture in the organization. This can be achieved by incorporating best practices in patient care to minimize errors and other safety issues.

Measuring Effectiveness of Training

The effectiveness of the training will be measured using a number of interventions. The first one will be evaluating the rates of medication errors and other adverse events after the training. An evaluation will provide insights into whether the training was effective or not. A reduction in the rates of errors in medication administration will imply the effectiveness of the training. The management and leadership can also observe nurses as they administer medications. The observation will aim at identifying whether they are implementing best practices taught in the training. Consistent use of the best practices will signify effectiveness of the training. Surveys and interviews can be performed on nurses to obtain their subjective experiences with the training. The survey and interview results will provide insights into the effectiveness of the interventions that were used in the training. It will also provide insights into the appropriateness of the training in addressing the critical needs of the organization. The last way is assessing patient-perceived indicators of safety and quality of care (Trakulsunti et al., 2020). An increase in indicators such as patient satisfaction after the training will imply that the training was effective in improving care indicators in the institution.

References

 Antony, J., Forthun, S. C., Trakulsunti, Y., Farrington, T., McFarlane, J., Brennan, A., & Dempsey, M. (2019). An exploratory study into the use of Lean Six Sigma to reduce medication errors in the Norwegian public healthcare context. Leadership in Health Services, 32(4), 509–524. https://doi.org/10.1108/LHS-12-2018-0065

 Asensi-Vicente, J., Jiménez-Ruiz, I., & Vizcaya-Moreno, M. F. (2018). Medication Errors Involving Nursing Students: A Systematic Review. Nurse Educator, 43(5), E1. https://doi.org/10.1097/NNE.0000000000000481

 Mieiro, D. B., Oliveira, É. B. C. de, Fonseca, R. E. P. da, Mininel, V. A., Zem-Mascarenhas, S. H., & Machado, R. C. (2019). Strategies to minimize medication errors in emergency units: An integrative review. Revista Brasileira de Enfermagem, 72, 307–314. https://doi.org/10.1590/0034-7167-2017-0658

 Trakulsunti, Y., Antony, J., Ghadge, A., & Gupta, S. (2020). Reducing medication errors using LSS Methodology: A systematic literature review and key findings. Total Quality Management & Business Excellence, 31(5–6), 550–568. https://doi.org/10.1080/14783363.2018.1434771

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