HRM 635 Benchmark – Training and Development
Grand Canyon University HRM 635 Benchmark – Training and Development – Step-By-Step Guide
This guide will demonstrate how to complete the Grand Canyon University HRM 635 Benchmark – 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 – Training and Development
Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Benchmark – 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 – Training and Development
The introduction for the Grand Canyon University HRM 635 Benchmark – 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.
Need a high-quality paper urgently?
We can deliver within hours.
How to Write the Body for HRM 635 Benchmark – Training and Development
After the introduction, move into the main part of the HRM 635 Benchmark – 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 – 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 – 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.
Stuck? Let Us Help You
Completing assignments can sometimes be overwhelming, especially with the multitude of academic and personal responsibilities you may have. If you find yourself stuck or unsure at any point in the process, don’t hesitate to reach out for professional assistance. Our assignment writing services are designed to help you achieve your academic goals with ease.
Our team of experienced writers is well-versed in academic writing and familiar with the specific requirements of the HRM 635 Benchmark – Training and Development assignment. We can provide you with personalized support, ensuring your assignment is well-researched, properly formatted, and thoroughly edited. Get a feel of the quality we guarantee – ORDER NOW.
Sample Answer for HRM 635 Benchmark – Training and Development
Introduction
Training and development are critical in organizational change as they prompt healthcare employees to enhance their knowledge, skills, and abilities. The objective is to enhance qualification for performing specific duties in the organization. Therefore, training determines areas for improvement and promotes growth opportunities that assist employees in their professional careers. Communication is a critical area that necessitates training in the organization. It is an area that is appropriate for current and new employees. Communication training programs teach interpersonal skills to enable effective communication with each other and with customers. Training and development are important as they impact both the employees and the healthcare organization. This presentation outlines the training and development in a healthcare organization.
Benefits of the Training to the Organization
Employee training significantly impacts organizations, underscoring the increased investment in the endeavor by the top management. Training promotes the productivity and efficiency of the healthcare organization, and it is positively linked to the efficiency of the employees and organizational effectiveness. Training and development also have positive effects on employee retention. It ensures that employees are knowledgeable of their self-worth and have confidence in their position. Therefore, they appreciate their environment since the employer values them. Training and development programs promote organizational profitability. Research has shown that specialized training positively affects an organization’s profitability. Lastly, it promotes the healthcare organization’s competitive edge.
Training Exercise Objectives
The training program sought to fulfill two main objectives in the organization. First, the training and development program focused on enhancing communication skills for current and new healthcare employees. Communication skills are essential for healthcare employees to promote their communication with other employees and their patients. Effective communication is especially vital in healthcare settings as patient information must be obtained and relayed to other healthcare professionals. Second, it promotes employee satisfaction in healthcare organizations. Research shows that training programs enhance employees’ job satisfaction and increase motivation. This is critical as it will ultimately impact their relationship with patients, improving quality care.
Processes or Procedures to Change after Training
There are various processes and procedures as a result of employee training. For instance, there will be changes in the organization’s reward policy. The healthcare organization needs to reflect the improved skills in its employee rewards. There are also changes in the work performance policy. The healthcare organization needs to develop policies to ensure sustained change due to the training and prevent regression to the old ways. There is a variation in the learning process. The training program has ensured that the employees can effectively share information rather than consume it. Lastly, the healthcare organization must make changes in the motivational approaches used, as it must integrate the newly gained skills and knowledge.
Strategies or Actions Involved in the Training Exercise
Various actions are pertinent to the training exercise to achieve the established goals and objectives. First, there is a necessity for a needs assessment, which helps identify the training needs that exist in the organizations and, therefore, the training necessary to fill the gap. It is a way of determining the gap between the current and required performance. Second, it is important to select the training delivery method. Different training methods exist, such as e-learning, monitoring, seminars, team training, and instructor-led training. Aligning the training program to the set goals and objectives is also important to promote its effectiveness. Lastly, it is important to consider assessing the training program’s effectiveness in achieving the set goals.
Expected Employee Performance or Application after the Training
The training program is expected to have significant impacts on employee performance. For instance, it improves employee competencies as they can learn the soft, functional, and technical skills appropriate for working in specific jobs. They also experience improved job satisfaction as the training lets them know that the healthcare organization values them. Training also improves organizational performance as the employees are able to obtain appropriate skills, knowledge, and abilities. Lastly, employee training enhances work efficiency since it enhances the ability of the workers to perform effectively in their positions and reinforces their skills and attitudes. These are the expected impacts of the training program in the healthcare organization.
Impact of Strategies on Business Results and Employee Performance
The training strategies will have implications on business results and employee performance. For instance, the needs assessment process is critical in determining the present performance gap to enable the development of an appropriate training program. It is an important process since it determines the skills and knowledge missing in healthcare organizations. Selecting a training delivery strategy is also important in choosing the appropriate method for imparting the necessary skills and knowledge. This method is used to deliver the pertinent instructional materials to the trainees. Lastly, establishing the relationship between the training program and the set goals and objectives is critical in promoting the effectiveness of the training process.
Organization’s Support to the Current and New Employees in Training
The healthcare organization needs to support the current and new employees during the entire training process. For instance, it can support the current employees by ensuring that the training aligns with their aspirations and career goals. This makes the employees feel that the training programs benefit the healthcare organization and cater to their career development needs. The workload should also be balanced to ensure they have adequate time for training. Healthcare organizations should also provide appropriate resources that support effective training. The new employees can be supported by providing appropriate resources and ensuring the training offers the required skills for the job.
Measurement of the Training Exercise’s Efficacy
Kirkpatrick’s model of training evaluation will be used to determine the effectiveness of the training program. It assesses four levels of training effectiveness. First, there is a reaction, the affective response to training, such as satisfaction and its relevance to daily organizational operations. Second, there is learning, which entails evaluation of the attainment of the learning outcomes. There should be pre and post-tests of learning outcomes. Third, there is behavior, which includes assessment of the application of new knowledge and skills. Lastly, some results entail assessment from the viewpoint of the individual and that of the organization. These help with the assessment of the effectiveness of the training program.
Conclusion
Training and development is a critical aspect of human resource management. They are educational activities within a healthcare organization formulated to enhance the job performance of an individual employee or a group. These programs entail advancing healthcare employees’ skills and knowledge and fostering increased motivation to promote job performance. Training and development is necessary in a healthcare organization as it ensure employees have appropriate skills to perform their tasks and provide quality care. Training is essential to employees as it enhances their skills, knowledge, performance, and satisfaction. It is also important to healthcare organizations as it improves performance and profits.
Also Read
HRM 635 Week 6 Performance Appraisal at Telespazio Aligning Strategic Goals to People Development
HRM 635 Leveraging Human Capital
HRM 635 Organizational and Personal HR Development Plan
HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development
References
Abhishek, G., & Senthilkumar, C. B. (2016). Effective training delivery methodology for corporate employees. International Journal of Scientific & Engineering Research, 7(3). https://www.ijser.org/researchpaper/Effective-Training-Delivery-Methodology-for-Corporate-Employees.pdf
Asgarova, A. (2019). Impact of employee training on employee job satisfaction and achievement: A case of Turkish manufacturing industry. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.3398117
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance . European Journal of Business and Management, 5(4), 137–147. https://core.ac.uk/download/pdf/234624593.pdf
Majeed, A., & Shakeel, S. (2017). Importance of training and development in the workplace. International Journal of Scientific & Engineering Research, 8(4), 498–504. https://www.ijser.org/researchpaper/IMPORTANCE-OF-TRAINING-AND-DEVELOPMENT-IN-THE-WORKPLACE.pdf
Nguyen, C. (2020). The impact of training and development, job satisfaction and job performance on young employee retention. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.3930645
Ogohi, C. D. (2018). Effects of training on organizational performance. Asian Journal of Business and Management, 6(5). https://doi.org/10.24203/ajbm.v6i5.5489
Puspita, S. P., & Nurhalim, A. D. (2021). Importance of training needs analysis for Human Resources Development in organizations. E-Mabis: Jurnal Ekonomi Manajemen Dan Bisnis, 22(2), 151–160. https://doi.org/10.29103/e-mabis.v22i2.702
Rickardo, G., & Mirtes, C. A. (2023). The benefits of training for the development of employees’ communication in the commercial sector of Organizations. World Journal of Advanced Research and Reviews, 19(2), 406–413. https://doi.org/10.30574/wjarr.2023.19.2.1580
Strojny, P., & Dużmańska-Misiarczyk, N. (2023). Measuring the effectiveness of virtual training: A systematic review. Computers & Education: X Reality, 2, 100006. https://doi.org/10.1016/j.cexr.2022.100006
Suleiman, Y., Ilyas, M., Amin, S. I., Ruth, A. O., & Rasheed, J. A. (n.d.). Impact of employees’ training on organization profitability: Implication for business and educational managers. Amity Journal of Training and Development, 3(2), 1–16. https://amity.edu/UserFiles/admaa/4391bPaper%201.pdf
Walters, K., & Rodriguez, J. (2017). The importance of training and development in employee performance and evaluation. Wide World Journal of Multidisciplinary Research and Development, 3(10), 206–212. https://www.researchgate.net/publication/332537797_The_Importance_of_Training_and_Development_in_Employee_Performance_and_Evaluation
Sample Answer 2 for HRM 635 Benchmark – Training and Development
Training Goals Overview
The goals of this training focus on five key areas for improvement. Enhancing communication is a primary goal, as effective communication is crucial for patient safety and team coordination in the ICU and ER. Teamwork during emergencies is also critical, particularly in high-pressure situations where time is of the essence. Additionally, strengthening compliance with patient safety protocols is essential for reducing errors (Tamadoni et al., 2020). The training will also aim to improve the efficiency of patient handoffs between shifts, which can often be a point of miscommunication. Reducing medical errors will be a direct result of meeting these goals.
Objectives of Training
The training objectives are specific, measurable, and directly tied to the training goals. The first objective is for staff to master the patient handoff protocols, ensuring smooth transitions between shifts. Improving communication between interdisciplinary teams is another key objective, especially as collaboration between doctors, nurses, and specialists is crucial in both the ICU and ER (Tamadoni et al., 2020). Adhering to safety protocols is a fundamental part of this training, and staff will be expected to demonstrate their understanding of these protocols (Butera et al., 2021). Effective collaboration during emergencies is vital, and teamwork will be emphasized in all scenarios.
New Handoff Procedures
One of the major changes post-training will be the implementation of standardized patient handoff protocols. This ensures that every patient handoff follows the same steps, reducing the chances of critical information being missed. Staff will be required to use checklists during each handoff to ensure all relevant details are communicated. Regular audits will be conducted to ensure compliance with these protocols (Elias & Day, 2020). By reducing information gaps, we will improve patient care and safety. Real-time updates during shifts will ensure that staff have the latest patient information, reducing confusion and mistakes during transitions.
Emergency Response Procedures
This slide focuses on emergency response procedures that will be enhanced after the training. Standardizing emergency response workflows will ensure that all staff members follow the same protocol during critical situations, ensuring faster and more efficient patient care. The training will emphasize coordination between interdisciplinary teams, including physicians, nurses, and specialists, to improve overall response times (Muir et al., 2023). Regular drills will help staff maintain preparedness for high-pressure scenarios. Streamlining decision-making processes will allow the team to act swiftly, while also encouraging proactive problem-solving in high-stress situations.
Training Strategies for Implementation
The strategies for training implementation include a combination of hands-on, interactive, and digital learning methods. Role-playing scenarios will allow staff to practice dealing with real-life challenges, such as managing critical patients or coordinating during an emergency (Aylott et al., 2023; Butera et al., 2021). Simulation-based training will recreate high-stakes situations in a controlled environment, helping staff build confidence and skill (Pavedahl et al., 2021). E-learning modules will provide continuous reinforcement of key concepts, allowing staff to engage with the material at their own pace (Hickey et al., 2020). Workshops will be held to encourage collaboration between different departments, and peer feedback sessions will provide an opportunity for staff to share their experiences and learn from each other.
Expected Impact on Performance
Post-training, we expect to see significant improvements in employee performance. One of the primary outcomes will be a reduction in medical errors, particularly during patient handoffs, which have historically been a point of vulnerability. Team coordination during emergencies should improve, leading to more efficient and effective patient care. Compliance with safety protocols will be closely monitored, and we expect to see adherence rates increase across the board (Muir et al., 2023). Communication between departments will become more efficient, reducing the time it takes to share critical information. Finally, staff will develop stronger problem-solving skills, enabling them to make better decisions under pressure.
Support for Current Employees
The organization will provide substantial support to ensure the success of this training program. Refresher courses will be available to current staff, reinforcing the new protocols and keeping everyone up to date. Continuous mentorship will be offered to guide staff through the transition, helping them adapt to the new processes. Regular feedback sessions will give staff a chance to voice any concerns and ask questions about the changes (Tamadoni et al., 2020). E-learning modules will be available to all staff, making it easy for them to access training materials at their convenience. Finally, open communication about new processes will ensure transparency and clarity across the organization.
New Employee Onboarding
For new employees, the organization will integrate this training into the onboarding process to ensure they are immediately familiar with the new protocols and procedures. Each new hire will be assigned a mentor who will provide guidance and answer questions as they adjust to their new role. New employees will also have access to all training materials, including e-learning modules, to reinforce their learning (Fukuda et al., 2020). Structured orientation programs will introduce new hires to the processes in a systematic way, ensuring they understand expectations from day one. Progress will be monitored through regular evaluations to track their adaptation to the new protocols.
Evaluation Methods
The effectiveness of this training will be measured through several metrics. Pre- and post-training assessments will evaluate knowledge retention and skill acquisition among staff. Performance metrics will track key indicators, such as teamwork efficiency, communication speed, and protocol compliance, to ensure that the training leads to tangible improvements (Tamadoni et al., 2020). Adherence to the new protocols will be closely monitored, and staff will be required to demonstrate compliance. Additionally, staff feedback will be collected to identify areas where the training may need to be refined (Tamadoni et al., 2020). Finally, a reduction in medical errors will serve as one of the key indicators of training success.
Conclusion and Next Steps
This training exercise will greatly enhance patient care and safety within the ICU and ER. By focusing on teamwork, communication, and adherence to safety protocols, we are addressing critical areas that will lead to better outcomes for both patients and staff. Long-term employee engagement will be fostered through ongoing support and mentorship, ensuring that the skills learned during training are continually applied. Progress will be monitored through regular evaluations, and continuous learning opportunities will be provided to keep staff skills sharp. Finally, fostering a culture of collaboration will ensure sustainable improvements in team dynamics.
References
Aylott, L., Finn, G. M., & Tiffin, P. A. (2023). Assessing professionalism in mental health clinicians: Development and validation of a situational judgement test. PubMed, 9(6). https://doi.org/10.1192/bjo.2023.582
Butera, S., Brasseur, N., Filion, N., Bruyneel, A., & Smith, P. (2021). Prevalence and associated factors of burnout risk among intensive care and emergency nurses before and during the COVID-19 pandemic: A cross-sectional study in Belgium. Journal of Emergency Nursing, 47(6). https://doi.org/10.1016/j.jen.2021.08.007
Elias, C. E., & Day, T. (2020). Experiences of newly qualified nurses in critical care: A qualitative systematic review. Journal of the Intensive Care Society, 21(4), 175114372092679. https://doi.org/10.1177/1751143720926794
Fukuda, T., Sakurai, H., & Kashiwagi, M. (2020). Impact of having a certified nurse specialist in critical care nursing as head nurse on ICU patient outcomes. PLOS ONE, 15(2), e0228458. https://doi.org/10.1371/journal.pone.0228458
Hickey, S., Mathews, K. S., Siller, J., Sueker, J., Thakore, M., Ravikumar, D., Olmedo, R. E., McGreevy, J., Kohli-Seth, R., Carr, B., & Leibner, E. S. (2020). Rapid deployment of an emergency department-intensive care unit for the COVID-19 pandemic. Clinical and Experimental Emergency Medicine, 7(4), 319–325. https://doi.org/10.15441/ceem.20.102
Muir, K. J., McHugh, M. D., Merchant, R. M., & Lasater, K. B. (2023). Left without being seen: Nurse work environment and timely outcomes in New York and Illinois emergency departments. Journal of Emergency Nursing. https://doi.org/10.1016/j.jen.2023.11.010
Pavedahl, V., Holmström, I. K., Meranius, M. S., Schwarz, U. von T., & Muntlin, Å. (2021). Fundamentals of care in the emergency room – An ethnographic observational study. International Emergency Nursing, 58, 101050. https://doi.org/10.1016/j.ienj.2021.101050
Tamadoni, B. V., Shahbazi, S., Seyedrasooli, A., Gilani, N., & Gholizadeh, L. (2020). A survey of clinical competence of new nurses working in emergency department in Iran: A descriptive, cross‐sectional study. Nursing Open, 7(6). https://doi.org/10.1002/nop2.579