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.

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.

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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.

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References

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 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