Importance of Staff Education and Training
Educating and training staff in an organization is significant since it allows the employer to point out the skills and knowledge required of employees. Therefore, through training and education, it becomes possible for employees to gain new skills or acquire updates on those existing skills necessary in enhancing productivity (McKinnon et al., 2017). Another importance of employee training and education is task management improvement. When trained, employees gain the necessary skills to manage respective tasks, in the team or individual levels, they depend on clearly set goal’s understanding and processes essential in task completion (Noe, 2020). With the set of skills employees can rely on, they become well-versed in the requirements resulting in less time to perform various activities.
Employee training and education result in employee engagement, and when subordinates realize they have a supportive employer, they become more enthusiastic and engaged when performing high-level tasks. Therefore, Noe shows that employee development is supported throughout the employee’s carrier by educating and training subordinate staff (2020). The other significance of training and education is that it instills confidence in the employees. By participating in the activity, employees achieve confidence by understanding their employers are willing to invest in their abilities and knowledge (McKinnon et al., 2017). With trust comes the sense of accountability and enthusiasm that is reflected in work outcomes.
Groups that Require Training
In medicine, the healthcare community constitutes small individual work groups that coordinate their activities towards an efficient and safe working environment. Wager, Lee, and Glaser argue that pharmacists, nurses, technicians, physicians, and other health professionals, must pull their efforts together for the myriad of conditions within the healthcare setting to be addressed (2017). Nonetheless, despite the need for interdisciplinary teams within the healthcare setting, training together of these members is never achieved since different members come from other disciplines with diverse educational programs (Wager et al., 2017).
Based on the diverse interdisciplinary nature of these professionals, achieving cohesion working as a team, therefore, requires training. Each of the mentioned groups, pharmacists, nurses, technicians, physicians, and other health professionals, must be trained to achieve teamwork efficiency.
The Responsibility of Ensuring Compliance and Validation of Mastery
Professionals within the human resource department play a significant role in creating an organizational culture whereby every employee has to undertake training and employee development activities with seriousness. Therefore, it is the responsibility of the human resources department to ensure all employees are invited to training and educational programs while highlighting the significance attributed to the training. Further, through similar invitations, employees are educated on how the programs would help them grow professionally and personally (Noe, 2020). The HR department’s responsibility is to interact with the management faction of the organization and the employees as a way of establishing efficiency in this resource.
Handing of Staff that cannot Master New Required Skills
Management of employees who have the challenge of not mastering new required skills tends to be a significant challenge in organizations. The best approach to handling this challenge is to address the issue early by talking and asking where the problems might be (Southern Mills, 2020). However, it becomes paramount that managers do not jump to conclusions about why employees are having difficulty mastering new required skills. Another practical approach to handling the challenge is to stay engaged, as the employer, emphasize the importance of the new skills needed, and explain potential outcomes associated with the inability to master the skill (Southern Mills, 2020).
Another effective way, by mention, includes addressing principal issues in the formal discipline, never allowing the failure to learn to continue for long, maintaining perspective on the central issues, and maintaining the boss’s role.
McKinnon, A., Flöthmann, C., Hoberg, K., & Busch, C. (2017). Logistics competencies, skills, and training: A global overview. Washington, DC: World Bank Group.
Noe, R. A. (2020). Employee training and development. New York, NY: McGraw-Hill Education.
Southern Mills, R. (2020). Managing Employees Who Don’t Follow Directions | Simplecated. Web.
Wager, K. A., Lee, F. W., & Glaser, J. P. (2017). Health care information systems: A practical approach for health care management. San Francisco, CA: Jossey-Bass.