Human Resource Management Training

Introduction

Training is as important as any other motivation strategy used by organizations to help their employees perform better. Organizations ought to provide training for new employees to empower and give them the information they require in order to fit in the new work environment (Stark, n.d.). This becomes more important for people working in health care centers due to the unique challenges and special needs of health care professionals in the different disciplines (Kabene, Orchard, Howard, Soriano, & Leduc, 2006). Therefore, the following paper is a proposal for a training program for a new group of human resource management (HRM) employees at a health care company.

Steps Involved Planning, Recruiting, Interviewing, Selecting, and Hiring

The strategy to be used will be a systematic and comprehensive process that will ensure that the best employees are recruited, placed, and trained to ensure that they fit in the company’s organizational structure. The use of a systematic process enhances efficiency and ensures that a company gets the most qualified and skilled employees (Chen, 2010). Such a process should be based on prior planning in the recruitment and hiring process (UCR, 2015). The following are the steps that will be used in the planning.

Steps

  • Step 1: Identification of the vacancy and evaluation of the need. This step will help in the determination of the gaps in the workforce and understanding of the skill required for the position.
  • Step 2: Description of the position. Based on the need assessment, a detailed account of the position, the desired characteristics, and skills for the employee required to fill the position will be provided.
  • Step 3: Development of a recruitment plan. After the various parameters have been established, and there is a clear picture of the employees required, it is important to develop the plan for the recruitment. The plan will entail the methods to be used to attract diverse skills such as the mode of advertising, procedure for receiving the applications, the shortlisting process, and the criteria for inviting people for the interviews.
  • Step 4: Selection of the search panel. The panel will comprise of people with relevant skills in HRM who will take part in the appraising the applicants.
  • Step 5: Implementation of the recruitment plan. This is the first action step for the search panel. It will entail the completion of the position description and the subsequent posting in media where the targeted candidate can access the information.
  • Step 6: Reviewing applicants. The selection panel will be involved in the review of the received applications and subsequently shortlist based on the requirements for the job. The shortlisting will be based on merit and diversity.
  • Step 7: Conducting interviews. The shortlisted applicants will be invited for interviews, which will be conducted by the search panel.
  • Step 8: Selection and placement. The panel will appraise the performance after interviews and identify the qualified applicants for the job offer, contract signing, and subsequent training.

Comprehensive Strategy for Training New Employees

A training program should be comprehensive, systematic, and detailed in order to provide consistency and ensure that employees are equipped with the right information (Chen, 2010). The plan should have indicators to gauge the progress, i.e. the factors from which objective assessment of the program can be carried out to determine outcome. The strategy for the training will be based on a systematic model that includes analysis of the situation and requirements, design, development, implementation, and evaluation. Effective employee training strategy is vital for retention and effectiveness of employees. Employees join organizations with different expectations; therefore, it is important to have a training to integrate the new members into the organizational culture. The trainings to be conducted for new employees will include induction, safety, employee relations, and compliance training. The induction training will entail the orientation, description of the job roles, and terms of engagement. The new employees with be shown various departments and services and products.

Training Strategies

The first strategy will entail use of videos. This will involve use of the visuals to make the training more interesting and enhance the understanding of new employees. For example, the training will start with a short video from the CEO giving a keynote speech about the company. This will then be accompanied by a video showing the general functions of company and people working in the different departments. The use of the video will enhance receptiveness of the employees. The second strategy will be the use of ‘explore and learn’ approach in a computer simulated program. The strategy will require a computer and mobile phone applications in which the processes of the company are simulated. For example, if the new employees want to know about the company’s departments and the roles of health professionals in each department, the information will be just a click away. The computer simulated strategy will also entail use of scenarios about the health activities; this will give the new employees an overview of the company’s operations.

Key Issues the Human Resource is Likely

Health care field has employees from diverse fields and have different roles, but have to work as a team. The inter-professional collaboration between the health care professionals presents a unique way of working which is not found in other fields (Kabene et al., 2006). Therefore, one issue will be complexity in understanding the different roles of the various professionals and the nature of collaborations between the healthcare professionals and other workers. The new employees will also face issues related to safety needs in the health care. Also, the employees will face issues related to compensation schemes based on the different jobs and the work environment.

Table 1: Training and Evaluation Plan.

Day Topic Instructional strategies Resources Required Evaluation criteria
Day 1 New Employee Orientation Instructor led training
Visit workstations
Overhead projector
Whiteboard
Video portion
Quantifying participation
Day 2 General administration procedure Computer simulation and scenario play Overhead projector and video player
Day 3 Health care activities and inter-professional collaborations Interactive
Question and Answer
Demonstrations
Cross-training
whiteboard Observation
Day 4 Payment schemes in the company Instructor led training
Use of infographics
Overhead projector (PowerPoint)
Whiteboard
Infographics
Questions and answer
Day 4 Safety and accident reporting procedure Blended learning strategy (Demonstration, drills,
Storytelling, &
Visiting work stations)
Safety manual
First aid kit
Protective clothing
Observation & Questions and answer
Day 5 Personal Development Coaching
Story-telling
Scenario based approach
Writing materials Observation

Visual Components to Enhance the Program

Work Organization

Work Organization

Computer Simulated Strategy

Computer Simulated Strategy

Safety Training Process

Safety Training Process

References

Chen, X. (2010). Suggestions on effective corporate new employee orientation program for human resource specialists. Journal for Workforce Education and Development, 4(3), 3-7.

Kabene, S. M., Orchard, C., Howard, J. M., Soriano, M. A., & Leduc, R. (2006). The importance of human resources management in health care: a global context. Human Resources for Health, 4(1), 1-3.

Stark, C., (n.d.). Developing a training program for new employees. Web.

UCR. (2015). Recruitment and selection hiring process. Web.