Primeras Comuniones

Human Resource management works, “to establish policies, practices, and systems that influence the behaviors of the organization and promote success throughout (Noe, R. A, 2017)”. A major role of Human Resources (HR) is training and developing staff. Human Resources goal of training and development is concerned with the improving the performance of the individual employees and the different departments within the organization. In this section we will talk about new hire training, popular styles of training, and ongoing development of staff to increase performance. These different situations are common for the Human Resource department to plan for on a daily basis and are important to the success of the organization.

In order to train staff upon hiring, Human Resource team works with department directors in the training of new hirees. Because of constant change, employees need to be

flexible and adaptive and focused on success of the organization (Source). While there are many different training plans for new hires there are some consistencies which include, new employee orientation, familiarizing with building, obtaining necessary usernames and passcodes, and department work and shadowing.

An example of a process for Hospital new hire is:

❖ First Day: New Employee Orientation

➢ Organization

■ Finishing paperwork and filling out tax forms.

■ Familiarizing oneself with building and where important places are located such as, bathrooms, printers/copy machines, and emergency supplies.

■ Review Organization Conduct Policies

■ Basic computer, email, calendaring, and phone applications orientation.

➢ Department

■ Meet staff and other important colleagues.

■ Review job responsibilities.

❖ Second Day: Compliance, Code of Conduct, Emergency Plan

➢ HIPAA Compliance Training

■ Protection of Personal Health Information (PHI) for patients

■ Video training, “in-depth review of the components of the HIPAA right of access and ways in which it enables individuals to be more involved in their own care (HHS.gov).’’

■ After completing online training receive free Continuing Medical Education or Continuing Education credit.

➢ Code of Conduct

■ Confidentiality/ Privacy

■ Social Media, Electronic Communication, and Acceptable Use

■ Anti-Harassment

➢ Emergency Plan

■ Organization and department plan for incase of an emergency.

■ Location of fire extinguishers and security buttons

❖ Third Day up until First Month : Department works

➢ Series of meetings with managers

■ Discussion of work progress and performance

➢ Employee Benefit Programs

■ Dependent on organization but medical, dental, and life insurance may be provided.

■ If insurance is not needed opt out of provided plan.

➢ Receive additional resources

■ Additional training for unfamiliar workflows or topics.

❖ First Month till Third Month

➢ Continue meetings with manager

■ Status meetings to maintain performance

➢ Three Month Review

■ Review of performance, behavior, and areas of improvement

■ Trial of whether employment will continue or termination may occur

➢ Start to better understand the organization

(BWH Checklist) (Source) Two popular styles of training that are used by Human Resources departments are

High-Leverage Training and Continuous Learning. High-Leverage Training is, “ an

instructional design process to ensure that training is effective, and compares or benchmarks the company’s training programs against training programs in other companies (Noe, R. A, 2017.)” High-Leverage takes a holistic approach and sets a standard for the organization to follow. In this approach department managers work alongside Human Resource to develop plans, to implement workflows and develop materials for employees to follow. These training materials are documented and distributed to appropriate departments.

Continuous Training builds off of High-Leverage, where “employees understand the relationship between their jobs, their work units, and the company and to be familiar with the company’s business goals (Noe, R. A, 2017.)” This type of training builds off High-Leverage and works to maintain the standard that has been set and continue the success of the

organization. When employees from different departments work together there needs to be a developed workflow to insure consistency. For example, email and electronic communications. Organizations develop formats and guidelines to provide consistency and to avoid leaks of information.

After employees are established within the organization, there is still a need to maintain certifications and as mentioned before because of constant change employees need to adapt, be flexible, and focus on success of the organization (Source). While it depends on the organization itself, there are funds that are budgeted per department for employees to gain certifications and attend seminars to further their knowledge and professional skills.

Funds for additional training and certification reimbursement are distributed to

departments separately. These funds can be used for additional training seminars and certificates. Examples of seminars range from public speaking to time management to continuing education programs. This added knowledge will give them the tools they need to be successful and to grow with the organization.

From a Human Resource viewpoint, they work with department managers to continue to improve the organization as a whole. Some organization have required online education that is mandated for all employees. These programs are established to update certifications, enforce new conduct policies, and to deal with situations that may arise based on current situations, i.e. How to deal with an active shooter (Source). Other organizations offer manager orientation for those that one day want to be a leader or department manager. Programs like this not only advance the knowledge of employees but can advance the production of the organization as a whole and often times help with employee retention.

Knowledge Check #2

What is the key difference between High-Leverage training and Continuous Learning?