MHA-FP5022 Human Capital Management Health Care- Training and development plan

Prepare a 5–7 page training and development plan for a challenge that would be appropriate to present for executive approval.
Your ability to create a well-formed training plan that addresses both employee and organizational needs and concerns ensures that the workforce is current, relevant, and responsive to environmental market forces and community needs.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
o Competency 1: Develop a comprehensive human capital strategy to support an employee-centered health care organization.
• Create a training plan designed to improve participant performance in a defined discipline.
• Develop a budget and schedule for a training plan that contains sufficient detail for key stakeholders to identify critical milestones or costs.
• Develop a content and delivery mechanism appropriate for a corporate training plan.
• Competency 4: Apply professional and personal skills to influence organizational action and build relationships with key stakeholders.
• Explain how a training plan addresses stakeholder needs.
• Competency 5: Communicate in a manner that is scholarly, professional, and consistent with expectations for professionals in health care administration.
• Create a document that is clearly written and generally free of grammatical errors.

As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.
• How do you plan to capture your initial ideas for content and delivery mechanisms?
• What type of content should be included?
• What are examples of different types of delivery mechanisms your learner population is likely to use?
• What is an example from your own learning experience that could serve as a benchmark for this training plan?
• What alternatives to death by PowerPoint are available to you?
• What are typical problem areas faced by someone new to the information?
Resources
Suggested Resources
The resources provided here are optional and support the assessment. They provide helpful information about the topics. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The MHA Program Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the navigation menu in your courseroom, provide additional resources to help support you.
Performance Appraisals
Review the following:
• Farndale, E., & Kelliher, C. (2013). Implementing performance appraisal: Exploring the employee experience. Human Resource Management, 52(6), 879–897.
• Kruse, K. (2012). Continuous coaching outperforms annual reviews. Health Care Registration: The Newsletter for Health Care Registration Professionals, 22(1), 3–5.
• O'Boyle, I. (2013). Traditional performance appraisal versus 360-degree feedback. Training & Management Development Methods, 27(1), 201–207, 705.
Employee Training
Review the following:
• Fallon, L. F., Jr., & McConnell, C. R. (2014). Human resource management in health care: Principles and practices (2nd ed.). Burlington, MA: Jones & Bartlett Learning.
• Chapter 7, "Employee Training," pages 129–142.
This article examines the teaching-learning experiences of registered nurses who work exclusively at night:
• Mayes, P., & Schott-Baer, D. (2010). Professional development for night shift nurses. The Journal of Continuing Education in Nursing, 41(1), 17–24.
This article argues that training and education should be connected more closely to the actual delivery of care:
• Ricketts, T. C., & Fraher, E. P. (2013). Reconfiguring health workforce policy so that education, training, and actual delivery of care are closely connected. Health Affairs, 32(11), 1874–1880.
Designing Training Programs
Review the following:
• M Libraries. (n.d.). Designing a training program. Retrieved from http://open.lib.umn.edu/humanresourcemanagement/chapter/8-4-designing-a-training-program/
• Nathan, A. (2016). 7 key steps for better training and development programs. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/key-steps-for-better-training-development-programs.aspx
• McNamara, C. (n.d.). Complete guidelines to design your training plan. Retrieved from https://managementhelp.org/training/systematic/guidelines-to-design-training.htm
Training Delivery
This e-book explains how to set goals for first-time presenters, presents techniques for successful presentations, and provides solutions for problems that can arise for a presenter:
• McArdle, G. (1993). Delivering effective training sessions: Techniques for productivity. Mississauga, Canada: Crisp Learning.
Training Budgets
This article looks at how to develop a training budget:
• MicroTek. (2017). How to develop your complete training budget. Retrieved from https://blog.mclabs.com/how-to-develop-complete-training-budget
This site provides a training budget spreadsheet using Excel:
• My Excel Templates. (n.d.). Training budget spreadsheet. Retrieved from http://myexceltemplates.com/training-budget-spreadsheet/
This article discusses how to maximize training budgets by adding webinars as a training option:
• Sponholz, L. (2013, February). As training budgets shrink, webinar usage increases. Kentucky Banker Magazine, 20–21.
Research Resources
Review the following:
• Health Administration Masters Research Guide.
Assessment Instructions
Preparation
Choose one of the challenges below (or one of your own) as the focus of an HR training or development plan for a department in a health care organization.
Possible challenges:
• Teamwork is lacking in some functional units. Many employees are operating as individuals in areas where teamwork is essential. Poor or inadequate goals and objective-setting seem to be a key issue.
• There is a lack of preparation and orientation for newly hired employees. Many are not prepared for their job within the organization because of inadequate job-related training on company policies or procedures.
• Employees appear to be wasting time and working inefficiently. Time management seems to be a problem for many.
• Burnout is a very significant issue in the organization, especially among nursing staff. Supervisors are struggling to deal with the issue.
• Or choose and define a comparable challenge of your own.
Use the Capella library and professional or academic resources on the Internet to research training and development strategies for addressing HR needs.
Deliverable
Prepare a training and development plan for your chosen challenge that would be appropriate to present for executive approval. Include the following:
• A description of how the proposed training addresses the identified challenge within an organization of your choice.
• A list of employee types who should be included in the training and why.
• A detailed description of the training topics and vector (seminar, online, conference, workshop, brown bag, et cetera). The budget and schedule should accurately reflect this choice.
• A budget (personnel, equipment, supplies, et cetera). Make sure to document any assumptions you make.
• A schedule with milestones associated with content creation and training delivery.
Additional Requirements
Your assessment should meet the following requirements:
• Written communication: Your assessment artifacts should be professionally written in a form and style appropriate for the various stakeholders. Consider the purpose of the document, its intended use, and the setting in which your plan will be presented.
• APA format: Resources and citations are formatted according to APA style and formatting standards.
• Number of resources: Include a minimum of three resources.
• Page length: 5–7 pages, not including the budget table or worksheet.
• Font and font size: Times New Roman, 12 point.