Human Resource Management Training Proposal
The paper provides an overall human resource management training proposal. It creates an overview of the steps needed while recruiting new employees for the healthcare organization, such as CV overview, phone invitation, testing, interview, and results comparison. Moreover, the proposal develops a comprehensive strategy for training new employees and brings their role within the organization into special focus. The paper proposes training strategies for employees, which aim is to motivate new workers to learn key aspects of the job. More specifically, the research provides the plan that will enable new employees to achieve skills needed for the successful implementation of tasks in future. Moreover, the paper adds visual materials which would be necessary for the employees while achieving new skills through the training process and implementing them in their future work. The study proposes the strategy for the HR manager of training employees within the healthcare organization.
Keywords: HR, human resources, training program
Human Resource Management Training Proposal
In modern conditions, most of the stable companies structure their business processes included in the field of HR management by this scheme because it is much easier to work with. Staff selection is the key area of activity of human resources department because the formation of the team starts with the search and selection of the right set of people. The main purpose of professional recruitment is hiring the “right” employees who can and want to achieve high personal results, thereby ensuring stable growth of the company. Today, worldwide staff development is seen as an urgent need and as a factor of the overall organization’s success. The paper proposes the strategy for the HR manager of training employees in the healthcare organization.
Process and Steps Involved in Human Resource Planning
Recruiting process starts with filling in the customer application form for the selection of the candidate. This stage of planning defines the basic requirements for the candidate and his/her skills. When the portrait of the future employee is collected, the process of selecting suitable candidates begins.
The first step is an overview of the candidates’ CVs. HR should read each application, which should be done to determine whether the candidate possesses the skills, education, experience, or other qualifications required for the job (Simons, 2010). Thus, it is possible to separate the candidates that will be interviewed and archived for a certain period. The second step should be a phone invitation of candidate for testing in the office. Typically, it is conducted on the phone with only one purpose – to pre-acquaint with the candidate in order to compare his education with professional experience and communication skills (Simons, 2010). The level of professionalism held during conversation causes the success of working with the applicant in the future.
Upon successful completion of the previous stages, the applicant is offered to pass intellectual, psychological, vocational, and psychophysiological testing (Simons, 2010). In each case, a special program with specific set of tests that meet the needs of the open position in the healthcare center. It may be conducted in different ways: during one or several days, individually or in groups. It is significant to make the test so the HR manager could measure the quality of the employee and his/her knowledge required for a particular job. The next step is an interview with the candidate. Hiring conversation is carried to assess the basic qualities of the applicant necessary for the successful work in new position and to make a positive decision over the candidate’s employment. During the conversation, the interviewer and the candidate share information in the form of questions and answers. They can be set strictly by standard list prepared in advance or in free form. It is desirable that during the whole conversation, the candidate speaks and the interviewer listens (Simons, 2010). The interview ends with a summary and explanation of the further course of employment. The final step of the recruitment process ends with the comparison of results. In accordance with the results of the tests and personal interview, the HR manager has an ability to take the decision whether to admit the person to work. Naturally, these are the knowledge, professional skills, emotional condition, and ability to work in the group that should be considered in conducting the recruitment process.
A healthcare organization should pay much attention to the issues of employees’ development and training. According to the Swedish scientists Nordstrom and Riderstale, in the world where the search for competitive advantage is shifted to the sphere of nonmaterial and where everything is decided by knowledge, education should be continuous (Bohlander & Snell, 2010). According to the authors, education is a weapon in the competitive struggle for both individuals and companies (Bohlander & Snell, 2010). Thus, in the struggle for competitive advantage in a globalized economy, corporate training has become an important means of achieving the organization’s strategic goals even in healthcare organization.
Corporate training is organized in the interests of the healthcare organization and its employees in the form of interaction between trainers and employees (Bohlander & Snell, 2010). It should be carried out both within the organization and outside it, having an aim at teaching problem solving and providing professional development. The purpose of corporate training is to ensure the professionalism of the workers considered as the integral quality of the subject, the main characteristics of which is professional orientation, professional competence, and professional qualities of an individual employee.
For the company, it is proposed to use a strategy called “learning by doing,” which is a technology used to bridge the gap between theory proposed actions (knowledge) and practice (work) (Simons, 2010). The significance of “learning by doing” by the project management is that each participant of the program is working on his/her own project while planning the necessary actions and implementing them (Simons, 2010). The core of the process will be based on such scientific and methodological approach as the competence that allows considering competency paradigm of the main objectives and results of both learning process and formation of educational space of a learning organization. It also reveals the basics of professionalism of an employee in the healthcare organization and allows taking into account the psychological characteristics of adults in the learning process. The corporate training is not only expanding the boundaries of professional competence of employees and provides the development of professionally important qualities; it also promotes the identification of workers by their profession and the organization as a whole. Harmonization of institutional and personal values makes the human behavior more consistent and deliberate and creates organizational and pedagogical conditions for the development of their new activities, new technologies, and innovative forms of a willingness to change.
Training strategies include those that are best suited for the development of competencies, helping different specialists to better fulfill their tasks or functions. They not only take place in the working environment but also use the actual duties of the employees for its improvement. The simplest form of training strategy at the workplace is working under the guidance of an experienced employee, which allows watching and copying his/her methods of work. The purpose of it is to enable the employee to watch an experienced specialist performing certain duties or behaving in a particular situation. This technology is simple and requires almost no costs. Moreover, in the sphere of health care, such a strategy would allow the employees to learn key aspects of their new jobs. Another option of the same technology is the process of observation of an inexperienced employee by an assistant, when a new worker has to operate under the guidance of an experienced specialist. Next, one more training strategy characterizes entrusting the duties of others when they are absent to an employee who is more experienced. This method allows a new person in the company to transfer his/her knowledge to practice and fill the gaps in the sphere of professional skills if there are any. This method is best used in conjunction with other more challenging technologies such as psychometry. Typically, using techniques of psychometric studies (tests, projective techniques, and feedback) is determined by the type of personality or estimated human abilities. However, this happens in the process of placing an emphasis on the training and development tests or candidate’s profile. Coach or consultant uses the profile for the discussion to help him/her to realize some of the qualities or issues, which are aimed to encourage an employee in analyzing the knowledge and evaluating the desire to learn. Using these different technologies in cooperation with each other, the HR manager would help an employee to learn the key aspects of a new job and to find out the way of using the background knowledge.
Key Issues to Encounter in the Health Care Field
The human resource management employees would face the issue of the change of management. The new employees would have to deal with the changes in their environment and new team they should be working with (Jehanzeb & Bahir, 2013). Since some people are resistant to such changes, the HR manager should be ready to pay more attention to new workers and provide them with support. Another issue for employers is specific financial situation of the healthcare organization. As the funds of the organization are usually strictly limited, the compensations and other payments for its workers are also limited. HR manager should be ready to react in cases when an employee does not receive the compensation and to fulfill the implementation of the payments if needed.
When planning a training specialist in charge of this process, it is necessary to predict in advance what kind of results you need to achieve at the end of training. Total employment has to be material, and it should be measured. The analysis of groups of employees sent to training is necessary to be carried out while planning the training processes (Jehanzeb & Bahir, 2013). This will allow formulating learning outcomes to determine the orientation of training, which, in turn, provides objective data to determine the forms, methods, and means of training. It should be remembered that the study of the individual is replaced by an integrated approach to learning (Jehanzeb & Bahir, 2013). Often, the real training and, consequently, improved efficiency and productivity of the trained employees are required to integrate knowledge in related fields. In addition, there is the role of the person who will be responsible for this training in the first place. Thus, it guarantees the achievement of the planned results. The evaluation criteria, resources, and strategies are presented in Table 1 and Table 2.
|Category of Employees||Issue||Resources||Instructional Strategy||Evaluation Criteria of Performance|
|Top managers||Budgeting||Books and professional magazines||Participation in the seminar/ training||The report of the meeting with further discussion of what they had learned in training|
|Heads of departments||The formation of the client base||Professional articles||Participation in the seminar/ training||The report of the unit with further discussion of what was learned in training|
|Assistants||Logistics||Videos and professional magazines||Participation in the seminar/ training||The report of the listeners with an estimate of what they have learned.|
|Category of Employees||Issue||Resources||Instructional Strategy||Evaluation Criteria of Performance|
|Top managers||Business Etiquette||Videos and professional literature||Corporate training with the elements of diagnosis and counseling (coaching)||Test “The basic rules of business etiquette” for the development of a basic standard of etiquette|
|Heads of departments||The interaction with the staff||Video materials and literature||Corporate training||The test about the audience with an estimate of what they have learned. The report from the coach about the level of interaction with the team leaders, the recommendations.|
|Assistants||The ability to manage stress||Professional magazines||Corporate training with coaching elements||Test “The basic rules of combat stress.” The report from the coach about the level of stress management, possible recommendations.|
In order the proposed method finally turned into the company’s development tool for the work done, HR manager needs to add as balanced and coherent as possible holding of a training event and to carry out paying tuition fees as well. Then, the company’s management will get a real picture of how the staff is developing.
For the successful implementation of knowledge and understanding of training, the HR manager should provide the employees with visual materials. The selection process consists essentially of several steps, each of them occurring while screening candidate. It is shown in Diagram 1. These steps should be illustrated for the employees.
It is also suggested for HR manager to use the PowerPoint presentation, which could explain the major aspects of training.
For succesful implementation of training, the employee should learn the stages of the training process.
Corporate training provides small businesses with not only an increase in the level of professional and social competence of the employees, but it also forms a collective knowledge being a significant intellectual resource that can ensure the company’s successful strategic development. The integration of learning processes and advisory services within the framework of a unified model provides positive effects of the successful sustainable professionalization of staff. The most important aspect of the above mentioned ones is the effect of continuous production, technological and socio-psychological support of professional activity of any specialist. The positive effects also include the effect of the professional development of self-governance based on personal experiences while solving problems within organization.