Monitoring Strategies, Techniques and Methods for Training and Development in London Bridge Nursing and Doctors

This presentation discusses the monitoring strategies adopted for checking performance, analyzing different techniques for development, and methods used for identifying individual training and development needs in London Bridge nursing and doctors. It covers various techniques such as incentives, on-the-job training, and performance feedback for development. It also explains the methods used for identifying individual training and development needs such as performance appraisal, attitude survey, and skills test.

TASK 3

Introduction
Monitoring strategies adopted for checking performance
analyzing different techniques for development
Methods used for identifying individual training and development needs

Monitoring strategies adopted for
checking performance
The performance of the employees working should be regularly
monitored and checked so that progress of an employee can be
assessed and also if there is a variation in a actual or standard output
then corrective measures can be taken. There are range of monitoring
strategies which can be adopted to monitor and control performance of
an employee.

Monitoring strategies

Cont..
Employer Observation: London Bridge nursing and doctors performance
can be monitored by strict observation of their supervisor, this will help
in getting a clear view of each employee's performance.
Feedback: The 360 degree appraisal should be done and survey about
the employee performance can be conducted in which other co-workers
and staff members should be asked about the performance of a
particular employee.
Regular Discussion with Employees: Close interview can be done with
the employees where they can be asked about the work, company
environment and also about related issues in order to assess the person
knowledge and through this their performance can also be viewed.
Review of the Records: Manger should review the records and data base
which is being maintained by their supervisor. Through this, a complete
information about the employee performance can be known.

Analysis of different techniques
for development
After viewing and monitoring the performance of an employee, London
Bridge manager would have come to know that where a particular
nurse or doctor stand. If the variation in actual and standard output is
high then the person should be developed wholly. Also, various
approaches should be identified which promote continuous
development for employees. Some of them are as follows:

Techniques

Techniques
Incentives: If a person is provided with monetary and non monetary
incentives which can help in motivating employee and the individual will
help the employee to enhance development in order to improve the
work performance. Incentives may be promotions, bonus, rewards,
recognition, etc.
On-the-job Training: HSC should provide on-the-job training so that
continuous training can be done and this will help in developing the
performance which will eventually increase morale of an employee.
Performance Feedback: After a specific time period, the performance of
an employee should be communicated to them in order to provide a
knowledge as where they stand. This will surely help a person in
developing themselves in order to reach the benchmark.

Methods used for identifying
individual training and development
needs
There are several methods through which the need of training and development can be
identified. This will help the manager to provide timely training and also which type of training
to be provided to them. Some of the methods are as follows:
Performance Appraisal: This is the most common technique which is used by London Bridge
to analyze training and development need among employees. Through this, manager will
come to know about the complete performance of an employee and where it lack to reach the
standard output. Accordingly, an employee should be provided with training and development
session.
Attitude Survey: A survey should be conducted about individual behaviour and attitude
towards the work, service users and with other employees. This survey should be done with
the service user and if an employee is not behaving appropriately with the patients and other
staff members than the training about the behaviour should be provided to that employee.

Continued....
Skills Test: HSC can conduct the test to assess the skills of an employee which will help the
manager to get clear picture of the performance that it is up to the standard or not of a
nurse or doctor.

Cont..
These methods are extensively used in every HSC in order to
assess training and development of an employee. Performance
appraisal gives the clear information about the performance of an
employee as it provides complete information. However, many
times supervisor does not provide proper information due to
personal rivalry. In attitude survey, service users can best provide
the responses but sometimes due to lack of interest people do not
provide clear reviews. On the other hand, during a skill test, a
manager can get the information. However, there are some skills
which is good in a person but are not mentioned in a test than it
shows the poor skills of an employee. In order to provide
continual training, combination of all the approaches should be
done.

References
Bell, G., 2012. Playing the HR field: An interview with R. Wayne Pace, founding president
of the Academy of Human Resource Development, and author of Human Resource
Development: The Field. Human Resource Management International Digest. 20(7). pp.
39–41.
Brooks, K. and Nafukho, M. F., 2006. Human resource development, social capital,
emotional intelligence: Any link to productivity?. Journal of European Industrial Training.
30(2). pp.117–128.
HR Consulting. 2015. [Online]. Available through <http://www.vyapt.com/training-
development.php>. [Accessed on 2 December 2015].

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