Training and Development in Health Centres

This assignment delves into the crucial role of training and development within health centres. It emphasizes the importance of departmental orientation for new employees, highlighting its benefits in fostering communication, understanding department functions, and enhancing patient care. The assignment also stresses the impact of training on reducing clinical incidents through improved knowledge and awareness.

CASE STUDY

Table of Contents
INTRDUCTION..............................................................................................................................3
TASK ..............................................................................................................................................3
A Five HR training and development responsibilities................................................................3
B Training and development responsibilities that HR share with AMHC..................................4
C Five factors that organisational orientation would resolve......................................................5
D Five factors of departmental orientation.................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
The training and development are part of human resource management. Training helps in
increasing skills of the employees and development assist in overall grooming. The Associated
Memorial Health Centres (AMHC) is a family practice clinic. This health centre is facing HR
related issues. To solve such issues, the human resource manager of cited health centre have to
conduct an audit (Pollock, Wick and Jefferson, 2015). Present health care facing some of the
major threats which are related with staff complaints, clinical incidents, relation issues etc. The
Centre provide grooming and improvement to solve issues.
TASK
A Five HR training and development responsibilities
A HR manager of any organisation perform several number of duties which are
completely related with training and growth concern. By providing training and development, the
skills and abilities of an employee will increase. As per given scenario, human resource manager
has found out the problems which have been categorised into four parts such as retention issue,
staff complaints, patient concern and clinical incidents. There are five Human resource training
and development responsibilities. There are:
Provide training related to issues- The Human resource manager provides the training
related to issues like staff complaints, clinical incidents, patient concerns and the retention issues.
The HR provides the preparation and development regarding to these issues. So, the employees
of health centres can be easily work. The staff have complaint that proper training has not been

provided by the organisation. So it is responsibility of HR of Associated Memorial Health
Centres to conduct proper training session as per needs of staff.
Job satisfaction- For the employees, the job satisfaction is very necessary. For retaining
the employees, it is essential to satisfy the needs of staff because current rate of RN is 26% and
the percentage for this vacancy is 20.
Provide training through AV aids- From the audio visual aids, HR manager provides
the training to staff. In the audio visual includes, white board or black board, presentation, cacits
etc. A proper training should be provided as there are many tools which can be used by the
manager. Through this communication skills of staff will get improved and this lead in make
more efforts to attain best possible outcome.
Select methods of training- It is the responsibility of Human Resource manager to
select how to provide training to employees (Obisi, 2011). The manager selects the education
methods and such methods are: on the job methods and off the job methods. In on the job, the
training is provided inside the boundaries of the health care centres. And in off the job training, it
is given outside the territory of health centres. The manager of AMHC has to adopt proper
selection method in which they can select the potential candidate for that position.
Communication and interpersonal training- The management provides
communication and interpersonal training to employees . With the help of this information
exchange process get improved between in managers and employees. From given scenario, many
of the staff complaint that there is communication gap between employees and supervisors.
B Training and development responsibilities that HR share with AMHC
The HR manager of the Associated Memorial Health Centres have to share the
responsibilities related to training and development with the AMHC's management. If HR

manager shared the training and development responsibilities with the management of AMHC
then, the management will be aware about benefits of the training and development (Niazi,
2011). There are five training responsibilities that HR manager should share. These are:
Retention issues- This means with help of training employees ability of work get
improved. And if the employees are satisfied from training then it helps in retain them in the
health care centres. For retaining workers in an organisation again a positive environment should
have to maintain.
Staff complaints- If health centres provides the good training, then in this case the
communication of the employees will get improved and they perform well. This assist in reduce
complaints by staff against each other.
Patient concerns- After training, the skills of the employee will be improved and the
staff communicated well with the patients. They will provide the better and satisfactory services
to patients. So the patient will be satisfied from health centre services.
Clinical incidents- The HR manager of company provides training and development to
their employees related to safety and health. . So from this the clinical incidents will be reduced.
In AMHC, the reports of patients should be kept in confidential manner. So that it will easy for
health centre to get to know about their problems in proper manner.
Work performance- Training and development improve performance of workers so that
they can produce effective outcome. The reports which have been prepared in the form of X-ray
which has to be kept in proper manner by the staff. It is the responsibility of staff, there should
be proper and correct information on X- ray report. So, it is easy to identify the problems of
patient.

C Five factors that organisational orientation would resolve
In the company, the orientation is very important. In orientation, new employees become
aware about an organisation and hesitation of new employees will be reduced (McGrath, 2012).
The five factors are:
Employee better know company- From orientation, the newly appointed employees are
easily know about company and the company structure. The manger has to convey all rules and
policies of organisation from which they can work according to that nature.
Know about the policies- By providing orientation, the employees are know about the
policies of a company. At the time of giving training to new employees, the policies of
organisation should be properly conveyed to them. So that they will came to know how to work
in AMHC.
About work company shareholders, and mangers- From orientation programme, the
new employees are aware about the managers, shareholders and about the stakeholders of the
company.
Working environment- For employees, the working environment of company is very
important, from this programme, the employees should be aware about the environment of
company. They can easily analyse the environment.
About the company- In the orientation, newly appointed employees will know about
heath centre and also about the departments of this heath centres.
From all these points, if the newly appointed employees have some information, then it
helps in reduction of all issues like retention issues, staff complaints, clinical incidents and the
patient concerns.

D Five factors of departmental orientation
From orientation of department, new employees will be awake about department and the
employees of the department easily (Huber, 2011). The manager of Associated Memorial Health
centres have to coordinate with each other. They have also determine those factors which are
affecting to their business objectives. These factors should be analysed on regular basis so that
appropriate strategies and tools can be used by the cited organisation in order to achieve their
business objectives. So, new members can easily coordinate with each other. There are five
factors of departmental orientation:
Know about departments- From the departmental orientation, new appointed employees
know about departments of health centres and also know the functions of the departments. The
staff should know that which department is there.
About the employees- Through the departmental orientation programme, new employees
will know about the existing employees. This will help in resolving the poor communication
problem with supervisor.
Patient concerns- If newly employees will know about the work of health centres and
also know the services provided to patient (Grossman and Salas, 2011). So, it helps in providing
services to patients.
Clinical incidents- If newly appointed employees will known about company then in
this case, the employees will better know about company. So, there will be less reduction in
clinical incidents. All reports of patients whether it is related with operations, x-rays, clinical
report should be kept at one place.

REFERENCES
Books & Journals
Costen, W.M. and Salazar, J., 2011. The impact of training and development on employee job
satisfaction, loyalty, and intent to stay in the lodging industry. Journal of Human
Resources in Hospitality & Tourism. 10(3). pp.273-284.
Dirani, K.M., 2012. Professional training as a strategy for staff development: A study in training
transfer in the Lebanese context. European Journal of Training and Development.
36(2/3). pp.158-178.
Ehrhardt, K., and et.al., 2011. An examination of the relationship between training
comprehensiveness and organizational commitment: Further exploration of training
perceptions and employee attitudes. Human Resource Development Quarterly. 22(4).
pp.459-489.
Grohmann, A. and Kauffeld, S., 2013. Evaluating training programs: Development and
correlates of the questionnaire for professional training evaluation. International Journal
of Training and Development. 17(2). pp.135-155.
Grossman, R. and Salas, E., 2011. The transfer of training: what really matters. International
Journal of Training and Development. 15(2). pp.103-120.
Huber, S.G., 2011. The impact of professional development: a theoretical model for empirical
research, evaluation, planning and conducting training and development programmes.
Professional Development in Education. 37(5). pp.837-853.
ONLINE
720Training and Development Responsibilities and Functions,2017. [Online]. Available through:
<https://about.usps.com/manuals/elm/html/elmc7_008.htm>. [Accessed on 25th
may,2017].