Developing and Learning at Emerald

This assignment focuses on the development of learning and skills for nurses at Emerald Aged Care. It includes a proposed strategy, key interventions, and evaluation.

Running head: DEVELOPING AND LEARNING AT EMERALD
DEVELOPING AND LEARNING AT EMERALD
Name of the student:
Name of the university:
Author Note:

1DEVELOPING AND LEARNING AT EMERALD
Executive Summary
The main purpose of this assignment is to deal with enhanced learning as well as the
development of the nurses for the effective providing of services within the environment of
the Emerald Aged Care. The report focuses on the development of the learning as well as
development in regards to the employed nurses at the stated organization for the enhancement
of the nurses at the Emerald Aged Care. Moreover, the report will also deal with the proposal
or the key strategies that will be needed by the learning and development team for the
enhancement of the nurses for providing effective services to the community of the persons
present within the Emerald Aged Care group.

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Table of Contents
1.0 Introduction..........................................................................................................................3
1.1 Aim of the project............................................................................................................3
1.2 Objectives of the proposal................................................................................................3
1.3 Analysis conducted for needs...........................................................................................4
2.0 Workgroup Profile...............................................................................................................4
3.0 Probable Gaps incompetency...............................................................................................5
4.0 Needed Competencies/ Skills...............................................................................................6
4.1 Description and analysis of needed knowledge, skills and competencies of nurses........6
4.2 Analysis and appropriateness of current L&D policy/approach......................................6
5.0 Proposed Strategy for the Learning and Development........................................................7
6.0 Key Learning and Development Interventions....................................................................7
7.0 Learning and development proposal Evaluation..................................................................8
8.0 Conclusion............................................................................................................................9
9.0 Appendix............................................................................................................................10
10.0 References........................................................................................................................11

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1.0 Introduction
The primary aspect of this report is to deal with the overall constraints regarding the
Emerald Aged Care that has been serving the community of the northern suburb people. This
report will primarily focus on the support that is to be provided to the people residing within
the bound of the Emerald Aged Care with effective nurses that can meet up the expectations
of the people at the same place. This report will provide a clear overview of the overall
learning and development that will be necessary for the development of the nurses for better
providence of services to the residents of the Emerald Aged Care. This sets to enhance the
level of services towards the persons present within the environment of the Aged Care at
Emerald.
1.1 Aim of the project
The primary aims that are depicted in regards to the learning, as well as development
for nurses for the better services to the community of the Aged Care, are stated as follows:
 Provide the nurses with professional training so that it can emphasize their services.
 Provide nurses with the overall constraints of the leadership so that the services can be
enhanced.
1.2 Objectives of the proposal
The objectives that are primarily identified with respect to the above case study of
Emerald Aged Care is stated as follows:
 To provide adequate services to the community of aged care.
 To provide nursing facilities to the people present within the Emerald Aged Care.
 To provide nurses with proper training as well as development skills so that they also
can pursue the development in regards to their career.

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1.3 Analysis conducted for needs
From the overall stated case study in regards to the Emerald Aged Care, the
observations that are done with respect to the nursing care that is to be provided to the
community is to be enhanced. Moreover, the emphasis is being put in the environment of the
learning as well as the development of the nurses (Redmond et al., 2016). This training, as
well as the development of the nurses, will be provided with the help of the training modules
as well as career development exercises that will not only help the community but also will
provide a statutory growth in the career if the nurses associated with the Emerald Aged Care.
2.0 Workgroup Profile
The group that will be in charge of providing the training modules as well as involved
in the professional development of the nurses that are associated with the Emerald Aged
Care. This group will constitute of the knowledgeable as well as skilful trainers in the same
field that will help the nurses to gain the overall knowledge in respect to the area of their
career (Cordingley, 2015). Moreover, there will effective training programs that will tend to
increase global knowledge as well as enhance the skills of the nurses to provide effective
services to the communities of the Emerald Aged Care. These trainers can be the seniors
present within the same field that are quite knowledgeable practically and thus can share the
same knowledge, which will enhance the skills as well as knowledge of the nurses to provide
better services. This skills, as well as expertise, can further help the nurses to be effective in
their career growth. The composition of this group of trainers will be done on the basis of the
skills or training that is needed to cope with the constraints of the Emerald Aged Care.
Moreover, these training sessions will comprise of many training modules, which will be
provided by the experienced trainers within the field of the nursing and care thus enhancing
the skills of the nurses (Lavoie, Pepin & Cossette, 2015). The core responsibilities of this
training team will emphasize on the fact that the nurses are well skilled to serve the

5DEVELOPING AND LEARNING AT EMERALD
community of the Emerald Aged Care. In addition to this, they can put potential growth in
their professional career and responsibilities, which will further enhance the satisfaction of
the consumers that will be provided with the nursing facilities. The involvement of the L& D
resources that are present within the organization already must effectively develop the overall
agenda regarding the training sessions that will be provided to the nurses for the effective
services regarding the community of the Emerald Aged Care.
3.0 Probable Gaps incompetency
This section provides a clear overview of the issues that these training sessions or the
trainers will face while providing training as well as skills to the nurses present within the
environment of the Emerald Aged Care. These gaps are significantly identified by the L & D
department that is already present within the organization. These are briefly stated below:
 As the nurses are already employees in the part-time services, this will hinder the time
of the training modules. This is because the whole number of nurses present cannot be
provided with the training at an instance (Kyndt, Vermeire & Cabus, 2016). This will
consume time as well as increase the budget of the overall training modules.
 In addition to this, the budget is also identified as a gap that has to be minimized for
the enhanced execution of the overall training session throughout the12 months. The
budget that will be used the first time for the implementation of these training
modules might face some issue in regards to the process while it is already under
execution (Pool, 2015). This will hinder the training session, thus consuming more
time.
 The lack in the skills, as well as knowledge, are also stated to be a significant within
the environment of the Emerald Aged Care which further states the need of the

6DEVELOPING AND LEARNING AT EMERALD
training sessions and also depicts the need of the skills that will be provided through
this training modules.
 The time for carrying out the overall training session is also depicted as one of the
major constraints at this time may be short for the overall execution of the training
modules productively (Ortiz, 2016).
 Another significant competency that may be depicted is the development trajectory
for the career and its flexibility. This needs to be fulfilled in regards to the training
sessions, which will be carried out in the environment of the Emerald Aged Care.
4.0 Needed Competencies/ Skills
4.1 Description and analysis of needed knowledge, skills and competencies of
nurses
The primary knowledge of the nursing services is to be adhered by the nurses in terms
of theoretical as well as professional. The nurses should possess the needed knowledge that is
to be adhered by them in regards to gain the potential skills that will be effective while
serving the community of the Emerald Aged Care. These potential skills, as well as
knowledge, must be considered within the training modules that will enhance the nurses to
provide effective services. Moreover, the theoretical skills, as well as the practical
implication of those skills, are to be compiled with the training modules so that the nurses
avail the overall competencies within the Emerald Aged Care.
4.2 Analysis and appropriateness of current L&D policy/approach
The analysis of the current training modules that are to be adhered by the L & D team
of the organization is to recruit professional trainers who can enhance the individual nurses in
regards their skills for providing effective services to the community of the Emerald Aged
Care. The skills which are included within the training module must be effective in regards to

7DEVELOPING AND LEARNING AT EMERALD
the nurses of the Emerald Aged Care Group. The project management team should be
involved with the knowledge as well as skills that are to be adhered within the training
modules to develop appropriate learning and development policy that can effectively provide
a great approach in regards to the nurses of the group. This, in turn, may further help the
community to gain the potential services from the nurses. Thus this analysis depicts that the
nurses will gain significant skills through these training modules for the enhancement of the
community within the stated group.
5.0 Proposed Strategy for the Learning and Development
The strategy that is focused in regards to the learning as well as the development of
the nurses adheres as the potential knowledge within the training modules. Additionally
enhanced as well as effective trainers are also to be appointed by the project management
team in accordance to provide potential and significant knowledge about the services that are
to be provided by the nurses. The L & D team within the organization are responsible for
structuring the modules which are to be considered by the trainers for adhering the nurses to
provide effective services to the community of the Emerald Aged Care. Moreover, the
organization looks forward to training their nurses with effective knowledge as well as
professional skills with the help of the trainers that are already pursuing this kind of industry.
The team will also adhere the mentoring part of the nurses which is depicted to be an open
forum for the nurses to put up their doubts as well as the trainers will provide them with live
situations to handle. The main purpose of this mentoring is to check whether the nurses are
effectively ready for handling the situations within the community of the Emerald Aged Care.
6.0 Key Learning and Development Interventions
The considerations that are significantly analyzed regarding the training of the nurses
is that the adherence of the proper training modules that will be considered for the training of

8DEVELOPING AND LEARNING AT EMERALD
the nurses. The key intervention that will be considered while structuring the overall training
is said to be the 70/20/10 model regarding the learning and development of the nurses. This
model depicts the optimal resources of learning is handled by successful managers. This
model states that an individual who wants to adhere skills, the individual obtains 70 per cent
of the knowledge from the practical job-related experience, 20 per cent from the interaction
with the other individuals present within the field and the last 10 per cent from the
educational events. This model is considered to be the greatest within the organizations that
are seeking for the maximization of the effectiveness regarding the learning as well as
development programs via the usage of the activities as well as inputs (Weglicki, Reynolds &
Rivers, 2015). Moreover, this model is significantly useful in regards to the nurses of the
Emerald Aged Care. Adhering this model by the project managers may help the nurses to be
much more effective in their particular field. In addition to this, the time for the overall
enhancement procedure for these training modules has been considered as a 12-month
schedule, which is stated for the better considerations as well as enhancement of the nurses in
a smooth and flexible manner.
The depicted considerations are also to be implemented with respect to the factors
such as budget, the knowledge as well as the skills of the trainers associated with the project,
the resources that will be needed by the trainers to provide training to the nurses for the
enhanced services required by the Emerald Aged Care communities. The significant factors
that are to be considered are said to be the cost of the overall infrastructure of the training
sessions (Yarbrough et al., 2017). This is very important, as, without the proper budget
analysis of the global support, there might be disruption while the project is under execution.
Moreover, this disruption may hamper the overall time that will be required to complete or
execute the extended plan, which is set to continue for approximately 12 months.

9DEVELOPING AND LEARNING AT EMERALD
7.0 Learning and development proposal Evaluation
The proposal, as stated in the above segments of the assignment is significant in
regards to the effective knowledge that is to be provided to the nurses. Moreover, the
adherence of the 70/20/10 model will also be effective in terms of the significant knowledge
as well as skills regarding the nurses for the effective services towards the community of the
Emerald Aged Care. The L & D team will also provide effective training modules to the
nurses so that they can effectively provide services to the community of the Emerald Aged
Care.
The challenges that could be faced by the team can be identified as the financial
factors as these are the most important factor that is required for carrying out the project
effectively. Apart from the financial factors, there is also a significant factor that is the active
participation of the nurses into these training modules (Sabancıogullari & Dogan, 2015). The
participation is very necessary so that the overall knowledge and skills can enhance the
services that are to be provided to the people present within the community of the Emerald
Aged Care.
8.0 Conclusion
Thus, the overall proposal is to provide the necessary training modules that are to be
carried out in accordance with the significant considerations that are depicted above.
Moreover, these considerations will be very effective if they are carried out in an enhanced
manner, thus adhering the training sessions as well as the knowledge and the skills of the
trainers. With the effective implementation of the training modules, it can be said that the
nurses will be provided with the enhanced training, thus providing effective services to the
community of the Emerald Aged Care. Moreover, the appendix of the assignment contains an
action plan that primarily depicts the structuring of the training model taking into

10DEVELOPING AND LEARNING AT EMERALD
consideration the modules, the effective trainers, the model that will be followed to carry out
the overall training procedure. This action plan will be effective in terms of the overall
structuring of the training section of the nurses within the Emerald Aged Care Group.

11DEVELOPING AND LEARNING AT EMERALD
9.0 Appendix
Learning and Development Plan Implementation Date: Please Fill
Target Group: Team Leader (Customer Resolution Department)
Learning
Objectives
L&D
Interventions/
Learning
strategy
Needed
Competencies
Location/
Provider
Resources Commen
cement
Date
Evidence of
Achievement
Sign off
Date/Progress
Skill
enhancement
Skills and
training
Effective
trainers
L & D
Team
Trainers Through
out the
project
Skill
Enhancement
of nurses
Effective
services
Training
modules and
syllabus
Enhanced
modules to
adhere in the
syllabus
Trainers Trainers Through
out the
project
Theoretical
enhancement
of nurses
Professional
development
of nurses
Professional
course
contents
Professional
skills are to
adhere
Profession
al trainers
Trainers Through
out the
project
Professional
development
of the nurses
for effective
career growth

12DEVELOPING AND LEARNING AT EMERALD
10.0 References
Cordingley, P. (2015). The contribution of research to teachers’ professional learning and
development. Oxford Review of Education, 41(2), 234-252.
Kyndt, E., Vermeire, E., & Cabus, S. (2016). Informal workplace learning among nurses:
Organizational learning conditions and personal characteristics that predict learning
outcomes. Journal of Workplace Learning, 28(7), 435-450.
Lavoie, P., Pepin, J., & Cossette, S. (2015). Development of a post-simulation debriefing
intervention to prepare nurses and nursing students to care for deteriorating patients.
Nurse Education in Practice, 15(3), 181-191.
Opperman, C., Liebig, D., Bowling, J., Johnson, C. S., & Harper, M. (2016). Measuring
return on investment for professional development activities: Implications for
practice. Journal for nurses in professional development, 32(4), 176-184.
Ortiz, J. (2016). New graduate nurses' experiences about lack of professional confidence.
Nurse Education in Practice, 19, 19-24.
Pool, I. A., Poell, R. F., Berings, M. G., & ten Cate, O. (2015). Strategies for continuing
professional development among younger, middle-aged, and older nurses: A
biographical approach. International journal of nursing studies, 52(5), 939-950.
Redmond, C., Davies, C., Cornally, D., Fegan, M., & O'Toole, M. (2016). Teaching and
learning in the Biosciences: the development of an educational programme to assist
student nurses in their assessment and management of patients with wounds. Journal
of clinical nursing, 25(17-18), 2706-2712.

13DEVELOPING AND LEARNING AT EMERALD
Regan, S., Laschinger, H. K., & Wong, C. A. (2016). The influence of empowerment,
authentic leadership, and professional practice environments on nurses’ perceived
interprofessional collaboration. Journal of nursing management, 24(1), E54-E61.
Sabancıogullari, S., & Dogan, S. (2015). Effects of the professional identity development
programme on the professional identity, job satisfaction and burnout levels of nurses:
A pilot study. International Journal of Nursing Practice, 21(6), 847-857.
Skela-Savič, B., & Kiger, A. (2015). Self-assessment of clinical nurse mentors as dimensions
of professional development and the capability of developing ethical values at nursing
students: A correlational research study. Nurse education today, 35(10), 1044-1051.
Weglicki, R. S., Reynolds, J., & Rivers, P. H. (2015). Continuing professional development
needs of nursing and allied health professionals with responsibility for prescribing.
Nurse Education Today, 35(1), 227-231.
Yarbrough, S., Martin, P., Alfred, D., & McNeill, C. (2017). Professional values, job
satisfaction, career development, and intent to stay. Nursing Ethics, 24(6), 675-685.