Human Resource Development Proposal

Human Resource Development Proposal
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Human Resource Development Proposal
Table of Contents
Executive Summary.......................................................................................................3
Objective and Overview.................................................................................................4
Problem Statement.........................................................................................................4
Overview of Proposed Learning and Development Strategy.........................................5
Needed competencies.....................................................................................................6
Key Learning and Development Interventions..............................................................6
Conclusion......................................................................................................................9
References........................................................................................10
Appendix: Learning plan..............................................................................................11
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Human Resource Development Proposal
Executive Summary
Effective learning and development programs are fundamental to the growth and progress of
the organization. They have several advantages including enhancing employee skills and
client satisfaction. The need for supervision would reduce considerably under this new
scheme and optimal resource utilization would be recorded. A comprehensive learning plan
is necessary to guide participants through the development program. This learning plan
would include a description of Individual intervention, analysis of the benefits and outcomes
of the learning and training initiative and design considerations for each intervention.
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Human Resource Development Proposal
Human Resource Development Proposal
Objective and Overview
It is true that society’s needs are infinite. To every single issue that is addressed, a thousand
more are left hanging. Salvage one situation, and another rears its head. However, a number
of institutions have endeavoured to make a difference; one such institution is Emerald Aged
Care – an organization that seeks to improve the living conditions of senior citizens in the
country. As a premium aged care community, the organization provides various amenities
and state-of-the-art facilities to its members such as swimming pool, gymnasium, round-the-
clock reception, emergency monitoring, salons, and hobby workshops. The organization has
started a medical centre fully equipped with relevant staff members.
The objective of the proposal is to provide a detailed learning and development (L&D) plan
for the nurses in the medical centre to aid their professional and career development. The
plan would be spread across a period of 12 months and is based on a systematic assessment
of the training needs of the participants. The needs analysis suggested that the training
program has to focus on addressing the nurses’ lack of experience in caring for the aged, need
for flexible career development opportunity, while having limited time to complete the
training offsite. The participants of the program are the part-time nurses employed by the
medical centre. They work in partially overlapping shifts, as demanded by the needs of the
medical centre.
Competency Gap/Problem Statement
Training and Development is a very efficient tool to have a strategic advantage and improve
employee performance (Shin & Konrad, 2017). In the context of Emerald, it is evident that
the nurses need to be trained on a specific set of skills required for the care of the aged. The
aged are a special category of people with special needs. Extra care and extra patience may
be required when attending to members of this age group. Nurses and other medical
professionals would require more than their knowledge of health science in the provision of
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