Learning and Development of Nurses for Emerald Aged Care

This assignment is all about the learning and development of nurses so that they
can provide effective services to Emerald Aged Care. Emerald Aged Care is serving
the community of northern suburb people. The main aim of the project is to provide
some professional training to the nurses so that they can develop leadership
qualities among themselves. Objective of the case study is to provide satisfactory
services to the people of Emerald Aged Care. There are different knowledge
modules as well as trainings for the nurses that aid the community as well as help in
career growth of the nurses. There is a group created for the nurses of Emerald
Aged Care that has good trainers of the same field that provide effective knowledge
to the nurses. There are many group training programs that help the nurses in
getting global knowledge and making the skills stronger. There are training modules
written by very experienced as well as intelligent trainers about nursing. The main
responsibility of the training group is to make the nurses prepare for providing
services in Emerald Aged Care. It mainly focuses on providing satisfaction to the
consumers (White & Shellenbarger, 2017). There are some Learning and
Development resources already engaged with Emerald Aged Care helps in
composing the overall agenda of the training sessions that has been provided to the
nurses. Probable Gaps incompetency includes all the issues related to the training
or any challenges that trainers facing while providing training. Such gaps are
identified by the L&D department of Emerald Aged Care like there are some nurses
that are on part time role, so it hinders the time of the training modules because its
not possible to train all the nurses at the same time. It results in increase in budget
as well as wastes time. This budget is for the training program that lasts till twelve
months. The budget that has been used for the very first time while implementing
training modules may create issues in the process of execution. There are also
some issues in identifying the needs or requirement of the training modules so that
proper training can happen. Training module takes a lot of time, so the time is very
short for the execution of these modules (Meissner & Radford, 2014).
There is a requirement to provide knowledge session to the nurses because it is
important to inject potential skills into them so that they can be successful in
serving the community of the Emerald Aged Care (Tzeng, 2011). These potential
skills can be developed with the help of training modules. Although theoretical
knowledge and the application of theories into practical aspects are to be attached

with the training modules so that overall competencies can be achieved to serve
the Emerald Aged Care. The L&D team of the organization is responsible in
analyzing the training modules and they recruited experienced and trained
professionals who can focus on each and every nurse and improve their skills for
providing good services to the consumers belong to Emerald Aged Care. The Project
management team is also involved in this to ensure the importance pf training
modules for developing effective skills in nurses. The result of this analysis is
discovered that these training modules are really helpful for the nurses and can
satisfy the community belong to the Emerald Aged Care (Meissner & Radford,
2014).
The proposed strategy for Learning and Development is the development of nurses
by providing them effective and efficient learning modules. Instead of that, there
are many experienced trainers that have been appointed to make the nurses
potential. L&D team structure the modules in such a way that can be considered by
the trainers and productive for nurses to provide effective knowledge as well as
professional skills to them (Erkan, Fındık & Tokuc, 2011). The team is also
responsible for the mentoring task for the nurses that means it is an open forum for
the nurses where they can freely ask their doubts as well as there are live situations
given by the trainers and nurses needs to handle the same. It is very important that
there should be an effective implementation of training modules and structure of
the overall training is said to be the 70/20/10 model. This model also shows the
optimum utilization of the resources. As per this model, there is 70 percent
knowledge that can be gained from practical job experienced, 20 percent from the
interaction will the other individuals present and 10 percent from the educational
event (Lorber, Treven & Mumel, 2015). This method is known to be the greatest in
the organization that provide maximum benefit from learning and development by
utilizing the activities. This model has been used by the nurses of Emerald Aged
Care and proved to be very beneficial. These training modules are divided into
separate training sessions that provided to the nurses as per the requirement
(Barnes, Hancock & Dainton, 2013). Design of the training sessions are defined as
per the capabilities and pre- skills of the nurses of the Emerald Aged Care. Some
important factor that needs to be considered is the overall infrastructure of training
sessions. There is a need of proper budget to implement training sessions and