Discussion:
Many health care organizations view employee training as falling into two categories: one related to specific knowledge and skills for the individual's particular job, and the other involving skills and behaviors required of all employees in the organization.
Each group will develop a plan to train and reinforce skills and behaviors that are desired for all employees in a particular organization.
Review the Learning Resources and conduct additional research as necessary. Then, develop a learning and development plan as follows:
• Analyze the core organizational values, goals, or strategies described in the Organization and Job Description document. Select one value/goal/strategy that your group would like to focus on.
• What are the desired outcomes with regard to this value/goal/strategy? How will they be measured?
• What are the key employee traits, attitudes, skills, and/or behaviors essential for carrying out this value/goal/strategy?
• Evaluate the potential learning needs of various groups/individuals within the organization. How might they differ in terms of their experiences or dispositions toward this value/goal/strategy?
• Analyze methods of providing learning to a group (e.g., face-to-face forum, online technologies, simulations, case studies), and create a viable scenario for delivering training. What are the advantages and disadvantages of using these methods to achieve the desired outcomes?
• How will you know if this training has worked? Determine how the outcomes and Return on Investment for this learning and development initiative could be evaluated.