Employee Relations

Employee Relations

Introduction

Training is a process where capabilities are acquired by people in aiding the accomplishment to meet organizational goals. An investment in training the organizational personnel can benefit the whole business or organization. These benefits can be both short and long term. When discussing the concept of employee development has a much broader scope. It has focuses on individual training needs to gain new competence which would be helpful and practical for current jobs as well as future opportunities. According to the ASTD (The American Society of Training and Development), the employers based on United States are spend over $60 billion per year. This can be broken down for the average investment per employee. The average investment per employee is $650 for average firm, $ 1,966 for leading edge firms and $ 345 for healthcare industry.

In our paper, we will be focusing on the importance of integrating training and performance, and the challenges that the organization faces in regard to the management of the employees' performance.

Discussion

Developing a strategy for integrating training and job performance

There are many trainings related to the healthcare institutes. These include, Conducting performance appraisals, New employee orientation Personal computer courses, Customer service, Team building, Leadership skills, Selection interviewing, Sexual harassment prevention, Patient safety, Diversity awareness and Operating new equipment. In order to carry out the process of integration of learning, job performance and training there are certain steps that need too be followed. Initially, the trainee must observe the trainer when he/she is performing their job in accordance with the proper manner. Next, the trainee must attempt to reproduce the actions that he/she closely observed the trainer had performed. Finally, the trainer presents the feedback to the effectiveness of trainee's actions.

It must also be noted that training experiences which are authentic may increase the effectiveness of training and eventually increase the job performance. Hence, the use of reality based organizational difficulties and problems must be presented. In addition to that, an example from everyday operations may be used as objectives to learn from.

Significant performance management challenges the organization faced

There are many challenges that the healthcare management has to face. The environment in which the health care industry works presently is both unpredictable and complex. Hence, the present times present a greater challenge for the 21st century. Hence wonderful things are done by them and a greater challenge is needed to overcome, (Maier, 2001). The management must consider how to adapt tot the fast and rapidly changing environments and environment which is unpredictable. In addition to that the challenge is also to overcome the roadblocks in innovation which may be present in the healthcare industry. It must also be noted that how competitive advantage be built to present valued services for the patients.

Performance management initiatives for improving employee performance and retention

The employee retention strategies as proposed by (Izzo, 2002). He mentions that workers here search for jobs where they are treated as partners. In the past few decades, this shift in expectation is seen by ...