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Training And Development Paper

1027 words - 5 pages

Training and Development Paper
The health care field is a field that requires extensive skill and training. The education, training, competency assessments, and training evaluation process are all a major component in how far an individual will climb the corporate ladder. An individual must take the initiative to complete the necessary training and education programs that will further their skills to be successful in the health care industry.
Training and development are vital in health care. Training and education are important for an individual's personal and professional life (Santiago, 2011). Depending on the level of achievement a person seeks, he or she must pursue the education ...view middle of the document...

School helps develop interpersonal skills that help with communication (Santiago, 2011). Communication skills improve and individuals learn about teamwork and conflict resolution (Santiago, 2011). School also aids in the time management process. Individuals will learn how to manage their time well, handle deadlines, and complete assignments and duties efficiently and effectively (Santiago, 2011). Finally, education and training are vital for health care because an individual learns from the experience of others (Santiago, 2011). Learning from the experience of others comes from textbooks, class lessons, and research (Santiago, 2011). Individuals learn from the life's work of others and how to avoid making the mistakes they made when getting into the health care field.
Measuring competencies are important because they help employees build a career development plan (SuccessFactors, Inc., 2011). Measuring competency gaps is important because it helps employees see which skills are missing and is keeping them from moving up the corporate ladder (SuccessFactors, Inc., 2011). Supervisors and organizations can develop strategic plans to help employees develop the skills for the current job or potential position (SuccessFactors, Inc., 2011). There are three types of competencies which include leadership competencies, value-based competencies, and functional competencies. CEOs and top executives design the value-based competencies (SuccessFactors, Inc., 2011). These types of competencies focus on what a company wants to be (SuccessFactors, Inc., 2011). Leadership competencies assess an individual’s ability to be a leader or a manager (SuccessFactors, Inc., 2011). They focus on execution, energy, strategic decision-making, and communication (SuccessFactors, Inc., 2011). Functional competencies focus on performance management and pertain to particular job functions (SuccessFactors, Inc., 2011). Competencies help assess any gaps that may exist in the workforce so that management can develop the proper training and develop programs to cultivate talent pools for the future (SuccessFactors, Inc., 2011). Employees recognize that training and development programs increase their prospects for career growth and enhance their job security (SuccessFactors, Inc., 2011).
There are several ways to track and evaluate training effectiveness. Employers or companies can use questionnaires that provide qualitative and quantitative information about the...

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