1. How HR Professionals Can Overcome Resistance to Training
Firstly, HR professionals can overcome resistance by ensuring that doctors do not reject the new information as unimportant thereby failing to apply it in their practice. The HR department should make doctors view the new information gathered during training as critical for improved patient outcomes. Importantly, the HR department has to prove that without the implementation of the training objectives, the neglect of patients’ best interests, that has been witnessed for some time in the hospital, will persist. If the doctors recognize the advantages of following the routine instilled by the training over the disadvantages, then they will easily accept it.
Secondly, HR professionals can overcome resistance to training by ensuring that the knowledge acquired during training can be a stepping stone to securing employment promotions. Employees can be promised promotions or increased compensations if they complete and implement their training programs successfully. Workers who believe in better compensation may take the training more seriously in anticipation of better pay when the program is completed. Similarly, an employee may be required to undertake a training program to move to the next job level, which provides a particularly strong incentive if he or she believes that the new level has more benefits than the current one.
2. Method That the Hospital Should Use to Evaluate IV Checklist Training
The method that the hospital should use in evaluating IV checklist training is measuring the return on investment (ROI). The method would be used to measure the financial return that the hospital would derive if its doctors used the IV checklist. The ROI is a quantifiable metric, which has high credibility for the use in HR evaluation. It is no longer adequate to state that a program, such as the IV checklist, is believed to be beneficial. The hospital’s HR department has to prove the method’s worth. The HR department would require critical data for evaluation, and measuring return on investment is a valuable tool that may be used for communicating a positive result of the human resource’s work to the hospital administration. The hospital’s HR department should ensure that the five-step IV checklist is simple, credible, and sound, and therefore feasible. To implement the ROI method successfully, the HR department should begin by putting in place an evaluation plan, including developing the program objectives, evaluating the plan, and having a baseline data. The next step would be the data collection phase where the HR department would collect data before and after the program implementation. Thereafter, data analysis would be conducted by isolating the impacts of the program and then converting the resulting data to monetary value. With those data in place, the ROI can be calculated, and the result reported to generate impact.
4. Best Way to Train an Employee to Use the Checklist and Ways to Evaluate the Training
The best way to train an employee to use the checklist is through learning management. In this approach, employees will be educated through blended training, which not only increases employee engagement but also enhances the goal setting as well as succession planning. The training is competency-based and occupation-related. Thus, it will provide employees with a unique blend of skills that are related to their occupation and work experience. The training is based on the presumption that learning will be meaningful and effective if the trainees see the link between the various parts of the training and ability to apply them in work situations. Often, integrated learning supports the acquisition of competence, provides a hands-on learning experience, and builds an understanding of specific skills, behaviors, and knowledge that should be mastered.
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The employees’ reaction to the training will be one of the areas that the evaluation will focus on. Learning will employ the imbedded tools to measure the knowledge that the trainees will have acquired. By evaluating learning, it will be easier to determine the skills that will have improved as well as the attitudes that should have changed as a result of the training. In addition, the exhibited behavior will demonstrate the willingness and ability of the employees to apply the learning objectives in practice. Moreover, besides evaluating the employees, the results will be used to determine if the training provided has effects at the organizational level. Finally, an evaluation will be done by determining the cost-effectiveness of the training. To achieve this, a comparison will be made between the costs of the training and the benefits that will have been accrued after its introduction.
Current Issues in the Field of Human Resources
a. Description of the Issues
The two HR issues that have been chosen are whistleblowing and sexual orientation rights. Whistleblowing refers to reporting by employees who suspect misconduct, illegal conduct, or failure to act within the prescribed laws. The aim of the whistleblowing policy is to encourage employees as well as other people with serious concerns to voice such concerns via proper channels. Disclosures must be made for the good of the public, and any employee dismissed for whistleblowing may claim unfair dismissal.
Sexual orientation refers to a lasting emotional, romantic, affectional, or sexual attraction towards another person. Sexual orientation can manifest in a number of ways including exclusive homosexuality and exclusive heterosexuality. Bisexuals exhibit emotional, sexual, or affectional attraction to people from their own sex as well as those from the opposite sex. The individuals exhibiting homosexual orientation may be referred to as gays and lesbians. Usually, gay men show affection to other men, while lesbians show affection to women.
b. Why Whistleblowing and Sexual Orientation Rights are Critical Issues
It is worth noting that workers who bring information regarding illegality or wrongdoing to the attention of their employer or any other appropriate organization should be protected by the law. Relevant legislation protects the public interest and qualifies the conditions that authorize a lawful disclosure. Such conditions are met when workers have a reasonable belief that a misapplication of justice, criminal act, violation of a legal duty, public health and safety danger, or intentional effort to hide certain information is either taking place, has occurred, or may take place in the future and harm the interest of the public. Any worker who intends to make any disclosure has to make it to his or her employer first. However, if they cannot use organizational procedures, then the disclosure should be made to any other recommended person to guarantee the protection of employment rights.
It is important to recognize that sexual orientation rights guarantee people protection from prejudices, discrimination, or negative stereotypes, which are deeply entrenched in value systems as well as behavior patterns. Lesbian, gay, bisexual, and transgender (LGBT) individuals have been denied their civil, social, economic, and political rights either by practices or law. HR professionals have the responsibility of ensuring that all employees, regardless of their sexual orientations, are protected and treated equally as prescribed by the law.
c. How HR Departments Should Handle the Issues
The whistleblower is an employee of the organization. Therefore, even if the information provided has the potential of harming the organization or its executives, the HR department must ensure that the whistleblower is protected from any form of retribution. Failure to protect a whistleblower against reprisal for their actions may result in serious penalties in case of a lawsuit for retaliation. The HR department must ensure that the information provided remains private and the identity of the whistleblower is concealed. For instance, HR practitioners must follow the provisions of the 2002 Sarbanes-Oxley Act, which stipulates that if an employee makes a complaint about an employer committing illegality, there cannot be retaliation against such an employee. Likewise, HR practitioners must ensure a whistleblower is not harassed or fired for whistleblowing.
Similarly, HR practitioners must ensure that LGBT individuals enjoy their equal rights in the workplace. Specifically, the HR department should safeguard members of the LGBT community against violence, harassment, and discrimination by fellow workers. Company regulations warning employees against discriminating or harassing LGBT individuals should be included in the employment forms. Moreover, the HR regulations should inform all LGBT employees about the steps that they should take whenever they feel that their rights are violated because of their sexual orientation. For instance, the HR department may emphasize the channels and processes of reporting. The HR department must award same-sex couples the married employee benefits in the companies where they work. Such benefits and entitlements may include medical and family leave. The benefits must be awarded without LGBT employees making follow-ups with the HR departments.
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In addition, the HR departments should incorporate sexual orientation procedures in their diversity training programs. Such policies must clearly bar disrespectful remarks regarding the sexual orientation of employees in the place of work. The HR department must clarify that employees can object to marriage between individuals of the same sex, but they cannot harass others because of their sexual orientation.
Current State/Role of HR in the Workplace Versus the Projected Role in 5-10 Years
Currently, the roles of HR in the workplace include administration as well as daily operations, such as salary and wage administration. The practitioners manage and organize the employee-related activities of their organizations. Likewise, the HR department analyzes and report relevant information on labor, benchmarking employee performance, and forecasting business issues. The HR department also solves issues related to employment contracts and disputes, such as adhering to employment conditions, negotiating contracts, salary packaging, and reviewing superannuation. Other current roles of HR include promoting industrial relations, promoting communication in the company, ensuring legal compliance, providing personal support to employees, employee recruitment, risk management, staff assessment, ensuring company rules and cultures are adhered to, training, and terminating employment.
On the other hand, the human resource manager, in the next five-ten years, will act as a global talent scout and coach, because new talent platforms will be used to enhance relationships between work, workers, and their organizations. Likewise, HR will be an architect of a virtual culture, because the individuals holding such positions will be skillful in values, beliefs, and norms that can be articulated personally and virtually. Moreover, the HR professional will play the role of data and technology integrator, using improved technology and automation tools.
The Theme of Consequences
The content area that has been chosen is training and development. Proactive and successful training and development can help to align learning activities with organizational strategies and enhance development competencies. Besides, acting proactively and successfully ensures that training and development mainly focus on the skills that are needed by trainees to perform assigned duties. Having competent employees will result in financial cost savings, particularly in areas where the company could hire outsourced personnel to complete tasks. On the other hand, reactive or unsuccessful training and development are reactionary. An unsuccessful training, which cannot build or maintain capabilities at the individual or organizational level, will result in increased financial costs of operating businesses.
Important skills may be learned through proactive training, including increased confidence, creativity, self-efficacy, innovativeness, championing change, as well as breakthrough thinking. For instance, creativity and innovativeness developed through proactive training may result in competitive labor that can offer better solutions to emerging challenges in their organizations. In contrast, unsuccessful training cannot result in improved job performance or other changes that require skills acquisition. Consequently, the labor force will always be unable to compete effectively in the ever-changing business environment.
Functions of HR and Performance Appraisal
Positively implemented performance appraisal can result in the recruitment of the most appropriate employees or workforce when there are shortages. During the process of performance appraisal, the employer will evaluate all the potential recruits and choose those that meet the stringent rules set for recruitment. However, if performance appraisal is implemented poorly, then an organization may recruit a workforce in the areas that may not require new employees.
Likewise, poor appraisal of safety rules in the workplace may result in unnecessary injuries. Injuries may never be compensated if workers get injured but did not adhere to set rules because of poor appraisal measures. However, properly conducted performance appraisal would result in employees being compensated for injuries that occur due to poor safety precautions.
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Poor performance appraisal may result in employees being inadequately compensated. Moreover, poor performance may result in employees being awarded or denied the benefits. On the other hand, positive performance appraisal may result in employees being deservedly compensated based on their contributions to the organization.
Poor performance appraisal may result in poor employee and employer relations. Organizations without good relations promote a culture of disharmony among employees who may feel they have been unfairly appraised and those who they believe have been apprised favorably. In contrast, positively performed performance appraisal enhances positive employee relations because everyone feels fairly treated by the human resource department.
Poorly performed appraisal for training and development may result in employees acquiring skills, knowledge, and competences that they may not need to better perform their duties. The skills acquired may be irrelevant or inappropriate, thus, wasting organizational resources and time. On the other hand, positively performed performance appraisal will result in the acquisition and skills that are needed to serve the organization better.