Employee Training

Employee Training

Employee Training and Development Programs

Human resource development programs are administered to ensure that the selection of employees for training is made without regard to race, color, religion, sex, national origin, age, disability, or other factors unrelated to the need for learning.  These procedures also guard against the use of facilities which restrict access because of a disabling condition or discriminate on the basis of the above criteria.

Human resource development programs may be authorized to:

  • Orient employees to the organization, job tasks, their departments and organizational assignments, and conditions of employment. 
  • Guide new employees to effective performance during their probationary period. 
  • Provide knowledge and skills to improve job performance. 
  • Prepare employees with demonstrated potential for increased responsibility in meeting future staffing requirements. 
  • Provide continuing professional and technical training to avoid knowledge/skill obsolescence (e.g., keeping the skills of providers, clinical support staff, computer programmers, procurement specialists, maintenance works, and clerical employees current). 
  • Implement reorganizations, changing missions, and administration initiatives. 
  • Develop the managerial workforce focusing on competencies identified as essential to effective performance at supervisory, managerial, and executive levels (e.g., communication, interpersonal skills, human resource management, technology management, financial management, planning and evaluation, and vision). 
  • Provide education and training programs to assist in the recruitment or retention of employees in occupations in which there are existing or anticipated shortages of qualified personnel, especially in those areas requiring critical skills. 
  • Provide for the career transition, training, and/or retraining of employees displaced by downsizing and restructuring. 

Meeting Learning Needs

 Employee’s performance-based learning needs may be met by:

  • Planned work experience, details, and developmental assignments. 
  • On-the-job-learning and supervised practice. 
  • Training and education provided through agency facilities, other healthcare facilities, and community training facilities. 
  • Coaching and mentoring. 
  • Self-study. 

Emphasis is placed on using the most economical means available to satisfy agency needs for performance improvement.  Interagency training is used instead of internal training when this would result in better training, improved service, or savings to the organization.  Emerging technologies are used to deliver just-in-time learning and performance support.

Determining Learning Needs and Program Administration

  The MHSI Training Department is constantly striving to ensure that our organization has a process in place for determining its performance improvement needs and for administering its human resource development program. 

 A typical process might include the following:

  • Identifying the required or desired performance of the agency, organizational unit, occupational group, or individual employee; 
  • Determining the difference between the required or desired performance and the actual or current performance; 
  • Exploring the causes or reasons for the performance gap and determining if the required or desired level of performance should be attained through training or other methods, such as modifying systems and work procedures; 
  • Evaluating information derived from the assessment of learning needs and using the findings to make decisions about human resource development investments; 
  • Involving management and employees at all levels in the planning and implementing of human resource development activities; and 
  • Integrating performance-based individual and organizational learning with other human resource management functions and operating systems activities, as appropriate.
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