Assignment 3

Assignment 1: Training Process Model`

Name

Institution Affiliation

Course

Tutor

Date

Introduction

St. Michael Hospital is one the premier hospitals in the United States.The hospital was begun by the Michael Richardson back in 1967 with a vision of bringing health and healing to Maplewood, which was then rural community without adequate health care services. The hospital is built upon the principles of safety and quality of care. Over the decades, St. Michael Hospital has realized gradual growth into one of the best care providers in the country. Currently, the hospital has a total of 205 employees who have specialized in an array of functions ranging from surgery to pharmacy. Due to the growth of the number of patients coming into, the hospital has added new patient wing, two surgical suites and three delivery rooms. This expansion has forced the company to increase its number of employees from 189 to the current 205.

The hospital has clearly stated mission, vision, and strategic goals. All decisions, policies, and activities are geared towards achieving the facility's mission, vision, and strategic goals. These strategic goals, mission and vision statements serve as a roadmap that drives the organization towards the positive direction of growth and development. Much of the organization's success is attributed to its ability to provide premium medical services which have helped to win the trust and loyalty of patients.

This mission, vision and strategic goals are stated below;

Mission

To safe and quality care to every patient through integrated clinical practice, education and continued research.

Vision

Striving to be world's best medical care provider.

Strategic Goals

Provide efficient access to quality medical care

Attract best qualified medical and research staff

Excel in the provision of specialized medical care supported by continued research and education

Need for Training

Training is of paramount importance to the success of any safety patient and realization of healthcare vision, mission, goal, and objectives (Flaxman, Bond & Livheim, 2013). There is a number of critical areas that employees in a hospital need regular training on to arm them with much-needed skills, knowledge, and experience. One of the critical areas for training is proper patient handling and equipment use and their benefits. By educating the hospital's staff about safe patient and equipment handling helps to minimize instances of injuries, accidents, infections, diagnosis errors and other potential risks that may put the health of the patient, care providers or other individuals at risk. In simple terms, the training helps develop and improve the staff's competent technical skills to minimize medical errors and improve patient outcomes.

In the recently published annual report by the hospital's Chief Executive Officer, more than normal incidents of medical errors were recorded. The most common errors documented in this report were birth injuries, errors, outpatient medication errors and lab errors. It was revealed through an internal investigation team that 5 preventable deaths were closely associated with these errors. After an urgent meeting between the facility management, it was recommended that a training program will be developed and implemented. This program will be aimed at educating all employees on how each can contribute towards minimizing errors and accidents in their respective positions. For example, nurses will be trained on modern strategies necessary in safe patient handling and mobility. Pharmacists will be trained on modern ways to track data, documentation and how to overcome confirmation bias which leads to the wrong prescription of look-alike or sound-alike drugs.

Training Process Model

St. Michael Hospital will hire an external team of experienced professionals from across the country and other developed countries. These would be professionals who are more experienced and knowledgeable about workplace safety and strategies for quality improvement in healthcare. One external trainer will be hired for each of the smaller departments with fewer employees such as physiography, pharmacy, and dental hygiene. Departments with a high number of employees such as the nursing department will need two or more trainers.

Employee Training is a transformational process that calls for input with the aim of producing output in the form of experience, knowledge, skills, and attitudes. There are a number of training models that employed in training an organization's employees. The most common models include system model, transition model, and instructional model. This particular training program will employ the Instructional System Development (ISD) model which defines training objectives on the basis job responsibilities and job description ( Grant & Cheng, 2016). The rationale for choosing this model is that it helps in the determination and development favorable strategies, sequencing of content as well as delivering media for the desired training objectives. The training program will be conducted in accordance with the ISD model without any changes. Through this model, implementation of training program will be divided into a number of sections as discussed below;

Training Needs Assessment (TNA)

Training needs assessment will be conducted to identify the training needs of care providers in St. Michael Hospital. All possible barriers that could impede the success of the training program will be identified and necessity earning formats and methods will also be established. A questionnaire comprising of 20 questions and a cover letter will be prepared and issue to all the 205 employees who will take part in the training program. The TNA questionnaire would assist in obtaining the trainee's input regarding critical areas they need to be training on, ways to improve their outcomes of the training program, what needs to be done to improve participation and development, preferred methods and approaches, potential drawbacks to the success and effectiveness of the program among others. The results obtained from this exercise will be analyzed to help the program designing team tailor the training program towards achieving the desired results.

Planning

As noted in the previous section, the training program will be aimed at helping St. Michael Hospital's 205 employees on the need and ways to improve safety and quality of care services offered to patients. The primary goal of this program would be reduced the rate of errors, accidents, and zero preventable death. The second goal would be increased understanding about the influence of environmental factors on patient's health. Thirdly, at the end of the training program, the employees should demonstrate increased awareness of the potential areas which are prone to medical errors and accidents. The effectiveness of the training program will be measured against these three expected outcomes.

Resources Needed

Selected trainers will be involved in a two-day workshop in which together with the hospital's program designers will work on the development of the package. In addition to its existing training materials, the organization will purchase additional materials to optimize the outcomes of the training program. They will identify the needs of the training program and request all the appropriate materials needed to facilitate its implementation. In the workshop, trainers, subject specialists, and designers will work out all the overall, basic and topics that could be developed into a training materials package to improve the effectiveness (Ford, 2014).

All training materials will be assembled in the hospital's five resource centers. All trainers will c ome to use the equipment to produce their own materials. The first level resource center will be reserved for screen print and duplicating equipment. These include flip chart stands, simple non-electric media, and cloth boards. Photocopiers, drawing tables OHPs and slide projectors will be stored in the second level resource center,still cameras, dot matrix printers, laser printers screen printing equipment, video monitors, VCRs, video camcorder, sound projectors and all other materials will be assembled and kept in the third level resource center.

Program Implementation

This training program will be implemented in phases. Each department will be trained independently by its selected trainer. This division will help to make the training program as specific as possible since each hired trainer will deal with employees from the specific department in which he or she has specialized in. The phases of the training program as follows;

1. Orientation

This will be the first phase in which all employees will be brought together before they are split into their respective departments. This phase will involve introductions, briefings on the importance, goals and objectives of this training program. All hired trainers will be familiarized with their respective department heads and employees. The program manager will take trainers and trainees through a brief introduction of the hospital policies, legislative details such as safety procedures, facility, and work areas. He will also answer questions arising from anyone. This orientation will help to establish the clear standards and expectations to avoid disputes and inform the trainers of the hospital's policies. This is helpful in making both trainers and the trainee's comfortable and to give the training program a clear purpose and direction.

2. Training and Instruction process

As mentioned previously, each department will be trained separately in their own venue. Both trainers and trainees will be required to arrive early dressed appropriately. Proper seating arrangement, classroom supplies, electrical outlets, audiovisual equipment arrangement and lighting will be ensured and closely-monitored (Haider & Asif, 2016).

Two training and instruction techniques will be employed in this program. They include on-the-job training and off-the-job training. Both training techniques will be carried out simultaneously depending on topic, procedure or needs of the trainees. For example, procedures such as modern data tracking techniques and equipment will involve the on-job training technique in which the trainers will take trainees through illustrations and demonstrations. Trainers will be encouraged to use a hands-on training that involves trainees.

Each trainer will be required to begin each exercise by giving a brief introduction on what will be covered and the training subject's main points. In addition, it is important to remind the trainees the purpose of multimedia in ensuring effective reception of its information. Moreover, trainees need to be involved in the process through. Trainers will also need to use case studies, flip charts and slides to help trainees relate their experiences and gain deeper insights about workplace safety.

Trainees will be encouraged to participate by giving them well-designed handouts and note-taking guides. Such materials and aids will help trainees to follow and understand information presented through power-point. Additionally, trainers will need to ask questions and solicit feedback on the training session to determine the progress of the program. In addition, trainers will need to use humor, attractive packaging materials, build self-esteem and making learning fun to make it memorable. After each presentation, the trainer will need to give a brief conclusion by repeating and highlighting the main points covered.

2. Evaluation

The outcomes of the training program will be evaluated both during and after its completion. The effectiveness of this training program will be based on how well the objectives set at the beginning.

At the middle of the training program, a survey questionnaire will be issued to all trainees and trainers to express their opinions and feelings regarding the effectiveness of the program. In this questionnaire, strengths, weaknesses, drawbacks and any additional material that could be needed will be identified and remedial actions to improve the effectiveness of the program in its next phase.

After the completion of the program, each trainee will undertake a text based on all the topics taught during the program. In this test, each will explain every specific knowledge or skill he or she has learned regarding workplace safety and medical care quality improvement. In addition, the hospital's management will compare its current Key Performance Indicators (number of birth injuries, errors, outpatient medication errors and lab errors) with the previous statistics on the same. By so doing, the organization will understand how effective the training program was in improving safety and quality of care. It is expected after the training program, the rate of birth injuries, errors, outpatient medication errors and lab errors will be minimized or completely eliminated.

Conclusion

Proper implementation of this program will help St. Michael Hospital to improve patient and employee safety. Quality and safety improvement will help the organization to increase quality which is the basic principle on which it is built upon.

References

Flaxman, P. E., Bond, F. W., & Livheim, F. (2013). The mindful and effective employee: An acceptance and commitment therapy training manual for improving well-being and performance. New Harbinger Publications.

Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press.

Grant, V. J., & Cheng, A. (2016). Comprehensive Healthcare Simulation: Pediatrics. Comprehensive healthcare simulation (.

Haider, S. I., & Asif, S. E. (2016). Quality Control Training Manual: Comprehensive Training Guide for API, Finished Pharmaceutical and Biotechnologies Laboratories. CRC Press.