Human Resource Management Training Proposal Paper Example

Introduction

Human resource management employees training is the process of equipping HRM recruits with the necessary skills and competencies to ensure that they are able to deliver the mandate of an organization by managing an organization human resources. Human resources management plays a significant role in the success of an organization and every organization HRM needs vary, and there is a need to prepare the organization employees with their new roles within the specifics of the organization. HRM employees training can be a continuous process or periodical event that can be used to bolster an organization human resource management (Mpofu & Hlatywayo, 2015). This paper will create human resources management employees training proposal which is aimed at creating a training program that will prepare the HRM employees to manage the human resources of a healthcare company.

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Processes and Steps of Human Resource Functions

Human resources are the process through which an organization manages its employees to ensure high productivity. Human resources functions are the main duties and activities that the human resources department engage in such as; planning, recruiting, interviewing, selecting, and hiring of employees for different organization human resources needs (Itika, 2011). The following is the process and steps of determining the human resources functions.

Assessment of the organization human resources needs

Human resource functions are all the major activities and responsibilities of the HRM as an organization organ. The HRM functions can be determined and planned initially by conducting an organization human resources needs assessment which helps to identify the different needs that inform the HR functions such as planning, recruiting, selecting and hiring employees (Itika, 2011). For instance, the assessment of an organization human resources needs can reveal inadequate skills or number of employees which can lead to the training and hiring of new employees to meet the healthcare organization human resources needs and skills.

Identification of the HRM gap

Human resources evaluation helps an organization to identify the gap between the current skills easily, employees' number and service delivery and the expected components which can help in identifying the human resource functions required (Itika, 2011). For instance, an organization HR assessment can reveal a high number of patient complaints on care providers which can initiate a training and development program to address the care provider's skills gap in an organization.

Budgeting for the HRM functions

After identifying the HR gap, the management should allocate a budget to carry out a specific human resources function. The availability of a budget makes it easy for the human resources to carry out its functions (Itika, 2011). It is important for the HR department to be allocated all the necessary financial requirements to make it easy for the HR to address the organization employee's problems such as the need for training, hiring and performance evaluation.

Delegating HRM functions and activities

After the acquisition of the necessary financial resources the HR department can delegate authority and functions to different HR managers to ensure that they are implemented (Itika, 2011). Delegation is essential because it makes it possible for the HR to carry out activities simultaneously which attract a competitive advantage for the healthcare organization.

Evaluation of HRM functions and process effectivity

Upon the completion of all the HR functions, the HR department should evaluate them to ensure that they meet the organization set standards and the effectivity of all the HR functions. Evaluation of the HR functions is important because it ensures that the activities meet the identified HR gap in the human resources needs analysis.

Comprehensive Training Strategy: Systematic Training Strategy

Training Needs Assessment

The first step of developing a good healthcare HRM employee training is the identification of training needs and the creation of training objectives. In this case, the HRM healthcare employees are required to ensure that the organization healthcare providers adopt and implement evidence-based care which is an essential approach of improving patient's welfare (Busina & Sikyr, 2014). Therefore, the matter of urgency in the organization is promoting the healthcare providers evidence-based practices integration in mainstream care services.

Creation of a Training Design

After the identification of the training needs and the objective, it is vital to creating the training design which will establish the training method and the content that will be used to deliver care providers training (Busina & Sikyr, 2014). The HRM employees should be competent in creating employee training frameworks.

Training Delivery

The third step of the training process will be to schedule training for the HRM employees. During this step, the employees will get the necessary, evidence-based practice integration in care to be able to assess the healthcare providers which will improve service delivery and the health outcomes. During the training, it is essential to monitor the training to ensure that it is in line with the training objectives and addresses the training needs (Busina & Sikyr, 2014). After the training delivery, the organization can assess the overall training outcomes to determine if they meet the objectives and the criteria. If the training delivery outcomes fall short of the training objectives, the organization should repeat the process beginning with the assessment of the training needs.

Training Strategies to Motivate New HRM Employees

Employee Cross-Training

Training new employees is a process and involve different organization stakeholders who pull together to ensure the new employees acquire the necessary skills to carry out their tasks. Using the employee cross-training the healthcare organization gives the already existing HRM employees who have the experience to manage nurses the role of training and orienting the new HRM employees to ensure that they can assess the healthcare provider's skills and competency (Peariasamy & Mansor, 2008). Through employee cross-training, the existing and more experienced HRM employees can pass techniques and knowledge of managing employee to the new human resources managers.

The employee cross-training is cost friendly because it does not require any special planning or creation of training facilities. New employees learn from the existing HRM employees on the job which makes it more practical and very applicable especially in healthcare where employees are required to practice and perfect care provision. Through the employee cross-training, the new HRM employees can be able to apply their new skills and the trainers can motivate them to be better at what they do (Peariasamy & Mansor, 2008). However, there is a need for the healthcare organization to receive consent from the HRM trainers and also to ensure that the employees who serve as the trainers are qualified to provide the required skills by the new healthcare providers.

Employee Mentoring

Another essential and inexpensive method of equipping new HRM employees with the necessary skills to ensure that they can deliver manage healthcare providers to provide high-quality care. Employee mentoring involves giving HRM employees who are experienced with a responsibility to direct new employees towards attaining the necessary skills to deliver the required care quality. The mentors in the HR department can be able to assess the learning needs of the new HRM employees (Eslami & Nakhaie, 2011). A mentorship program should be agreed upon with the trainers and also it is essential for the employees to submit to their mentors to ensure that they acquire the necessary skills to manage the healthcare organization employees.

Case Study Based Training

Another important method that can be used to train new employees in the HRM department is through the use of case studies which can be used to improve the new HRM employee's decision making. Case study training involves the creation of scenarios on the healthcare organization employee problems which prompts the response of the new HRM employees. The HRM new employees discuss an experienced HRM supervisor provides their responses and feedback. Therefore, the case studies can be used to prepare the HRM employees on future decision making (Robson, 2016). The case study HRM new employees training is easy and less costly because it does not require traveling and many trainers. The case study scenarios can develop new skills for decision making and introduce the employees in decision-making models which they can use in the future.

Key Issues Encountered by the Human Resource Management Employees

Human Resources Activities Implementation Challenge

The new HRM employees will face the challenge of identifying and completing the HRM practices within the organization due to lack of familiarity of the organization HRM culture (Holland et al., 2007). Every new HRM employee is bound to face the challenge of familiarity with the new organization HRM practices, and there is a need for patience and training to ensure that the new HRM employees are oriented and integrated into the HRM practices.

Solution: New HRM Employee Orientation and Coaching

The new HRM employees can easily face the challenge of lack of familiarity with the HRM practices and procedures within an organization through orientation and coaching. Supervisors in the HRM can be used to create greater awareness of the duties and responsibilities of the new HRM employees. As such, orientation and coaching by the supervisors reduce the issues faced by the new employees in the HRM department.

Communication Procedures Incompetency

Communication is an essential process in healthcare organization human resources management. The new employees in the HR department will face challenges on proper communication procedures within the organization which can affect their ability to carry out tasks assigned to them effectively. The healthcare organization has different departments and communication procedures that vary from organization to another (Holland et al., 2007). Therefore, improper communication can significantly affect the reporting process within the organization which can delay decision making.

Solution: Educating the new HR Employees on the organization Communication Procedures

Educating the new HR employees on the existing communication procedures and channels can improve reporting time and decision making. New employees can have supervisors instead of working autonomously to ensure that they...