2. To make recommendations regarding the future development, implementation and governance of the initiative, in line with NAS’s focus on continuous improvement.
CHCLC initially failed to attain this accreditation; it has taken three years for the administrative staff to work through the process sufficiently to attain accreditation, with majority of issues being due to the lack of understanding of the importance of process and policy in addition to the lack of skills in being able to develop them. A focus to push for accreditation was made through the executive management committee, where extensive support was provided to staff to achieve the accreditation. …show more content…
The goal of training is for the knowledge, skills, and behaviours highlighted in training to be mastered and applied in their day-to-day activities. Development is acquiring skills, knowledge and behaviours that improve the ability of an employee to meet changing situations in the job and with client and customer demands (Noe et al. 2015). Human resource development is a key function of a human resource department (Popescu, Mihali and Popsecu 2012). CHCLC as a small not-for-profit organisation is devoid of essential HRM skills and expertise required to analyse staff training requirements, alternatives to overcome this issue will require the executive team of management to address the problem and find a solution.
3.1 The role of training in continuous learning and competitive …show more content…
CHCLC administrative staff has substantial gaps in their level of skills and that required of the organisation, a diagnostic tool designed around the specific needs of the organisation would greatly assist in identifying the gaps and training required to elevate the skills of staff to a level more suitable to fulfil the strategic objectives of the organisation. Figure two is indicative of the needs assessment process. Needs assessments generally take into consideration, organisational analysis, person analysis and task analysis, with these aspects considering the context in which training will occur, determining the business needs and strategy, the resources available and finally identifying who requires training (Noe et al. 2015). This section will provide a brief overview of the needs assessment process.
An effective training program should be designed to teach the skills and behaviours requisite to the achieving the strategic objectives of the organisation, using instructional design where training needs are systematically developed to meet specific needs, with a task analysis questionnaire, grading ability from low to high used to identify some skill gaps (Noe et al. 2011).
A variety of training methods could be considered, the chart below