Consequences of Inadequate Training Design You are the HR manager for a hospital that is updating its online system for patient registration, billing, and medical records management. The current system has been in place for the past several years and most employees are proficient users. In anticipation of transitioning to the new system, you contacted area hospitals that adopted the same new system. Your goal is to understand the training protocol and how well employees are applying what they learned to performing their jobs. Some hospitals surveyed used a blended learning approach that included a three-hour traditional classroom lecture, one-hour video instruction, and three hours of hands-on experience following the lecture segments. Those hospitals reported successful learning and transfer. Other hospitals limited training exclusively to either the three-hour lecture or one-hour online learning module. Administrators in these hospitals admitted that employees were generally not well prepared to use the system, and ill preparation led to service delays and countless customer complaints. Based on the result of your inquiry, you decided to adopt the blended approach. Excited about your decision, you met with your HR director to review the training plan. The HR Director asked you about the cost differences between each approach. Naturally, the blended learning approach is the costliest option because it requires the most time away from work (employees are paid while taking training) and the hands-on module requires the purchase of expensive software to run simulations. Without hesitation, the HR Director instructed you to adopt the less expensive method. Worried about this decision, you emphasized the superiority of the blended learning approach as well as the shortcomings of the least costly approach, including ill preparation, lower job performance, substantially more customer complaints, excessive work stress, and possible dissemination of confidential medical information to unauthorized individuals. Nevertheless, she responded by shrugging her shoulders and motioned you out of her office. Answer-→"What would you do?" Consider your answer from the standpoint of the HR manger in the scenario being told what to do by the HR Director as it relates to effective training for the company and the challenge of being told what to do by a superior. Be sure to include relevant terms and material from the chapter including your thoughts about training and development.
Consequences of Inadequate Training Design
You are the HR manager for a hospital that is updating its online system for patient registration, billing, and medical records management. The current system has been in place for the past several years and most employees are proficient users. In anticipation of transitioning to the new system, you contacted area hospitals that adopted the same new system. Your goal is to understand the training protocol and how well employees are applying what they learned to performing their jobs. Some hospitals surveyed used a blended learning approach that included a three-hour traditional classroom lecture, one-hour video instruction, and three hours of hands-on experience following the lecture segments. Those hospitals reported successful learning and transfer. Other hospitals limited training exclusively to either the three-hour lecture or one-hour online learning module. Administrators in these hospitals admitted that employees were generally not well prepared to use the system, and ill preparation led to service delays and countless customer complaints. Based on the result of your inquiry, you decided to adopt the blended approach.
Excited about your decision, you met with your HR director to review the training plan. The HR Director asked you about the cost differences between each approach. Naturally, the blended learning approach is the costliest option because it requires the most time away from work (employees are paid while taking training) and the hands-on module requires the purchase of expensive software to run simulations. Without hesitation, the HR Director instructed you to adopt the less expensive method.
Worried about this decision, you emphasized the superiority of the blended learning approach as well as the shortcomings of the least costly approach, including ill preparation, lower job performance, substantially more customer complaints, excessive work stress, and possible dissemination of confidential medical information to unauthorized individuals. Nevertheless, she responded by shrugging her shoulders and motioned you out of her office.
Answer-→"What would you do?"
Consider your answer from the standpoint of the HR manger in the scenario being told what to do by the HR Director as it relates to effective training for the company and the challenge of being told what to do by a superior.
Be sure to include relevant terms and material from the chapter including your thoughts about training and development.
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