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Imelda ARS - Improving Health Worker Performance Training and Development

This document discusses improving health worker performance through training and development. It defines training as a short-term process for teaching technical skills needed for a current job, while development prepares workers for future roles with broader responsibilities. The goals of training and development are to increase productivity and quality while reducing study time. Different types are described, including onboarding, risk management, and skills management. The document outlines steps in training like needs analysis, goal setting, method selection, implementation, and evaluation. Evaluation occurs at multiple stages to assess reaction, learning, behavior, and results.

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Devi Saragih
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35 views

Imelda ARS - Improving Health Worker Performance Training and Development

This document discusses improving health worker performance through training and development. It defines training as a short-term process for teaching technical skills needed for a current job, while development prepares workers for future roles with broader responsibilities. The goals of training and development are to increase productivity and quality while reducing study time. Different types are described, including onboarding, risk management, and skills management. The document outlines steps in training like needs analysis, goal setting, method selection, implementation, and evaluation. Evaluation occurs at multiple stages to assess reaction, learning, behavior, and results.

Uploaded by

Devi Saragih
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 18

“IMPROVING HEALTH

WORKER PERFORMANCE:
TRAINING AND
DEVELOPMENT”

Imelda Lintang Utami


TRAINING DEFINITION
 William G. Scott defines training as an activity
aimed at developing leaders to achieve greater
individual work effectiveness and better
interpersonal relationships within the organization,
and adapting the leader to the context of the entire
environment.
 Andrew E. Sikula. According to him, employee
training is a short-term educational process, using a
systematic and organized procedure, in which non-
managerial personnel learn technical skills and
knowledge for a specific purpose.
So we can say that training is a process
of teaching new or existing employees
the skills needed to carry out their
current job (more for technical skills).
DEVELOPMENT DEFINITION
 Employee development is defined as the process by
which an employee, with the support of his
supervisor, undergoes various employee training
programs to improve his skills and acquire
knowledge, as well as new skills.
 The purpose of development is to develop
employees for future assignments or for broader
things even outside their current routine work.
WHAT’S THE DIFFERENCE BETWEEN
TRAINING AND DEVELOPMENT?
 Employee training is more intended to increase the
mastery of the employee's expertise on a particular
job and what he is currently doing.
 For example presentation training, communication
training, training for trainers, and so on.
 Meanwhile, employee development is more about
preparing themselves to master new skills because
they will hold different jobs and usually require
greater responsibility.
TRAINING AND DEVELOPMENT GOALS

1. •Increase productivity
•By technology  need Training

2. •Improve quality
•By training workers will have better quality

3. •Reducing employee study time


•Training will help workers to understand something more faster than before.
TYPES OF TRAINING AND
DEVELOPMENT
 Onboarding New Employee
 This training have means to intorduce employees about structur
organization, goals, process, rules, norma, prinsipal, control, and
system in company.
 Risk Management

 This type of training and development is designed to reduce risk


or implement a risk management process. Program materials
usually include points around work safety, information security,
and compliance.
 Skills Management

 Companies need a process to identify employee skills. It is also


necessary to develop areas where there are gaps required
 This type of training and development can be done at various
levels, including by monitoring the talents in the company or in a
work team.
 Career Planning
 This type of training and development program can be tailored to the
interests and ambitions of each individual employee to increase their job
satisfaction and engagement in the workplace.
 Knowledge Management

 This type is where the company carries out the process of developing,
retaining, utilizing, and transferring knowledge from more senior
employees to juniors.
 Experience

 In this type of training and development program, employees are given


the opportunity to experience hands-on experiences that will benefit
their careers, as well as their contribution to the company.In this
program, employees will usually get new and more creative assignments,
which are different or even opposite to their regular assignments.
 Diklat

 This type of employee training and development program can be in the


form of providing internal training or sending employees to attend
training outside the company or also providing opportunities
(scholarships) to take further formal education. Of course tailored to the
needs of the company and the career goals of employees.
TRAINING STEPS
Define goals
Needs (specific &
Analyses general)

Determine
method

Implemen Monitoring
tation and Evaluation
TYPES OF NEEDS ANALYSES

(1) Organization analysis

(2) Task analysis

(3) Person analysis


(1) ORGANIZATION ANALYSIS
 The process of determining at which level; or in
which units within the organization (all units/levels)
training is required; education or development
 Studying the gap between strategic goals and plans with
achievement (related to HR results not because of other
resource limitations)
(2) TASK ANALYSIS
 2 main things to determine:
a) Important  related to relevance of specific tasks and
behaviors in a particular job
b) Proficiency  the employees’ competence in
performing these tasks
 Source of Data : Job description; performance
appraisal; interviews or survey to supervisor or job
incumbents
(3) PERSON ANALYSIS
Person analysis helps to identify employees who need
training, that is, whether employees’s current
perfomance or expected perfomance indicates a need
for training.
Analysis dealing with potential participants and
instructors involved in the process. The important
questions being answered by this analysis are who
will receive the training and their level of existing
knowledge on the subject, what is their learning
style, and who will conduct the training.
Major Pressure Points :
 Poor or Substandard Performance

a. Customer complains
b. Low Performance Rating
c. On-the-Job Incident
 Accident

 Unsfe Behavior

 Job changes

 New Technology
TRAINING AND DEVELOPMENT
METHODS

Training Employee •This method helps employees build the basic knowledge they must have at a certain level or position.

Effective Coaching
•Leaders or management can be effective coaches for their employees. During their work, they can use the various situations they
face as learning moments.

Leadership Mentoring
•With mentoring, employees will be more helpful to see the impact of their behavior, develop a sense of personal responsibility,
and then commit to making positive changes.
EVALUATION
 1. Reaction stage
 Evaluation in this stage aims to find out how important the training and
development program that has been proposed for employees is.
Evaluators will measure employee engagement during the program,
their level of activity, how employees react to program material.For this
reason, the evaluator needs to formulate a number of appropriate
questions to provoke the expected feedback. For example, what are the
advantages and disadvantages of the training and development program
you recently joined, did you benefit from this program, and so on.
 2. Learning stage

 This evaluation stage seeks to obtain information on how employees can


improve their skills, attitudes, knowledge, self-confidence, and
commitment in doing their jobs from the training and development
programs that are followed.The most common way to evaluate this is by
administering tests at the beginning and at the end of the program. By
comparing the results, it will be seen whether there is an improvement
or change in the direction expected from employees.
 3. Behavior stage
 The evaluation will see how far employees apply the results of the
employee training and development programs they follow into their daily
work at work. This process takes a long time after the program, it could
be weeks, even months.
 4. Result stage

 The results referred to in this stage are the desired effect by the company
from the employee training and development program. The results
measured are the individual achievements of each employee and the
company's overall achievements.
 Mastery of skills and knowledge by employees is increasingly important
for every company today. Regular training and development programs
are the easiest way to develop and increase the company's intellectual
capital.Hiring trained employees will also reduce costs. Employees who
master their work automatically have greater performance, are better at
involving themselves in the work environment, which means that they
will also increase the company's reputation in the end.
THANK YOU!!

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