Creating Effective Learning & Development Programs for Organizational Growth - Essay Sample

Introduction

Effective learning, as well as development programs, is essential in the growth of any organization. These programs have several benefits to the organization and employees in general. The programs play a vital role in enhancing client satisfaction as well as the skills of the employees. However, a comprehensive learning plan is crucial, generating or coming up with a development program. The significance if the learning plan is that it provides guidelines to the participants through the development program. This proposal seeks to give Nurses at Emerald Aged Centre with a learning and development (L&D) plan as well as promoting their overall career development. The participants'systematic assessment of the training needs of the whom in this case, are the nurses working part-time at the Emerald Aged Centre is the basis of the plan.

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Problem Statement

Training and development is an essential aspect in improving the performance of employees as well as developing a strategic advantage (Shin and Konrad 975). At Emerald Aged Centre, nurses need to undergo training on some of the skills they require to care for the aged. The aged are the vulnerable population in society, and therefore, nurses require extra patience and need to be extra careful when attending to them (Manuti et al. 14). Health service delivery among medical practitioners requires more than just health science knowledge and training on special needs. L&D training keeps the nurses motivated to perform to their duties, and also it enhances their relationship with residents in society (Bell et al. 305). The training needs assessment is the first step that an organization requires to develop a successful L&D initiative.

Overview of Proposed Learning and Development Strategy

The progress of the residents reflects the overall growth of the organization in that if the residents thrive well health-wise, then the standards of the organization remain to alleviate (Tews et al. nd). Well equipped skills among the employees ensure that the residents gain access to appropriate services (Blume et al.nd). Once the employees undergo the training, they will work under minimal supervision, and this will ensure they become efficient in their duties (Ford et al. 205). The training will also ensure that the organization spends less on resources, and this would be a great asset to the organization as a whole.

Needed Competencies

The organization also requires the employees to have several competencies to deliver effectively. Skillfulness in their duties, as well as good human resource skills, are essential for the employees (Lacerenza et al.517). They should also pose the ability to work with no supervision and ensure maximum utilization of resources. The employees are also required to show that they are motivated to work and must always exercise cultural intelligence as well as emotional intelligence in the workplace.

Key Learning and Development Interventions

Training designs are essential in the L&D designs. The design includes the ones already in the program, the effectiveness in the evaluation method and also the methods of training (Alp et al. 83) The nurses undergo orientation in the first module and are later trained on the significance of emotional intelligence and other core values in the second module. In the third module, however, voluntary training is offered to the willing participants to aid them in their career development (McCall et al. 9). Lectures, audiovisuals, among other methods, are used in training participants. The training method adopts the 70-20-10 principle whereby 70% of the knowledge is believed to be from the job, 20% from interacting with others, and 10% from formal education (Clardy,155). At Emerald, their success depends on effective L&D strategy. However, their evaluation plan is at a basic level, and this means that the problem is likely to have some faults during its implementation.

Conclusion

Conclusively, Learning and development strategy is the basis of training needs assessment in any organization. The L&D program strategy is the basis of Emerald's success. Even though the program may develop some problems in its implementation, the HR team ought to address the issues that may come up in the evaluation program.

Works Cited

Alp, Emine, et al. "Importance of structured training programs and good role models in hand hygiene in developing countries." Journal of infection and public health, 4.2 (2011): 80-90.

Bell, Bradford S., et al. "100 years of training and development research: What we know and where we should go." Journal of Applied Psychology 102.3 (2017): 305.

Blume, Brian D., et al. "A dynamic model of training transfer." Human Resource Management Review, (2017).

Clardy, Alan. "70-20-10 and the Dominance of Informal Learning: A Fact in Search of Evidence." Human Resource Development Review 17.2 (2018): 153-178.

Ford, J. Kevin, Timothy T. Baldwin, and Joshua Prasad. "Transfer of training: The known and the unknown." Annual Review of Organizational Psychology and Organizational Behavior 5 (2018): 201-225.

Lacerenza, Christina N., et al. "Team development interventions: Evidence-based approaches for improving teamwork." American Psychologist 73.4 (2018): 517.

Manuti, Amelia, et al. "Formal and informal learning in the workplace: a research review." International journal of training and development 19.1 (2015): 1-17.

McCall, Morgan W., Michael M. Lombardo, and Ann M. Morrison. "The Lessons of Experience (Lexington, MA." (1988): 1-11.

Shin, Duckjung, and Alison M. Konrad. "Causality between high-performance work systems and organizational performance." Journal of Management 43.4 (2017): 973-997.

Tews, Michael J., and Raymond A. Noe. "Does training have to be fun? A review and conceptual model of the role of fun in workplace training." Human Resource Management Review, (2017).w1