Issues with Medtronic Australia’s Service Quality
You are requires you to design and develop an in-house training program.
Training has become a necessary requirement in all the organizations in the contemporary world. In the earlier times training was not considered to be an important part. The organization practiced a traditional form of doing business. In the contemporary world all the industries follow a strict process of training. They believe in the grooming of the body language of the employees which is possible only through a systematic training.
Brief Description of Organization
Medtronic Company of Australia is a pioneer in the field of medical technology along with services. It helps in saving the lives of the people by providing health care facility that is of supreme quality. The innovations of Medtronic Company have been able to change the lives of 65 million people and therapy management helps in removing the pain of the patients. The different therapies along with procedures helps in relieving the critical condition of the patients. Medtronic Australia is making use of clinical along with therapeutic expertise that can help in providing great service for the patients (Johnson & Gandhi, 2015). Medtronic Australia has collaborated with different stakeholders so that it can help in taking the process of healthcare further. It has helped in transforming the healthcare system and enabled the re-thinking of the status quo. The sector of healthcare is facing great challenges and technology has greatly helped Medtronic Australia in aligning value to the providers along with the stakeholders. The mission of the company revolves around alleviation of pain along with restoring of health.
Importance of training and development need identified
The performance gaps of Medtronic Australia being identified can help in conducting the training program that can help in improving the quality of service pertaining to Medtronic Australia. The company is lacking in the field of organizational citizenship behaviour (OCB). OCB is indicative of the voluntary commitment of an individual that does not form a part of the contractual tasks of an employee. The dearth of this trait in the employees along with management in Medtronic Company is proving to a barrier in the path of excellent delivery of service of the organization. The productivity pertaining to the employees can be increased with the help of a sound learning environment (Bompa & Buzzichelli, 2018). The learning environment of Medtronic Australia being not good cannot uplift the morale of the employees and the employees along with the mangers does not understand the true meaning of accomplishment. The methods of training being improper has created an adverse situation in Medtronic Australia. Training is not merely about gaining of knowledge but it is rather about transfer of the learning into that of performance. The knowledge gained being implemented in the arena of work can prove to be an important step in improving the service of Medtronic Australia (Hope et al., 2015). The managers lack in the field of managerial skills along with critical thinking skills in Medtronic Australia. The administration of the company often works in a biased manner that proves to be a hurdle in the path of perfect functioning of the organization. Equal opportunities should be provided to the employees by the people in the management and administration that can help in the development of the company (McCullough et al., 2018).
Participants of the Training Program
Identification of participants
The participants of the training program would be the people in the management and the administration and the development of their abilities can prove to be crucial for the growth of the company. The participants who will take part in the training program will include that of doctors, nurses, allied health professionals along with the support staff of Medtronic Australia. The managers of Medtronic Australia would also take part in the training that can help in improving the quality of service that is delivered by the hospital (Henoch et al., 2015). The doctors cannot provide training in the appropriate manner and practical means should be adopted that can help the health care professionals in providing effective service in the company.
Cohort participating in the program
Institutional cohorts can help in providing health care facilities on the site and this can be taken recourse to by Medtronic Australia for improving the quality of work of the people involved in the health care service. The cohort participating in the training program includes the health professionals and the support staff. Training can help in improving the quality of health care that is provided by the support staff of Medtronic Australia. The arenas that should be stressed during the training program are in the field of communication that can help in removal of many barriers arising in Medtronic Australia. A revolution is taking place in the field of technology and Medical Technology Association of Australia can be taken help of in order to enlighten the employees in Medtronic Australia about the innovations that has taken place in the field of health care (Fujimori et al., 2014). It can help in developing a knowledgeable along with sustainable technology-driven workforce. It can help in the process of professional development of the employees and it can help in covering important aspects of innovation and systemic thinking.
Participants and Organisations benefitting from the program
The participants will be able to learn about the recent interventions along with technologies that will greatly benefit Medtronic Australia. The training programs will help the managers in understanding the needs of the patients and how they should respond in relation to different kinds of situations. These programs can help in retaining the current employees and improving their skills that can help in the developing of Medtronic Australia. It can have a positive impact on the quality of health care system in Medtronic Australia. The leaders and the people in the top management of Medtronic Australia will be able to learn about important issues related to compliance along with reimbursement. The employees will be able to show greater productivity after undergoing the training (Duckett & Willcox, 2015). The training can help in increasing the skill sets of the employees and it can help them in increasing the output- both from the aspect of quantity along with quality. Training can help in bringing uniformity to the procedures in Medtronic Australia and the standardization in relation to performance can produce high level of performance in relation to the employees of Medtronic Australia (Mossialos et al., 2016). Training can help in reducing the need pertaining to constant supervision.
Areas of Emphasis in the Training Program
A detailed plan based on choice of learning theories;
The detailed plan is based on the transformative learning theory. This theory states that the process of perspective transformation has three dimensions: those are psychological, convictional and behavioural theory. The theory is the expansion of the consciousness through the transformation of the basic worldview and specific capability of an individual. The learning can be evaluated by using the perspective theory. This can be done by the process of self-examination. An individual can evaluate the knowledge that he has gathered from the training program by conducting a self-examination. This include the sense of alienation. This contains the explanation of the new behaviour. This theory builds the confidence of the learner in a new way. This include the knowledge to implement new plans that can bring innovation. In this kind of learning the individual plans for new actions soon after receiving the training. The individual head towards reintegration. The trainer is the educator in this case and he can provide an opportunity of learning to the participants of the training. The organization faces the problems of good managerial skills, good learning environment and they lack in an organizational citizenship behaviour. The learning plan would include stating the different theories of leadership. The persons attached with the administrative sector must form strategies in order to improve the learning environment in the organization. These are the necessary components of the learning plan (Pollock, Jefferson & Wick, 2015).
Program objectives (no more than four objectives) and the learning theories that underpin the design;
The first and foremost objective of the learning theory is to develop the skills of the managers by giving them training on the different theories of leadership. The organization lacks the skill to lead the employees of the organization. The training design would include imparting the lessons on leadership and the way to manage the skills.
The other objective would include encouraging all the members to participate in the training program. This would improve the learning environment of the organization (Kumar & Pansari, 2015).
The other objective of adapting the transformative learning is to evaluate the learnings of the participants. With the help of this method it can be evaluated whether the participants have learned something effective and whether they will be able to apply the same in the practical scenario (Cloutier et al., 2015).
The final objective is to have a proper form of training method in the organization. The improper transfer of training method has been identified as one of the biggest gap in the organization. This design of learning can develop an effective transfer of training (Cascio, 2018).
Objectives of the Transformative Learning Theory
The training activity must be conducted on the off days. It is a six day working organization. The day the employees get a day off, they can be given training on those days. This is done in order to save the organization from losing a day’s production. The training activity would include, the on-job training. The employees who are on their jobs are offered the training that are related to their jobs. The initial section includes the theories that are related to the job, the other section of the program would include the follow up session where the feedback form the participants are gathered (Tracey et al., 2015).
The method of delivery of the training program is direct face-to-face training. It can be done with the help of some meetings and seminars where the participants of the training will be given a full day training with intervals (Sung & Choi, 2014).
The trainers should be able to present an attractive body language. The trainer should be a trained and a professional one in the field of giving training. The trainer must be dynamic in his approach. He must present the training using some visual effects like power point presentation and showing videos related to the training. The trainer must not only give the training but he must also conduct a follow-up session where he will be able to understand how well the participants of the training have been able to grab the contents of the training. This would include the theories taught during the training program (Frich et al., 2015).
The feedback or the evaluation of the training process can be done while the participants are asked to give their feedbacks after the program ends. The evaluation of those can be done once the same things are applied in the practical scenario. Once the training is completed a question answer session should be conducted that can serve the purpose of revision for the participants of the training program (Thomas, 2015).
The resources that would help in facilitating evaluation in relation to the program is that of sufficient space that can help the employees in sitting comfortably when the instruction is being delivered. The room set-up should be sufficient that can help the participants in the aspect of interaction. The equipment should be sufficient in comparison to the number of people who are attending the training program (Drummond et al., 2015). The equipments that will be required in relation to the training is stationery that would include pens and papers. A cloakroom should be there that can help the participants in keeping the belongings. Data projector along with the audio system will prove to be useful resources that can help in the delivery of the training (Stoddart & Evans, 2017). There should be facilities for photocopying and printing that can greatly help the trainees. Good amount of lighting is a necessary resource for a training room. There should be facilities for parking outside the building that can be of great help for the trainees. The storeroom is another necessity where the training resources can be kept. The wall-mounted clock will be another necessity for carrying out the training and it should be visible to the trainer.
Design of the Training Program
The powerpoints will be handed out during the process of training that can help the trainees in going back to the important points that was taught during the process of training. Notes will also be provided to the trainees that can help them in the recollection of important points in relation to the training (Morton et al., 2017).
The technology that will be made use of for training the employees of Medtronic Australia is that of video-based training (Burwell, 2015). The employees will be shown certain visuals with the help of the projector that can help in attracting the attention of the trainees.
The training program will be held at a hall that is near Medtronic Australia as it will be convenient for all the employees to attend. The hall would have the facilities of wireless access that would help in carrying out the training program. The hall would help in providing the facilities of large amount of wall space that can help in hanging the flip charts.
The staff that will be required for the training is that of a trainer who would be responsible for carrying out the training program. He will also be accompanied by an assistant who is proficient in the areas of technology who would help in relation to handling of the data projector along with the audio system. He can look after the facilities of internet access in case there is a problem.
According to me, the budget of the training will have to take into consideration the amount of money spent on the trainer, for technology and for renting the hall. The amount spent on trainer was Australian $ 800, on technology an amount of $ 500 was spent and the amount that had to be paid for the renting of the hall was around $ 500. The total budget that will be required thus comes around to around 1000 Australian $.
Management support:
In many cases it has been observed that the management does not consider the training to be a necessary element. The management is not willing to invest their money on training programs. The management fails to understand the need of trainings in the organization. They are not willing to invest on their employees. During cost cutting the first thing that is eliminated from the list is the training programs. The employees must be groomed, in terms of their body language so that understanding their job roles becomes easier for them. The biggest barrier might come from the management while they are unwilling to take initiative to conduct or to plan a training program. This will act like a barrier in the process of innovation. Apart from this the training program can keep the employees happy and satisfied (Noe et al., 2014).
Method of Delivery of the Training Program
Perception and participation:
The managers who are expected to be the participant of the training program have a different perception before taking the training. They are not willing to accept the new learnings that are given in the trainings. The managers who follow the autocratic rule are unable to adapt the transformational style of leadership. They are sometimes unable to change their perception. This is the reason their participation remains no value. This can be one of the biggest barrier. Many are unwilling to participate in the training program. This results in the waste of time of both the trainer and the organizers of the program. Hence, it might lead to less or no training programs as the organizers are unable to get fruitful results (Gentry et., 2014).
Finance;
The finance is the biggest barrier in the case of the training programs. The management is unwilling to invest in the training programs. In case of outdoor training the cost can be a bit costly. The company needs to take the staffs to a costly venue and they are supposed to provide them with standard accommodation and food. Apart from the company is required to appoint a professional trainer that would cost high to the company. However this is a onetime investment. Many company fails to understand the same and they are not willing to recruit a trainer. This turns out to be a barrier in organizing training programs (Lee & Steers, 2017).
Conflicting priorities:
The organization must understand and they should make their list of priorities. Many organizations think their priority is production and profit. They only prioritise their income and not the expenditure. The needs of trainings are not prioritized and this is the reason the skill of the employees are not developed. This acts as another major barrier. Training programs should be inclusive in the priority list of the organization. The development of the skills of the employees can be improved only with the help of training programs that serves as a means of motivation to them (Gurdjian, Halbeisen & Lane, 2014).
Conclusion
Training is the process of providing guidance to the employees or the workers who are new to field of profession. This is intended to increase the skill of the employees and the capacity of the members of the staffs. For each and every position in the industry training is therefore required. It is important to guarantee that the employees provide the best service and in order to do so they require skill, knowledge and motivation, which is possible to get only through trainin
Qualities of the Trainer
References
Bompa, T. O., & Buzzichelli, C. (2018). Periodization-: theory and methodology of training. Human kinetics.
Burwell, S. M. (2015). Setting value-based payment goals—HHS efforts to improve US health care. N Engl J Med, 372(10), 897-899.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The importance of developing strategies for employee retention. Journal of Leadership, Accountability and Ethics, 12(2), 119.
Drummond, M. F., Sculpher, M. J., Claxton, K., Stoddart, G. L., & Torrance, G. W. (2015). Methods for the economic evaluation of health care programmes. Oxford university press.
Duckett, S., & Willcox, S. (2015). The Australian health care system (No. Ed. 5). Oxford University Press.
Frich, J. C., Brewster, A. L., Cherlin, E. J., & Bradley, E. H. (2015). Leadership development programs for physicians: a systematic review. Journal of general internal medicine, 30(5), 656-674.
Fujimori, M., Shirai, Y., Asai, M., Akizuki, N., Katsumata, N., Kubota, K., & Uchitomi, Y. (2014). Development and preliminary evaluation of communication skills training program for oncologists based on patient preferences for communicating bad news. Palliative & supportive care, 12(5), 379-386.
Gentry, W. A., Eckert, R. H., Munusamy, V. P., Stawiski, S. A., & Martin, J. L. (2014). The needs of participants in leadership development programs: A qualitative and quantitative cross-country investigation. Journal of Leadership & Organizational Studies, 21(1), 83-101.
Gurdjian, P., Halbeisen, T., & Lane, K. (2014). Why leadership-development programs fail. McKinsey Quarterly, 1(1), 121-126.
Henoch, I., Strang, S., Browall, M., Danielson, E., & Melin-Johansson, C. (2015). Development of an existential support training program for healthcare professionals. Palliative & supportive care, 13(6), 1701-1709.
Hope, A. A., Hsieh, S. J., Howes, J. M., Keene, A. B., Fausto, J. A., Pinto, P. A., & Gong, M. N. (2015). Let’s talk critical. Development and evaluation of a communication skills training program for critical care fellows. Annals of the American Thoracic Society, 12(4), 505-511.
Johnson, M. O., & Gandhi, M. (2015). A mentor training program improves mentoring competency for researchers working with early-career investigators from underrepresented backgrounds. Advances in Health Sciences Education, 20(3), 683-689.
Kumar, V., & Pansari, A. (2015). Measuring the benefits of employee engagement. MIT Sloan Management Review, 56(4), 67.
Lee, T. W., & Steers, R. M. (2017). Facilitating effective performance appraisals: The role of employee commitment and organizational climate. In Performance measurement and theory (pp. 75-93). Routledge.
McCullough, M., Campbell, A., Siu, A., Durnwald, L., Kumar, S., Magee, W. P., & Swanson, J. (2018). Competency-based education in low resource settings: development of a novel surgical training program. World journal of surgery, 42(3), 646-651.
Morton, P. G., Fontaine, D., Hudak, C. M., & Gallo, B. M. (2017). Critical care nursing: a holistic approach (p. 1056). Lippincott Williams & Wilkins.
Mossialos, E., Wenzl, M., Osborn, R., & Sarnak, D. (2016). 2015 international profiles of health care systems. Canadian Agency for Drugs and Technologies in Health.
Noe, R. A., Wilk, S. L., Mullen, E. J., & Wanek, J. E. (2014). Employee Development: Issues in Construct Definition and Investigation ofAntecedents. Improving Training Effectiveness in WorkOrganizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), 153-189.
Pollock, R. V., Jefferson, A., & Wick, C. W. (2015). The six disciplines of breakthrough learning: How to turn training and development into business results. John Wiley & Sons.
Stoddart, G. L., & Evans, R. G. (2017). Producing health, consuming health care. In Why are some people healthy and others not? (pp. 27-64). Routledge.
Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), 393-412.
Thomas, P. A. (2015). Curriculum development for medical education: a six-step approach. JHU Press.
Tracey, J. B., Hinkin, T. R., Tran, T. L. B., Emigh, T., Kingra, M., Taylor, J., & Thorek, D. (2015). A field study of new employee training programs: industry practices and strategic insights. Cornell Hospitality Quarterly, 56(4), 345-354.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
