Introduction
Any organization’s success depends on its employees’ professionalism in a modern, constantly changing world. Managers no longer ask whether it is necessary to train staff. Personnel training is one of the most critical aspects of the successful operation of a company. The Training Program identifies gaps in the organization’s functioning and identifies the key, provocative event with which the model begins to function (Burley).
Definition of a Trigger Event and Its Role in Identifying Training Gaps
The definition of a trigger event allows one to understand what gaps need to be filled with training. One of the key theoretical aspects of this model is its focus on operational performance analysis. This concept includes two types of workers’ responsivity: actual (AOP) and expected (EOP) operational performance (“Operational Performance Analysis”). By evaluating these factors, the manager can determine whether to implement the training program in case of inconsistent parameters.
To identify a trigger event, it is necessary to monitor the company’s operational performance (“Operational Performance Analysis”). Using various metrics, the manager can quickly identify the trigger event, which will provoke a more rapid response to the current problem. The trigger event itself can be absolutely anything. Its main feature is the indicative discrepancy between the parameters mentioned above.
Example of a Trigger Event in Healthcare
As part of the analysis, an example of a trigger event in the healthcare sector can be given. The model that will be discussed is related to the work of nurses and the introduction of portable diagnostics to facilitate access to medical services. The introduction of this technology was not so problematic for hospital management since the machine itself is intuitive.
Expected Operational Performance
The medical organization expected that the EOP would increase as nurses significantly reduced the time they spent using diagnostic tools. However, in practice, the situation is different. Nurses generally could not quickly adapt to the device, and the quality of their work has declined significantly. Complaints began to occur, and even situations could threaten patients’ health.
After that, a program was developed to train medical personnel to work with the new technology. The five stages of the program design were followed: analysis, design of the training program, development (appraisal), implementation, and evaluation. The feedback on the nurses’ and patients’ needs and speed of response was estimated during the evaluation phase.
Actual Operational Performance
In the described case, the triggering event is implementing the new technology in an unprepared professional environment. The AOP is the worsening patients’ responses due to the lack of experience working with the latest technology. AOP may also include the patient’s inconveniences and complaints.
Such a situation is the direct opposite of the established EOP. It was expected that the speed of the procedure would be increased with the help of new technologies. The EOP also alleviated nurses’ workloads due to the convenience of technology appliances. However, as a result, the nurses had to overcome more challenges due to the need for more training.
Conclusion
The Training Design Model is essential to consider in any management setting. It allows the identification of the triggering event by evaluating AOP and EOP settings. The model can be extensively applied in any organizational condition, contributing to increasing general performance. The universality of the model allows us to use it in different settings. Summarizing my triggering event, it was the practical implementation of new technology. AOP was the complaints and increased workload, while EOP included the opposite results.
Works Cited
Burley, Kermit. “The Five Phases of Training Model.” eHow, 2019. Web.
“Operational Performance Analysis.” StudySmarter. Web.