Current Situation
Wariad Healthcare Centre is a healthcare facility specializing in medical billing. Currently, the healthcare facility has weak programs for effective and complete training of its employees. The present human resource management department has policies that do not optimally reinforce training and development among the employees.
As a result, the facility loses its staff to its competitors due to lack of a successful training program. In many jurisdictions, it is mandatory to have an independent training and development management function in an institution. Reflectively, design and skill development are the nerve centre for skilled and competent labor force.
Unfortunately, there are scenarios where the human resource management department of the facility is not very efficient and therefore fails to take up key control issues in time. There is no proper schedule for periodic and continuous employee training and development within the facility, which has a quantifiable module for tracking the feedback and level of engagement among the employees.
As a result, it is almost impossible to monitor the performance of each employee against the set targets. Besides, the lack of training and development may be attributed to low employee morale and redundancy at the organization. It is therefore necessary to establish the most appropriate and sustainable training and development strategy for the facility to monitor and micromanage its employee performance.
Problem Statement
Despite the fact that the facility spends several millions in training seminars and internal programs, the training modules have not been modified to fit within the organization’s corporate culture.
Therefore, this research paper will establish the most appropriate approach that the facility should adopt to improve on its training and development strategies. The facility will greatly benefit from appropriate training and development strategies, which translates into better employee growth and development, affirmative action, and client satisfaction (Chan & Mcallister, 2014, p. 47).
Research Objective
This paper attempts to explicitly review the human resource management strategies in the facility in terms of effectiveness of the training programs.
The primary aims and objectives of this research paper will be to provide sufficient information to the human resource management department of the facility on the real management problems that has facilitated the occurrence of poor performance among the employees, as a result of ineffective employee training programs.
This research will assist the facility to implement effective employee training strategies that promote efficiency and sustainability of employee performance feedback in the medical billing duties. It will be a compilation of best human resource management strategy practices as part of effective training (Allan, 2009, p. 26).
Research Questions
- What is lacking within the training planning at the Wariad Healthcare Centre?
- What factors of human resource training has not propelled the Wariad Healthcare Centre to its optimal success route?
- How does the Wariad Healthcare Centre deal with different challenges with its employee training planning?
- What could be the reasons behind constant employee resignation, despite the attractive remuneration packages?
Hypothesis
The independent variable is employee training while the dependent variables are effective programs and employee performance. Employee training is significant towards determining the output of the employees. However, the elements of effectiveness of training programs may determine the actual employee performance (Schraeder & Jordan, 2011, p. 7). From the above variables, the hypothesis for the research is;
Null hypothesis: Different employee training programs have an influence on the quality of employee performance at the Wariad Healthcare Centre.
Alternative hypothesis: Different employee training programs does not have an influence on the quality of employee performance at the Wariad Healthcare Centre.
References
Allan, L. (2009). Training needs or training wants analysis? Training and Development in Australia, 36(2), 25-27.
Chan, M., & Mcallister, D. J. (2014). Abusive supervision through the lens of employee state paranoia. Academy Of Management Review, 39(1), 44-66.
Schraeder, M., & Jordan, M. (2011). Managing performance: A practical perspective on managing employee performance. The Journal for Quality and Participation, 34(2), 4-10.