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Training & Development
Transcript of Training & Development
Who are we?
The Mater Foundation challenges, inspires and engages people, organisations and businesses to partner with the Mater Hospitals and Mater Research, to extend the boundaries of health care and medical research.
www.materfoundation.org.au, accessed 27 February 2013
Keys, B. & Wolfe, J. (1988). Management Education and Development: Current Issues and Emerging Trends. Journal of Management, 14, 205-29
Training & Development practices of
The Mater Hospitals were established by the Sisters of Mercy in Brisbane in 1906 and now care for more than half a million babies, children and adults each year. The Mater is committed to providing compassionate health care with an emphasis on the founding values of the Sisters of Mercy - dignity, mercy, care, commitment and quality.
Vision, Mission & Purpose
Vision: Investing in a future of exceptional health care and medical research.
Mission: Mater Foundation supports compassionate health care for our community by promoting and funding the prevention and control of disease in people of all ages.
Purpose: Supporting compassionate care for their community by promoting the prevention and control of disease.
Mater Foundation Objectives
High quality nursing, medical and paramedical care and necessary support services
Continuing education, orientation and in-service programs:
(i) generally, to enable all hospital personnel maintain their knowledge and skills and;
(ii) specifically, to improve the service of individual departments of Mater;
The highest standard of patient care which is in accordance with sound Catholic teaching and which is concerned with the total well being of all patients;
Research programs to enhance all services within the goals of introducing challenge into the environment, and change as desirable, in accordance with modern technology and which will improve patient care;
The education of medical undergraduates and post graduates, student and graduate nurses, student and graduate members of the paramedical and non-medical disciplines;
The development, improvement and acquisition
of property and facilities associated with the
provision of health care services;
Events & Campaigns
Throughout the year the Mater Foundation holds a number of exciting events and fundraising campaigns. Supported by the community, businesses and mater staff, each successful project is an investment in their patients, researchers and the community.
Training & Development represent a planned effort by an organisation to facilitate employees learning of job related skills and behaviours (Keys & Wolfe, 1988)
"A planned effort by a company to facilitate employees learning of job related competencies" (R.A Noe, 2002)
"Preparing workers for the future by improving characteristics such as formal education, job experience, personality, business relationships, networking & social skills" (R.A Noe, 2002)
R.A. Noe, employee Training & Development, McGraw Hill (New York, 2002) pp.4-5
By Nicole Joyce & Jasmine Kamakaris
www.youtube.com.au/smilingforsmiddy7in7, accessed 27 February 2013
Levels of analysis for understanding approaches to training and development
Nickson, D. (2006) Human Resource Management for the Hospitality and Tourism Industries, Butterworth-Heinemann, UK
The principles of the Investors in People Standard
Original Source: IiP (2004: 5), reproduced in Nickson, D. (2006) Human Resource Management for the Hospitality and Tourism Industries, Butterworth-Heinemann, UK
with permission of Investors in People UK, 2006
liP (2004: 5), reproduced in Nickson, D. (2006) Human Resource Management for the Hospitality and Tourism Industries, Butterworth-Heinemann, UK
with permission of Investors in People UK, 2006
Before training what necessary steps should HR/Management take before conducting training with employees?
How important do you think training programs are for employees and organisations? Why?
How do you think employee development is encouraged?
Do you think that Mater Foundation meets their objectives in terms of personal Training & Development for their staff?
In a few words, describe what your understandings are for Human Resources Development? Express your thoughts.
Does your work place have an induction/orientation program? Do you think this helped/ would have helped you feel more welcomed?
Is training offered to gain skills needed for promotion by your organisation? Do you need to seek this training yourself, or does management decide who undertakes it?
Have you undertaken an apprenticeship/traineeship? Would you? Why or why not?
As a manager, would you offer extended training to your staff? Why/ why not?
What training have you done to obtain/keep a job?
Or to obtain a promotion?
“Effective recruitment and selection takes time and costs money.
Careless handling of new recruits can render this effort easily into waste –
when all it takes to keep them is a well structured induction program.”
(Study Guide, 2013)
10 reasons to train staff
at the Mater Foundation
“The training and development of staff members increases
the job knowledge and skills of employees at every level and therefore
increases the productivity of employees.”
Training offered to Mater Foundation Staff
Staff at the Mater are able to seek additional training, or may be offered additional training at their monthly performance reviews.
The most common certificates offered are those in First Aid, Administration (MS Office applications)
However staff are able to seek training in specific areas such as Fundraising or Event Management.
The Mater Foundation does not offer apprenticeships or traineeships, but is consistently looking for volunteers to assist with events.
These volunteers receive hands on experience in a range of areas, particularly events.
Thanks for participating in our presentation on "Training & Development based around the Mater Foundation. Please answer any of our questions on the discussion forum or ask us anything you may want to know about the Mater Foundation.
Induction can include:
1. Increase Productivity
2. Reduce employee turnover
3. Decrease need for supervision
4. Increase ability to incorporate new technologies
5. Increase safety to decrease work related injury and/or illness
6.Maintain employee credentials/certifications
7. Help employees meet new responsibilities
8. Increase job satisfaction, morale and motivation
9. Enhance company image
10. Enhance risk management
History of organisation
Objectives and Ethics
Appearance Standards - Dress code/uniforms
Rules and Regulations of Organisation
Health and Safety measures
Introduction to supervisors and management
Introduction to co-workers
Tour of the working environment
Australian Apprenticeships are the best way to combine training and employment, and lead to a nationally recognised qualification.
They are available to anyone of working age, school based apprenticeships, school leavers, those re-entering the work force or those wishing for a change in career and do not have any prerequisites.
Orientation at The Mater Foundation consists of
Employee's given a brief history of the Mater Foundation
Heath and Safety Information
General information about superannuation, benefits and payroll
Introduction to fellow colleagues
Shown their work space and provided with everything they may need to fulfill their position
Is the HR practice strategic?
Does it help the company achieve it's mission and objectives?
Investors in people standard
Staff at the Mater have distinct learning styles, personality types, and temperaments. These three components create a learning profile that effects daily working relationships
Challenges faced by the Mater Foundation include ever changing demographics, globalization, and technology which has led to a dynamic and competitive workforce
Learning profiles differ from individual to individual. Developing a dynamic learning team can be a great challenge for the organisation.
Lastly, resistance to change is another challenge. Employees may resist the organisation's training & development initiatives because such initiatives bring about change.
A failure to identify the specific needs of learners and for learners to own their own development needs
Objectives set by trainers, rather than the learners
Little acceptance by learners of the need to take responsibility for their own development
Constraints of time for preparation and participation in learning events
A failure to follow through learning beyond an event or course
Failing to achieve high value via transfer of the learning
A few problems that may occur when it comes to training & development:
A few recommendations For Mater foundation based around training and development:
Skill Advancement Workshop-Organizations must integrate a refresher course of an employee's current skill set and introduce new programs, computer software and new technological systems and begin retraining employees on the new systems this method would be used as a tool to prevent change resistance from employees.
Employers should develop a comprehensive employee training model that will explain the various job functions, roles and responsibilities of each position, company policies and procedures, legal and regulatory standards
During orientation, new employees would experience hands-on training, theoretical applications of the overall functionality of the company's business practices in a class-room type setting
Essentially the Mater's Objectives are to provide the highest level of care possible by highly trained and competent staff.
The Human Resource Strategy of Development and Training allows these objectives to be met, and by continually offering training to staff they will continue to be met into the future.
D. Burbridge, personal communication, March 10, 2013
Training & Development