Organizational learning is an integral part of the success of any organization. To provide quality services, employees must undergo a process of training and knowledge sharing within the company. There are many methods of implementing such procedures, allowing organizations to choose the most appropriate technique for their type of activity. This paper aims to analyze the development of employees both in theory and practice in the context of the Orlando Health Hospital System.
The effectiveness of a company’s personnel training methods depends mainly on the context in which the educational processes occur. Nevertheless, there is a list of the most common techniques, among which one can highlight, for example, instructor-led training, eLearning, and role-playing (Bleich, n.d.). Although different practices may be relevant in other contexts, lecturing is noted as the least effective approach (Bleich, n.d.). This is because lectures do not involve active interaction with the instructor. Among the most effective techniques are usually hands-on and management-specific training. They allow workers to most closely combine theory and practice in the first case and to merge several different methods to meet the needs of managers in the second. These advantages are one of the main reasons why companies such as Amazon and AT&T use these approaches. Both corporations actively employ modern technology advances to implement eLearning and focus on developing leadership and management skills (“27 of the best training programs,” 2021). Another example is Texas Instruments, which utilizes hands-on training to demonstrate processes in different parts of the company.
The company studied in this paper, Orlando Health, uses similar techniques. In the context of this organization, the central program aimed at employee training and development is the Registered Nurse Residency Program. It lasts for the first year for a nurse at Orlando Health and allows new employees to work with mentors to gain professional and leadership skills (“Registered nurse residency program,” n.d.). In addition, the company has participated in a Health Equity Training program focused on knowledge sharing between professionals (“Orlando Health,” 2022). It is worth noting, however, that while such training programs are available, they are far from ideal and have some significant limitations.
First, nursing work involves pressure and urgency, which significantly complicates the learning process. Despite the best efforts of the mentors, the adjustment process does not go as smoothly as planned. In addition, such training sessions are prescheduled, reducing the nurses’ free time. From my perspective, it would be more effective to integrate the training and adaptation process directly into the workplace by involving mentors in the work of new staff members. In this case, the nurses’ workload could be reduced, which should positively affect their productivity. Furthermore, it appears to me that such programs should be expanded beyond the first year of employment to maintain learning consistency.
Nevertheless, it should be noted that nursing performance does improve with the successful completion of the program. This is primarily due to the high-quality training material, use of simulations, and other practical educational techniques (“Registered nurse residency program,” n.d.). The interaction with cutting-edge technology and current research allows nurses to be more innovative in their approach to patient care. In addition, the course actively develops leadership and management skills. However, such results can only be achieved by completing the program in its entirety, which is somewhat challenging given the enormous number of responsibilities and pressures.
Thus, organizational training is indeed an essential process for any company because it allows employees to learn new skills that enable them to perform their functions better. Some of the techniques are much more effective, such as hands-on and mentor training. However, much also depends on the organization’s scope, which can impose its limitations. This is clearly illustrated by the example of Orlando Health, which, despite its efforts at organizational training, is having some difficulty implementing these initiatives because of the nursing work features.
References
27 of the best training programs companies offer. (2021). Indeed. Web.
Bleich, C. (n.d.). Top 10 types of employee training methods. Edgepoint Learning. Web.
Orlando Health, United Way of Broward County and Moffitt Cancer Center complete pilot for a Health Equity Training Program, begin sessions across the state. (2022). Moffit Cancer Center. Web.
Registered nurse residency program. (n.d.). Orlando Health. Web.