Learners and their workplaces: towards a strategic model of flexible delivery of training in the workplace

Smith, Peter

doi:10.1080/13636820100200180

Cited by 20 publications

(25 citation statements)

References 19 publications

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“…The all-time existence of LMS ensured the training of new employees with least efforts. In general, the learners and workplaces are not well prepared for training; therefore, we need to prepare them for flexible training delivery [35,47].…”

Section: Identification and Management Of The Challenging Dimensionsmentioning

confidence: 99%

“…The learners and their workplaces are often not well equipped to meet the demands of effective flexible delivery of training [34]. The learners should be motivated for self-directed learning with a minimum dependency on instructors [35]. Similarly, the workplace needs to be prepared by developing clear training policies, training structures, and trainers' development for supporting the learners [33,35,36].…”

mentioning

confidence: 99%

“…The learners should be motivated for self-directed learning with a minimum dependency on instructors [35]. Similarly, the workplace needs to be prepared by developing clear training policies, training structures, and trainers' development for supporting the learners [33,35,36].We had a situation to train 4000 diverse employees of a quaternary care hospital that implemented Electronic Medical Record/Health Information System, hereafter EHR/HIS. The training of all 4000 employees should complete in two months' time.…”

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confidence: 99%

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Deployment of an in-house designed training process in a quaternary care hospital

Kumar

Bhatia²,

Chiang

2013

THC

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BACKGROUND: Healthcare providers, such as doctors and nurses, have been famous for high resistance to change. A careful change management plan, particularly training process, is utmost necessary. A quaternary care hospital in India changed its system, from manual to Electronic Medical Record/Health Information System (EMR/HIS). The hospital management wanted to train its 4000 diverse end-users on the EMR/HIS in two months' time. OBJECTIVE: This paper describes an in-house designed training process and its deployment in the given healthcare organizational settings. METHODS: We designed a training process named DRIPDA. The training process was deployed to train 4000 end-users of EMR/HIS, in the quaternary care hospital. Various factors, such as methods and tools of training, constraints of trainees, trainers, and organization were considered while deploying the training process. The effectiveness of the DRIPDA was assessed using the Kirkpatrick model. RESULTS: End-users received training on the new system only in 25% of estimated time and 28% of the projected expense, without having any distraction in their usual workflow, or any productivity loss. CONCLUSION: We found that the DRIPDA training process could train all employees effectively and efficiently. A decent training process can help in managing the change, thereby reduce the training time and cost. A. Kumar et al. / Deployment of an in-house designed training process in a quaternary care hospitalin a short time, without compromising productivity of the current system [7,10]. It is the way to empower employees to receive and adopt changes in their current business environment [11]. The change management team usually gets involved in processes, such as readiness assessments, communication, trainings, resistance management, data collection, and feedback analysis [12,13]. To provide training is one of the vital responsibilities of the change management team. The change management team uses a structured approach to a transitioning organization, group, or individual, from the given condition to a desired future condition [13][14][15]. However, the delivery of training becomes a challenge, in case, large and diverse user base requires training. The situation worsens even further if time and budget are limited. Unfortunately, the change management team often faces the difficulties of less budget and time because the earlier phases of the project always ran over budget and time [16][17][18]. The diversity in the end-users' job profile (doctor, nurse, pharmacist, storekeeper, front-office employee, quality team, secretary, clerical staff, and employee on demand), different duty timings, employee attrition, new employees, and lack of training infrastructure are some other difficulties that a change management team may face [19][20][21][22].Therefore, preparing an effective and efficient training process becomes necessary, when we have a limited time and budget, and diverse large user base in the workplace [23][24][25]. The significance of training increases even furthe...

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Section: Identification and Management Of The Challenging Dimensionsmentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

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Deployment of an in-house designed training process in a quaternary care hospital

Kumar

Bhatia²,

Chiang

2013

THC

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“…2001) critiqued recent flexible learning initiativesin Australia and concluded that while on-line or internet based flexible learning packages can reap rewards, there are limitations, whereasSmith (2001), found "vocational learners are not typically self-directed, and prefer training in a structured and social environment, with guidance from instructors and peers" (p. 609) Lomine (2002). identified five myths of why hospitality and tourism teachers are reluctant to introduce online learning and teaching activities, andGillespie and Baum (2000) outlined best practice teaching methods which included the inclusion of an interactive CD-Rom in a food and beverage course.The integration of e-learning flexibility within hospitality studies has added new dynamism and reflects the industry's vitality.…”

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confidence: 96%

Utilising Flexible Learning Packages to Enhance Teaching Effectiveness: A New Zealand Case Study

Roberts

Williamson

Neill

2006

Journal of Hospitality & Tourism Education

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“…Industry personnel are proud of being part-time teachers in college. Part-time teachers usually work in the evenings [6]. High-level experts in the industry accept the invitation of Institute for regular or irregular technical presentations.…”

Section: Industry Participates In the Whole Process Of Tafe Collegesmentioning

confidence: 99%

Research On the “Cooperative Education” Model Cultivating In Higher Vocational Education

Yu¹

2012

IJEME

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At present, there are many problems with the cooperative education model in China. Some of these are external environment, and there are also some problems in the process of cooperation, which requires common solutions among government, industry, schools and businesses. To ensure the cooperative education develops effectively, the successful experiences of foreign countries should be adopted to establish a protection mechanism and explore specific measures to ensure both school and enterprise benefit from it. This paper firstly defines the concept of cooperative education model. Secondly, it reports on the different policies implemented in western countries, and then thirdly proposes the principles and basic framework of building cooperative education. Finally some measures are proposed to address the present problem of cooperative education model. The study substantiated the meaning of cooperative education model, and suggested that China needs to seek its own development path for cooperative education.

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Learners and their workplaces: towards a strategic model of flexible delivery of training in the workplace

Cited by 20 publications

References 19 publications

Deployment of an in-house designed training process in a quaternary care hospital

Deployment of an in-house designed training process in a quaternary care hospital

Utilising Flexible Learning Packages to Enhance Teaching Effectiveness: A New Zealand Case Study

Research On the “Cooperative Education” Model Cultivating In Higher Vocational Education

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