Question

HSAE610 Human Resource Management

The Fourth Practical Assignment

Learning Needs Analysis

• Job Title: Pharmacist In General Hospital

• Learning Needs Assessment:( What are the development and training needs required for a position (Pharmacist In General Hospital), at the individual level, job level, and organization level? )

Answer 1

The development of training needs to be required for pharmacist in a general hospital at all levels individual, job & organization, but before assessing the needs required for the training, its important to know the following developments in this industry:-

• In this modern pharmaceutical industry where there are several regulatory bodies, they view the products which should be safe & effective before they are marketed to patients & sold.
• The employees at the pharmacist need to be trained in a manner to meet the requirements of the pharma industry. Here such training effectiveness programs lead to imparting the employees with responsibility with utmost care & commitment.
• In the health care products industry, each employee needs job-specific training as technical skills, Standard operating procedures (SOP's) & awareness of Good Manufacturing Practices (GMP).
• So here the training help in meeting compliance, consumer safety, product quality & employee development at all levels. So here the GMP has provided regulatory guidelines for proper training for not only production workers but as a pharmacist at all levels in this industry.

Following are the necessary steps involved in the development of training needs to be required for pharmacist in a general hospital at all levels individual, job & organization-- Here the effective training module will always provide the scope to understand & learn the importance of training starting from personnel to each level as to curb the human errors caused with the proper training system as below mentioned steps:-

1) Procedural overviewing & Training designing/planning model-

• Here the training need identification takes place, preparation & maintenance of training planner undergoes with requirements as to training programs, validation of training.
• Effective implementation of training programs, assessing & evaluating the training & feedback.
• Retraining by periodic review of the training program by maintaining training records & documenting it & retaining it for the future. ( Here its a task of thinking before doing).

2) Training Needs identification-

• Here the training needs are identified by respective HOD's to identify the training requirements periodically by going into the needs of personnel working with a skill gap analysis.
• It can be identified by area of operation/function of the employee based on specific skill required, annual employee appraisal process, change in regulatory framework or feedback from various levels in the organization so on.
• Sometimes as per the need, the qualitative methods of training needs identification can be applied with prior authorization from top management teams to use interviews with the questionnaire system. So this can be identified with a representative of the training or personnel department & concerned employee at levels.

3) Preparation of Training Planner, Training design, selecting the trainers & training program as per needs-

• Here the annual training planner needs to be prepared & updated for quality assurance by prior researching in the Job description at each level of employees & thier skill required, Adequate experience to perform the job well.
• Then the training plan has to be designed for the course of training required at all levels as per presentation, case study, demonstration or any other activity.
• After that selection of the trainer undergoes as per needs which is critical as for the success of training at levels. The trainer should be having relevant subject knowledge & experience in this field of medicine, comply with GMP guidelines, pose with relevant skills & certified as a qualified trainer.

4) Going with training programs as per needs-

• Here phase 1 starts with general orienting the new recruits where the training is given with a view to facilitating entry into the organization, adjust with the systems & procedures as followed.
• Then phase 2 is of specific orienting the new recruits in each area of the specialized departments, from maintenance to operations & with product quality. Here the induction training can be carried out for individual departments to another as to map - work-specific area training, GMP training, OJT (On the job training), SOP training, Safety & hygiene training, Job rotation training, Training as to contract / temporary employees.

5) Finally going for validation & assessment of training programs as per needs-

• Here the several assessment methods are used to check the training program happens successfully or not as per requirements at all levels by going into total examinations, oral & written or using computer-based assessments.
• Retraining & periodic review of training is undertaken to keep a check-in with the management of pharmacist and related to it for in safety & ensuring the satisfactory performance at all levels by going in maintaining the training records for retention.

Therefore to conclude the training as a subject at all levels is the prime factor to be undertaken to manage the workforce at a pharmacist in a general hospital to the best of the abilities and check the effectiveness of training programs to ensure the employees are equipped with it at all levels.