person can be used to improve training for

person is recruited to the job, making sure they have the right skill mix to do the role. This is extremely effective and will help an organisation prevent mistakes and recruiting the wrong person, which can be costly. The framework can be used to improve training for existing employees as it will identify any learning gaps within the team, which can guide more focused learning for the individual. “Competency frameworks, when done well, can increase clarity around performance expectations and establish a clear link between individual and organisational performance.” CIPD. (2018). Competence & Competency Frameworks | Factsheets |CIPD.onlineAvailableat: Accessed 7 Nov. 2018.

At RTH the identification of training needs should be undertaken initially when an individual is newly appointed to a role and is an ongoing process. It is a joint responsibility between the line manager and the individual employee to be actively involved with learning and development. The manager is responsible for managing his/her direct report’s performance and assessing their learning and development needs. In addition the HRD at RTH have been working collaboratively with the Director of Patient Services to complete a competency framework initially for the clinical staff to assess training needs. The framework will help RTH to identify skills and gaps within a team, assess the training requirements needed and then decide what new skills need to be developed. Once the competency framework has been completed for the whole workforce it will be used fundamentally as a benchmark for recruitment, appraisals and staff development.

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There is one essential piece of training known as Mandatory Training that all staff should complete as this type of training is required by law or where a statutory body has instructed an organisation to provide training on the basis of specific legislation (i.e. the Health and Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations 1999). This also ensures employees have the knowledge to maintain a healthy and safe working environment for themselves and colleagues. “Mandatory training is compulsory training that is determined essential by an organisation for the safe and efficient delivery of services.” The Royal College of Nursing. (2018). Training statutory and mandatory | Advice guides | Royal College of Nursing. online Available at: Accessed 7 Nov. 2018.

At Royal Trinity Hospice all employees need to complete a suite of mandatory eLearning courses. These courses are assigned to an individual using the HR database and kept updated accordingly by HRD. We are then able to run reports to check compliancy. This mandatory training must have been completed within 6 months of commencement of employment and repeated within specified times in accordance with the Mandatory Training Grid. If mandatory training has been completed within the NHS or other CQC regulated health and social care organisations during the last 1 or 2 years (depending on the timeframe for repeated training) it may not need to be repeated until an update is required if the employee can provide proof of attendance/learning. At RTH it is not possible to successfully complete your probationary period if you have not completed all of your mandatory training requirements

During recruitment, employers look for a variety of skills which can be broadly categorised as hard of soft skills. Hard skills are teachable abilities that are easy to measure such as typing, writing, maths, reading and able to use software programmes. Soft skills are known as interpersonal skills and are harder to measure such as communication, ability to get on with people and leadership skills. Soft skills are becoming more important in the workforce. As organisations develop for the future they need to ensure they remain competitive and for their workforce to be able to work collaboratively together. An employee’s attitude and emotional intelligence are the key soft skills needed for career development.


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