“Improving Health Worker

Performance: Training and

Development”
Imelda Lintang Utami
 Training Definition
•William G. Scott defines training as an
activity aimed at developing leaders to
achieve greater individual work
effectiveness and better interpersonal
relationships within the organization, and
adapting the leader to the context of the
entire environment.

•According to Andrew E. Sikula,

employee training is a short-term
educational process, using a systematic
and organized procedure, in which non-
managerial personnel learn technical skills
and knowledge for a specific purpose.
We can conclude that training is
a process for new or existing
employees to improve their
skills to carry out their current
job .
Development Definition
Here is your subtitle Mathis (2002) states that
development is an effort to
improve the ability of
employees in the work
environment to deal with
various assignments.

Ranupandojo and Hasan (2004)

stated that employee
development is often interpreted
as efforts to improve skills and
general knowledge for
employees so that the
implementation of achieving
goals is more efficient.
Employee development is defined as the process by which an employee,
with the support of their supervisor, undergoes various employee
training programs to improve their skills and acquire knowledge, as well
as new skills.
 What’s the difference between training and
development?
Training
Increase the mastery of the employee's expertise
Used on particular job and currently work.
It is short term process
Initiative is taken by the management
E.g : Trainings on communication skills,
Technology Training, COVID-19 vaccination
training for health workers, and so on
Development
Preparing employee to master new skills
Prepare employee to hold different jobs and
usually require greater responsibility.
It is continuous process
Initiative is taken by an individual.
E.g : Participating in conferences, Formal
Education (Scholarship)
Training and Development Goals
Training Development

Reduce learning time . Improving the quality of the employee.

Help solve operational problems. Increase in labor productivity.

Update individual abilities about Accuracy for HR planning

technological developments. .

Effectively utilize the latest Work safety

technologies.
The training and development impact on health sector
.
also, the role of training and development program is to
construct healthier working environment that improves
and increase the level of motivation, commitment
and loyalty of employees

Happy and satisfied employees help organization to

perform better reaching organization’s goals.
Types of Training and Development
Onboarding New Employee
This training aim is to introduce
employees about organizational structure,
goals, process, rules, norm, princypal,
control, and system in hospital.
Managerial Skill
This training aims to reduce the gap
beetwen individual ablitity and
organization’s goals. Managerial skill can
be done at various levels, including by
monitoring the leadership skill and
teamworking
Experience
In this type of training and development program,
employees are given the opportunity to hand on new
experiences so they will get new and more various
assignments, which are different or even opposite to
their regular assignments.
Risk Management
This type of training and development is
designed to reduce risk for example
acident or unsafety behavior specialy in
hospital. These program contains work
safety, safety information, and compliance
to the operational procedure.
Knowledge Management
This type of training carries out the
process of developing, retaining, utilizing,
and transferring knowledge from senior
employees to juniors.
Education
This program can be done by providing internal
training or sending employees to attend training
outside hospital or also providing opportunities
(scholarships) to take further formal education
TRAINING STEPS

Need A Define
nalyses Goals
Determi
ne Meth
Implement od
ation Monitor
Types of Needs Analyses
(1) Organization analysis

(2) Task analysis

(3) Person analysis

(1) Organization analysis (2) Task analysis (3) Person analysis
2 main things to determine: Person analysis helps to identify
The process of determining at
employees who need training,
a) Importance  related to
which level; or in which units relevance of specific tasks whether employees’s current
perfomance or expected
within the organization (all and behaviors in a
perfomance indicates a need for
particular job
units/levels) training is required training.
b) Proficiency  the This analysis determines who will
employees’ competence in receive the training, what is their
Studying the gap between strategic performing tasks learning style, and who will
Source of Data : Job description; conduct the training.
goals and plans with achievement
performance appraisal;
(related to HR results not because interviews or survey to
of other resource limitations) supervisor or job
incumbents
Define Goals
Goals should specify the participant's ability to perform
a particular job, with a certain level of ability under
certain conditions. This goal is divided into three areas,
namely:

1. Cognitive
Oriented to increase the ability of participants .

2. Affective

Related to attitudes, interests, systems, values and

emotions.

3. Psychomotor

Oriented to participant’s skill in a particular

activity.
Training and Development Methods

1. •This method helps employees build the basic knowledge they must have at a certain level or positio n. This method will appropriate for New Employee.

2. •Leaders or managers can be effective coaches for their employees. Guidance from managers will help employees in getting enthusiasm , passion and motivation to work. This is appropriate for employee which have
less enthusiastic at work.

3. •Employees are given the opportunity to learn personally from the more experienced members of the organization. Mentors tasked to protect and responsible for helping new employees.
Monitoring and Evaluation
1. Reaction Stage
This stage is carried out to determine the level of importance of the
training proposed by the employees. The evaluator needs to formulate the
right number of questions to elicit the expected feedback. For example,
what are the advantages and disadvantages of the training and
development program you have just joined, did you benefit from this
program, and so on.
2. Learning stage
The most common way to evaluate this stage is by administering pre tests
and post test. By comparing the results, it will be seen whether there is an
improvement or change in the direction expected from employees.
 3. Behavior stage
◦ The evaluation will see how far employees apply the results of the training
and development program. This process takes a long time after the program,
it could be weeks, even months.
4. Result stage
◦ The results referred to the desired effect by the hospital from the employee
training and development program. The results are measured by the
individual achievements and the hospital's overall achievements.
◦ Hiring trained employees will also reduce costs. Employees who master
their work automatically have greater performance, have better engagement
at the work environment, which means that they will also increase the
hospital's reputation in the end.
Reference :
 Risconsulting .2021. Tahapan-Tahapan Pelatihan pengembangan SDM.https
://risconsulting.id/pelatihan-pengembangan-sdm/
 Widamulyana.2020. Pelatihan dan Pengembangan Sumber Daya Manusia.
https://presenta.co.id/artikel/pelatihan-dan-pengembangan-karyawan/
 Workshare.2020.Pengertian Pelatihan dan Pengembangan. https://
marksharetraining.co.id/pengertian-pelatihan-dan-pengembangan/