Executive Summary
Cloudview’s hoist management training was introduced to equip new staff with essential knowledge of hoisting equipment, in line with the organization’s vision to become the best nursing home provider. Nevertheless, a major constraint is the lack of evaluation of the training program, which relies mostly on survey sheets. However, by applying Kolb’s theory, Cloudview’s training program stands to deliver substantial benefits, particularly through the infusion of experiential learning methodologies.
Similarly, to improve the program evaluation, Cloudview can adopt Kirkpatrick’s four-level assessment framework. Furthermore, the proposed strategies, including coaching, workshops, and job rotation, support Cloudview’s goal of developing competent personnel to ensure residents receive quality care. Most importantly, Cloudview should implement a coaching program in which two experienced employees mentor every new staff member for 6 months after completing their training. Overall, these initiatives are vital to Cloudview’s endeavor to create a safe and supportive setting for its residents.
Introduction
Program evaluation is an indispensable tool for organizational development, enabling organizations to assess, adjust, and improve their programs. Recently, Cloudview management staff underwent a training program on hoist management involving six new employees. Consequently, the program’s outcomes have failed to meet expectations, thereby posing a paradoxical challenge for the organization. This report discusses the current issues embedded in the training program and provides possible solutions.
Illustrating the application of the Kirkpatrick Model in program evaluation, the report demonstrates how the levels can contribute to improving Cloudview’s situation. Moreover, the report outlines development plans and milestones to support continuous professional development after the training course. By conducting a tactical evaluation and implementing targeted development initiatives, Cloudview can enhance the training program’s effectiveness and sustain trainee proficiency, thereby supporting organizational success.
Cloudview’s Approach to Learning and Examining Evaluation Techniques
Cloudview’s hoist management training program is a pivotal aspect of its safety and health measures for residents and staff. The goal of this program is to train nursing staff in the use of specialized lifting equipment to assist elderly residents with mobility problems (Rahmah et al., 2022). The training involves a mix of theoretical instruction and practical demonstrations conducted by seasoned, qualified instructors. Currently, Cloudview’s instructional methods are deeply rooted in traditional techniques like lectures and PowerPoint presentations.
Even though these methods are comprehensive in terms of knowledge of hoist management techniques and safety procedures, they do not provide scope for active engagement or practical skills (Usera, 2023). This, in turn, may cause new staff to implement their knowledge expediently, resulting in inefficiency and risks in patient care. In analyzing the current approach to learning, therefore, several strengths and weaknesses become apparent. An advantage of trainers’ expertise is their deep, wide understanding and background in hoist management. Nevertheless, a significant drawback is that the activities are not interactive enough throughout the workshop.
Aligned with Cloudview’s mission and objectives, the evaluation of the hoist management training program has to use a combination of qualitative and quantitative approaches. In this context, quantitative methods involve tracking participants’ numbers, costs, and measurable outcomes in detail. Utilizing pre-tests, post-tests, questionnaires, observations, database reviews, and clinical data collection helps get the quantitative data (Smith & Hasan, 2020). Surveys can be administered through various channels, such as face-to-face interactions, phone, mail, online platforms, or an interviewer. However, these quantitative data-gathering instruments must be carefully structured to accommodate both verbal and written responses, depending on the training format.
The qualitative methods aim to improve Cloudview’s hoist management training assessment by exploring the various aspects of value, timing, and training effects on patient health. The techniques used are observation, interviews, case studies, and focus groups (Tomaszewski et al., 2020). Evaluations adapt to the program’s objectives, while pattern analysis helps achieve them. According to Naeem et al. (2023), an efficient assessment consists of theme identification, stratification, coding, and data condensation. By combining qualitative and quantitative methods, Cloudview will produce an overall assessment that reflects the multifaceted impact of its training program on both staff development and resident care.
Kirkpatrick’s Model
The perceptions, cultural values, and priorities of the trainees may affect their ability to grasp the information. Kirkpatrick’s four-level program evaluation framework is quite comprehensive and measures training programs (Shewchuk et al., 2023). Moving from levels 1 to 4 demonstrates an understanding of every detail of the program’s complexities, which, in turn, helps customize the program to address the most critical issues effectively. At this level, the focus is on understanding trainees’ cultural values and perceptions – this is critical for assessing their initial reaction to the training program.
Level 2 measures trainees’ understanding of the information, helping gauge their learning progress and retention. Finally, at levels 3 and 4, evaluating behavior change and the program’s impact on organizational goals becomes paramount. In the present case, the trainers assess the program’s effectiveness using feedback forms completed by all trainees. Although these sheets provide primary data and enable trainees to work out, they do not grasp the practical skills acquired during training.
Ensuring a comprehensive evaluation process is crucial for effective training assessment. According to Yimam (2022), training evaluation is one of the factors that influence organizational performance management; therefore, improving current evaluation techniques will boost goal achievement. At the moment, Cloudview relies on qualified trainers to disseminate information, but their influence seems insufficient as trainees remain uninvolved in the system. This observation suggests that a more comprehensive assessment method is needed to cover the entire training program. By using a robust evaluation strategy, Cloudview can measure the effectiveness of its efforts and address weaknesses, thereby improving organizational performance and achieving goals more successfully.
Cloudview management has observed that a significant number of staff members had to retake the NVQ Certification exam multiple times, indicating that a cost-effective training and assessment approach failed to achieve the desired outcomes. This led Cloudview to incur additional time and resources in retraining staff, thereby compromising morale and efficiency. Chicca and Shellenbarger (2024) acknowledge that successful program evaluations are planned, delivered, and assessed at the level of beneficiary groups. Therefore, implementing a tailored trainee assessment will help identify and address the unnoticed gap. Incorporating Kirkpatrick’s evaluation model into the current evaluation process would provide a more in-depth overview of the program’s effectiveness, enabling it to be fine-tuned to align with organizational objectives.
Kolb’s Learning Theory
Kolb’s learning cycle, one of the most critical theories in education, describes the complex process by which knowledge is acquired through experiential involvement. Central to Kolb’s framework are four sequential phases: concrete experience, reflective observation, abstract conceptualization, and active experimentation (Wijnen-Meijer et al., 2022). At the beginning, individuals engage in sensation-based, real-time experiences, which constitute the concrete experience phase.
Further, during self-analysis, they break down these encounters into individual parts and gain understanding and comprehension during reflective observation. In this step, abstract conceptualization, individuals put their findings together and conceive overarching ideas and theories. Finally, in the active experimentation stage, the person, through trial and error, utilizes these conceptual models in new experimental situations, which lead to the progression of the cycle.
About Kolb’s theory, training at Cloudview could benefit largely from the implementation of experiential learning, one of its components. For instance, providing employees with opportunities to engage in activities related to their specific job functions through simulations, role-playing, and relevant scenarios can significantly improve the effectiveness of learning programs (Kırılmazkaya & Dal, 2022). Through hands-on engagement, employees not only gain practical knowledge but also develop a richer understanding of their roles within the firm. After these effective learning processes, trainees are given time for deep reflective exercises to assess their progress, identify problem areas, and improve their approaches to the tasks.
While Cloudview’s approach resonates with Kolb’s theory through its emphasis on practical learning encounters, potential deviations may arise in the degree to which it fosters reflective observation and abstract conceptualization. If the training mainly focuses on practical work rather than providing adequate space for discussion and contemplation, it will result in a shallow, narrow training program.
For Cloudview to fully adopt Kolb’s theoretical framework, there must therefore be a provision for employees to engage in reflective practices, ponder key concepts, and gain new insights (Tovey & Skolits, 2021). By fostering an atmosphere conducive to introspection and dialogue, Cloudview would empower individuals to consolidate their experiential learning into meaningful insights. Most importantly, the initiative would enable knowledge and skills gained to be applied in other scenarios, ensuring the staff is more adaptable and versatile in the organization.
Moreover, Cloudview should adopt a multi-pronged experiential learning approach to maximize the impact of its training program. One way to achieve this is to create workshops targeted to employees’ specific tasks and that facilitate hands-on involvement in relevant tasks and challenges (Mukurunge et al., 2021). These workshops serve as dynamic platforms for skill acquisition and refinement, enabling learners to apply theoretical knowledge in practical contexts directly. Furthermore, Cloudview can introduce programs such as job rotation or shadowing, enabling employees to gain insight into multiple operations within the company. Varied roles and responsibilities in this approach not only broaden individuals’ skill sets but also engage them in the company’s holistic operations.
Additionally, the online college could use the latest technologies, such as virtual reality simulations, to supplement experiential learning initiatives. By simulating real-world scenarios in a controlled digital environment, employees can engage in immersive training that mimics on-the-job challenges. By integrating experiential learning methodologies, Cloudview cultivates a culture of continuous improvement and knowledge application.
Developmental Recommendations
A training program provides immediate effects that must be measured to determine development milestones. Continuous development, as described by Holmboe et al. (2020), requires ongoing adjustment to ensure optimal results. Milestones serve as stages in this progression, enabling comparison with industry standards and fostering continuous improvement (Yaghmour et al., 2021). One of Cloudview’s objectives is to become a sector leader in nursing homes by hiring and developing an experienced team of nursing assistants who efficiently use hoists and work in a team-oriented, professional manner. The healthcare sector competence milestones suggested by Andolsek et al. (2021) are essential for success.
Similarly, Cloudview should focus on direct engagement with senior staff – this plays a vital role in professional development (Syahsudarmi, 2021). More importantly, Cloudview should establish a coaching plan in which every new employee will work through the first six months under the supervision of two senior employees. Park et al. (2020) emphasize that training new staff to respond promptly to business changes enables them to achieve better results. Hence, through coaching, analytical skills corresponding to the organization’s objective of ensuring resident safety are developed.
In response to the evolving landscape of globalization, workshops offer invaluable opportunities for staff to engage with peers both within and beyond the organization. Workshops, as Walton et al. (2022) stress, create an environment that enables the adoption of attitudes and practices that underpin excellence. Through these forums, participants can share new knowledge about emerging technologies and solutions to existing problems. Moreover, job rotation allows employees to work in different environments, thereby boosting their expertise and knowledge base.
Therefore, through job rotation, Cloudview will enable new team members to become familiar with the various types of hoist hardware across different sectors. Wang et al. (2021) emphasized that job design, including a rotation plan, can affect organizational commitment. By aligning with Cloudview’s strategic objectives, workshops, and job rotation programs, new staff can gain multifaceted experience, ultimately enhancing the quality of care delivered to residents.
The New Training Plan Design
Given the importance of trainee engagement in the hoist management training program, it is imperative to craft a comprehensive plan that emphasizes practical learning and feedback. The plan will include 4 daily sessions dedicated to different organizational goals and mission elements. The group roles illustrated by Pan et al. (2024) will play a central role in the evaluation process. At the end of every training session, evaluations will be conducted to assess respondents’ understanding and identify areas for improvement in subsequent sessions (Ravaghi et al., 2020). This iterative feedback mechanism aims to ensure a continuous improvement process and alignment with the training objectives, which, in turn, helps create an environment appropriate for effective learning and skill acquisition.
Table 1 – Training Plan
Conclusion
Training program evaluation serves as a cornerstone of organizational advancement, providing insight into strengths and weaknesses while acknowledging achievements toward development milestones. Cloudview has shown impressive progress in program implementation, but its fall behind in assessment is clear. There’s a pressing need to shift the focus to assessing learner engagement and skill acquisition, especially in nursing home care.
Integration of workshops and coaching post-training is paramount for ongoing skill development. Incorporating trainee engagement sessions and periodic knowledge assessments within the program framework can enhance effectiveness. While this evaluation process may be resource-intensive, its outcomes are invaluable, directly impacting societal well-being by delivering comprehensive care.
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