TO ANALYSE AND EVALUATE TRAINING PROGRAMMES IN
ST ANDREW’S HOSPITAL
St Andrew’s Healthcare is a psychiatric hospital located in Northampton England.The Hospital was founded by the public and opened on the first of August 1838. The Hospital is a non-profit and charitable trust.
It provides different specialist services for women, men, adolescents people with dementia, brain injuy, mental illness and learning disability.
The organisation caters for patients requiring low to medium secure accomodation. It is one of the largest mental health facility in England.
St Andrews Hospital cater for up to 700 patients and employs over 3200 people.
To identify and evaluate the training and development programmes. Also the extent to which they play a critical role in underpinning St Andrews Hospital policy and procedures, in staff engagement and client safety
RESEARCH QUESTIONS AND OBJECTIVES
1. Critical analyses of the current restraint training and comparison to its evolution.
2. Gauge the effectiveness of staff training progammes and usefulness in pratical situations.
3. What are the prerequisites for developing staff training programmes?
4. Evaluate St Andrew’s restraint policy and procedures in relation to government policy.
5. The role training plays in St Andrew’s duty of care to service use.
THE RATIONALE/JUSTIFICATION FOR THE RESEARCH INCLUDING ANY PRELIMINARY LITERATE,CONCEPTS,MODELS AND THEORIES
Training is a planned process to modify attitude, knowledge or skills behaviour thus achieving effective performance in an activity or range of activitves .
It’s purpose, in the work situation helps to develop abilities of individual and satisfy the present and current need of the organisation.Ried and Barringhton 1997
Training can be used in a wide range of different circumstances and contexts
this clearly has an effect on the design of programmes in an organisation.
St Andrew’s Healthcare has a range of different training programmes, the research will be based on delivering care directly to service user.
Harrison 1992 –Identify 3 principal categories of training
Firstly- Training can be used as a socialisation intiative,for inducting new members and making sure they learn about the job and organisation they are about to undertake.
Secondly- Training can be used as a development initiative helping employee to cope with new technology or as change in an organisational programme.
Thirdly- Training is used as a way in which to correct unsatisfactory performance,that is a displinary initiative where employees are found to work below quality or customer services.
Training is mandatory for every employee in St Andrew’s that provides care directly to service users. That is safety is an important aspect of runing the organisation.
To meet the demands of safe and effective care, nurses must be able to integarte theoretical knowledge/training with clinical practice.
Kohn/ Lenman 2008.
Development – Developing people as a part of an overall human resource strategy means skillful provision and learning experiences not exclusively in workplace,in order that business goals
and growth of organisation are met.
This development can be directly align with longer term goals and vision set by organisation to enhance training through learning,skills and innovative capability of people at different stages. Harrison 1997
Training and development Lead Body(TDLB) UK in 1992 was set up as a part of the national process and accrediting standards in training and development,identify the following four development and training roles,that has a very strong functional task orientation
o Managing specialised training needs,
o Managing training operations,
o Managing human resource development strategy