Essay About Impact Of Training And Leading Health Facility

Importance of TrainingEssay Preview: Importance of TrainingReport this essayINTRODUCTIONThis study will delve into the Training and Development programmes of Korle Bu Teaching Hospital, its alignment with the strategies of the institution, the impact of Training and Development on employee performance and the challenges encountered in the process.

BRIEF HISTORY OF KORLE BU TEACHING HOSPITALKorle Bu Teaching Hospital, originally known as the Gold Coast Hospital, was commissioned by the Governor Gordon Guggisberg on October 9, 1923. The vision of the founding fathers was that the hospital would become the leading health facility in the then Gold Coast and a first class, multi-disciplinary health institution engaged in provision of quality medical care, health training and research. The management of KBTH is made up of the Chief Executive, the Internal Auditor, the Medical Director, The Director of Nursing Services, The Director of Administration, The Director of Finance, Director of Pharmacy, Director of Human Resource and the Director of General Services.

(1) <> In May, 1997, the hospital became a National Health Service Authority. In October, 1988, the Board reappropriated the Trust to the extent that it was dissolved for the purpose of funding other priorities. In December, 1993, the Trust’s assets have been transferred to a Trust Fund Management Account. In June, 1998, the Trust moved into a Trust Fund Management Facility. Prior to the end of this fiscal year, the Trust had an annual financial goal of $75 million, and its assets are secured in trust. In July, 1999, the Trust’s annual goals rose to $100 million, and its balance sheet is now $1.8 billion. In July, 2001, the first annual fund update was released to help members of staff see that the trust had found a funding source. In October, 2004, the Trust announced that it had reached an annual target to fund $5 million of annual fund funds in each of the last three years. In May, 2004, the Trust’s fiscal year ended and a third round of funding was announced. The Trust Fund, which was purchased by the Trust at $38 million, is expected to have cash and cash equivalents of at least $4 billion over the years to support its annual expenditures, to the extent required under Trust Law. <> The Trust Fund is managed by five Board of Directors, consisting of Executive Producers and Directors. The Management Committees. The Executive Producers are responsible for managing, coordinating, and coordinating the management of the Trust Fund funds. The Chief Executive Officer is responsible for overseeing all operational functions of the Trust Fund and the financial controls and costs associated with such management. The Director of Services is responsible for managing the operations of the Trust Fund. The Director of Health Care and Management is responsible for managing the finances of the Trust Fund. In addition, the General Manager is responsible for coordinating and coordinating the financial and strategic coordination of both the Trust Fund and the General Management of the Trust Fund, including in the Health Care and Management Office, and to supervise such coordination. The Chief Executive Officer and General Manager are responsible for the funding of the Board of Directors of the Trust Fund and the General Management of the Trust Fund, and the Board Members and their Board Directors. The President and Director are responsible for executive branch governance. The Secretary of Administrative Services is responsible for the administration of the Trust Fund. The Director of Internal Administrative Services is responsible for issuing and maintaining an accounting record to the extent necessary and authorized to make appropriations for the Trust Fund. <> In June 1990, the Trust held a public conference on the National Health Service Authority, entitled “KORLE HOSPITALK and Health Health Care” in Vancouver, British Columbia, to discuss the implementation of the Healthcare Access Benefits Improvement (HASI) Act. The Trust Fund

The hospital has its objectives as follows;To provide advanced clinical health services to support the health services provided.To serve as training ground for undergraduate and post-graduate training in medical profession.To undertake research into health issues for the purpose of improving the condition of health of the people in the country.The vision of KBTH is to achieve an enviable, world-acclaimed reputation as a first-class centre of excellence and innovation in specialist health care, education/training, research and advocacy

KBTH, the largest health facility, premier teaching Hospital and nerve centre of healthcare services in Ghana, exists to provide tertiary health care and facilities for educating and training health professionals, conduct and/or collaborate with others to conduct research and provide outreach/advocacy services for all categories of persons in Ghana, in a most cost-effective manner while ensuring value for money and optimal satisfaction of its patients/clients and other stakeholders.

GENERAL OVERVIEW OF TRAINING AND DEVELOPMENTTraining and Development now is one of the most important aspects to our lives and our work. Training programs are conducted for both new recruits or employees and existing staff that already have a lot of experience, this is called refresher training.

Training as a concept is concerned with the acquisition of a body of knowledge and skills which can be applied directly to a specific work to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance. Development on the other hand is concerned with the improvement of the intellectual or emotional abilities of the individual to handle greater responsibilities effectively. Training and Development refers to the planned activities directed at enhancing the learning of job-relevant knowledge, skills and attitudes by members or employees of the organisation. In the view of Fisher, Schoenfeldt and Shaw (1990), training refers to a planned effort by the organisation to facilitate the learning of job related knowledge and skills by employees. The overall goal of Training and Development is to improve on-the-job performance so as to enhance the overall effectiveness of the organisation and to increase the likelihood that the organisational goals will be reached.

Training and Development activities usually begin when a new employee enters the organisation, usually in the form of employee orientation and skills training.

It is important to note that employees are a key to the success of the business. Many companies, small or large have made this statement a large part of their dogma. Although this is a true statement to add strength to the belief, it should read, well trained and competent employees are a key to the success of the business. The quality of employees and their development through training and education are major factors in determining long term profitability for a company. Ideally, a company or an institution would be able to hire people who already possess the exact skills their business needs but in todays competitive market, demand for skilled workers far exceeds supply. This is where offering training to employees becomes an important function of every business striving to thrive in their respective industry.

TRAINING AND DEVELOPMENT IN KORLE-BU TEACHING HOSPITALAs indicated by Fisher, Schoenfeldt and Shaw, training can be seen in the event of KBTH where the organisation has a planned effort to improve the skills and knowledge of its staff to help adopt to the new change in the health sector all across the globe in terms of equipments used, facilities and technology as well as achieving the organisational goals. The hospital has two main forms of Training and Development practices. These are the In-service Training and off the job Training Services and these forms of practices cut across all forms of specialties within the institution. The practice of Training and Development in KBTH requires that;

Employees who qualify for training with pay should have worked three years and above in the hospital.The area of study should be related to the employees working field.Any employee who wishes to be trained on any area of work aside the current duties should inform the head of department concerned in order to have him or her on the departments planning.

All applicants should fill the study or training from and the bond forms to ensure the bonding of all employees who are supported in studies.The Head of department will have to approve the study or training request put in by the applicant.In-Service Training involves employees being trained within and on the job. The practice is such that expertise in the field of training are contacted and contracted to take employees through the various courses. Also the Ministry of Health has put up structured In-service Training Programs at centres which will be developed and maintained at regional levels. In KBTH, laundry staff, maintenance staff, Hospital Orderlies, Administrative Staff and sometimes Nurses are the categories of staff that go through the In-Service Training.

The training program is designed to teach them more efficient ways of going about their work. Hospital Orderlies for instance during some of the training programs are exposed to more effective ways of cleaning