In seeking to evaluate a train-the-trainer program for cultural competence, Assemi, Mutha, and Hudmon (2007) are of the opinion that the pharmacy faculty members’ cultural competency training enhanced the confidence of participants. According to the authors, “in the academic year following the training, participants taught more than 2900 students.” As the authors further point out, this is a rather interesting finding because vast majority of the participants in the workshop did not have prior teaching training on cultural competence. Several factors, which include calling on the workshop participants to not only develop, but also engage in discussions on curricular plans, could be attributed to this. This is an assertion that is in agreement with the points raised by Hoge, Craft, Calcote, McFaul, and Paris (2016) to the effect that a lot be allocated to practice – with trainers in their case having to practice, in front of their peers, the relevant curriculum delivery approaches and skills. Some of the issues that ought to be improved upon, according to Assemi, Mutha, and Hudmon (2007), are enhanced cultural competence curricula evaluation and formulation of course materials that are more instructive. The only challenge identified by Hoge et al. (2016) is the provision of “incentives for these workers once trained to continue to do this important work.” According to Cross et al. (2014), the linkages a trainer may have with another program could get in the way of the present intervention instruction. In their own words, “improvement in performance is not likely without … specific feedback.” This is a point of view supported by Hoge et al. (2006) who observe that feedback ought to be provided. This would come in handy in seeking to implement the relevant adaptations. In my opinion, the second approach would be the most valid. This is more so the case given the insistence on constant engagements on curricular plans amongst participants and the comprehensive nature of the workshop.
References
Assemi, M., Mutha, S. & Hudmon, K.S. (2007). Evaluation of a Train-the-Trainer Program for Cultural Competence. American Journal of Pharmaceutical Education, 71(6), 1-8.
Cross, W.F., Pisani, A.R., Schmeelk-Cone, K., Xia, Y., Tu, X., McMahon, M., Munfakh, J.L. & Gould, M.S. (2014). Measuring Trainer Fidelity in the Transfer of Suicide Prevention Training. Crisis, 35(3), 202-212.
Hoge, M.A., Craft, K.L., Calcote, R.M., McFaul, M. & Paris, M. (2016). Building the Skills of Direct Care Workers: The Alaskan Core Competencies Initiative. Journal of Rural Mental Health, 40(1), 31-39.
In the process I will expect my students to take control of the learning process by elevating them to the level of the teacher during the learning process. Learners will have personal autonomy. They will also be empowered. Their participation in class will be voluntary. Methods that I will integrate in my training process will include critical discussion and reflection, problem posing, analysis of media out-put, and the use
Training and Staff Development HRM Training and Staff Development This paper recommends a set of activities which Google Inc. can carry out to resolve its HR issues of low employee motivation and lack of training. The major sections of the paper include training program overview, training need assessment, costs and risks analysis, flow chart and time schedule of activities, and recommendations and their justifications. This paper presents a report on resolving the human
Training Development "You need to be pro-active; go and seek knowledge so that you can become a valuable resource to Gulf Air and to Bahrain" Jassim Al Marzooqi, Chief Technical Officer (Marzooqi, as cited in Gulf Air welcomes…, 2009). Communication Counts "You kids need to shut your mouths and pay attention for a change!" "Michael -- if you get up out of your seat one more time, I am going to phone your mother and ask
Training There are several models for organizing training departments, and each has merits depending on the needs of the company. Training often falls within the purview of human resources, or it may comprise its own department. Somewhere in between, there may be departments called organizational development or human resources development that are basically training departments. In smaller organizations, training departments may be nonexistent, as the role of trainer falls to each
Learning and Development Business Studies Business Functions Major Subject: Human Resources Requested Essay Subject: Learning Development Please write essay explaining importance aspects training development business. The essay introduction, body paragraphs a conclusion. Training and development are a major concern for employees in any organization regardless of private or public sector. For a majority of the employees, undergoing training and development are deemed as a source of job security and motivation. The vast
Training Development: Evolution of the Design Training Development: Evolution Desing Training Development: Evolution design Training Development: Evolution design Training and development of employees is an activity that is performed by the Human resource. It is aimed at enhancing the performance of groups and individuals in an organizational setting. Training is focuses on evaluating the performance of an individual while carrying a given task (Brown, 2002). Training and development is the practice of providing workshops,
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now