Approximately 40% of the training that I received to perform disaster related resource linkage and crisis counseling to flood survivors applied on the job. Having knowledgeable trainers carry out the training proved to be one of the greatest enablers in the transfer of training. Their experience with previous disasters helped them to amass a wealth knowledge about the program, along with understanding survivor emotions and reactions. Specifically, their ability to guide and provide real world examples to trainees about the six phases of a disaster was most helpful. Those phases include: (1) pre-disaster phase; feelings of vulnerability, fear, and guilt are high (2) impact phase; confusion, shock, and disbelief settle in (3) during the heroic phase, rescue behavior and a sense of altruism take …show more content…
For starters, the timing of trainings did not occur when they would have been of the most benefit to trainees. Oftentimes, trainings were scheduled three or more months after the coinciding phase was already in progress; this made for inaccurate and poorly disseminated information from employees to survivors. Secondly, the delivery of training was not adequate in allowing skills learned to be appropriately transferred in the field. Most trainings were crammed into a day or a day and a half, which resulted in important concepts being skimpily covered or simply skipped altogether. Lastly, the work environment was not conducive to transferring of training. The administrative and supervisory staff were not supportive in encouraging or reinforcing skills and competencies taught in trainings. According to Nazli et al (2015, p. 56), social support is one of the strong relationships in the transfer of training and without encouragement from the supervisor, employees become less enthusiastic in performing their duties and lack to transfer training into the
Schmidt, C. K., Davis, J. M., Sanders, J. L., Chapman, L. A., Cisco, M. C., and Hady, A. R. (2011). Exploring Nursing Students’ Level of Preparedness for Disaster Response. Nursing Education Perspectives, 32(6), 380-383. Retrieved from http://search.proquest.com.ezp-02.lirn.net/docview/920892622/fulltextPDF/F759D54F8924633PQ/1?accountid=158614
middle of paper ... ... The. “Hurricane Andrew: The Human Side of Recovery.” Disaster Recovery Journal, System Support Inc. 1 Sept. 2001. Web.
Their role is to ensure that those who help in the recovery are trained to respond to any such disaster.
Individuals who experience, or even just witness, a disaster can have a range of reactions from deep grief and sadness to extreme anxiety or anger. These are all normal reactions to traumatic events, and can be alleviated over time with understanding and support. Myers (n.d.) defines individual trauma as a sudden blow to the psyche that breaks through a person’s defenses so that they can no longer respond effectively (p. 1). Disaster trauma can effect an individual cognitively, physically, emotionally, behaviorally, and spiritually (Meggert, 2014, Collective trauma she defines as a blow to the social fabric, leaving individuals without the psychological support family and community can provide (p. 1). Recovery after a community-wide disaster can be extremely difficult because of the lack of communal support.
Liam Williams once said that Understanding is the key to true knowledge. I believe this to be true in the event of a disasters. Everyone responds differently to disasters and knowing and understanding the effects; we are able to better prepare ourselves to help others. I learned from the video that understanding the impact of disaster on children is important because of these three things: it provides purpose and direction so your intervention won’t be haphazard, you can teach others so they can develop appropriate expectations, and you can explain to the child or children in order to help them not be confused or worried about their symptoms and issues. Since there is a shortage of workers after a disaster it is good idea to share the knowledge you have gained to others so
It is hard to say if Fred made the correct decision to hire the third party vendor to train the 55 non-management employees. Training programs are designed to provide employees with the knowledge and skills to perform more efficiently. (Blanchard & Thacker, 1999, p. 04) Before deciding on training program, Fred should have conducted a training need analysis. A training needs analysis is a method of determining gaps in employee performances. (Blanchard & Thacker, 1999, p. 90) At this point Fred does not know the skill level of the employees at the hardware store. He could have chosen a training program that the employees at the hardware store already obtain that skills taught in the class. If this would be the case, the training program would be a waste of money and the true skills needed to provide customers with the service to make them continue to shop at the hardware store would not be taught to the employees. The training need analysis will increase the chance that the time and money spent on the training is spent wisely. (Blanchard & Thacker, 1999, p. 91)
The Success of any new hire starts with their introduction to their designated roles or duties. The management team needs to play a pivotal role in ensuring that these new members are integrated seamlessly into the operation. To make this possible, the management team needs to implement an organized and well delivered way to train these individuals. The acquisition of relevant skills will enable them to have an easier time catching up and being productive members of the company in the shortest period of time. It is indeed true that some of these new employees are qualified to do the job on past skills however, there is the need to add more training. Adding this job specific training along with the skills they have in the right fashion will lead to them being able to make expectations or job requirements. Additionally, they will also need refresher training, to keep them sharp throughout their employment with the company. This paper is a proposal to the supervisor, to create a training workshop for new employees as package handlers at
OptumRx Learning Services is dedicated to providing optimal training to our clients. The tremendous effort dedicated to achieving our mission is proven with a successful record of accomplishment including nearly 26,000 training hours annually. As the demand to provide optimal training increases, so does the need to expand our training resources and workforce. We introduce to you the Principles of Effective Training (POET) program. The Principles of Effective Training program prepares OptumRx employees to assist Learning Services with training classes.
First, we chose to utilize participant reaction, as it is the easiest system of assessment, as well as the least time-consuming method. Distributing a questionnaire at the end of the training will enable us to receive immediate feedback from the participants as to how effective they felt the training was. The participants will be able to rate how the training was implemented, and we can then see immediately the areas in which our training can be improved. With this method, however, we run the risk of not capturing the long-term effectiveness of the training, as it is only based on initial perception. To mitigate this possible shortfall, we also chose to utilize organizational effectiveness. Although this is a time-consuming process, over an extended period of time, that involves comparing a group of individuals that completed our training to a group of individuals who did not go through our training, we believe this will be able to tell us if our training methods are effective at providing a lasting
According to Rokkas, et al., (2014), disaster related training was identified as an effective way for nurses to enhance their disaster knowledge and skills. For example, Tzeng et al. (2016) found that nurses who had disaster training felt better prepared in case of disaster response. Similarly, in a study by Al Thobaity et al. (2015) assured that most of their acquired skills and knowledge about disaster preparedness were obtained through disaster training and drills.
Occupation of a Personal Trainer Personal trainers instruct, motivate, and lead individuals or group activities, such as cardiovascular exercises, strength training, and stretching. They help clients reach their fitness and health goals by educating and motivating them. Personal trainers understand how to target specific muscle groups or know which exercise can help a client achieve the results they want. Their goal is to help the clients maintain a healthy lifestyle. They teach how engaging in exercise creates healthy living.
A disaster is not a simple emergency. A disaster is that point when a human is suffering and has a devastating situation which they themselves need help from others to survive. Regardless if natural or human caused, a disaster causes a vast amount of issues in the community. In the simulation of “Disaster in Franklin County reveals that preparation is key and even with that more can be addressed. A community nurse remains an essential part of the team involved in a disaster including before, during, and after the event.
To combat these and other issues that can arise due to a lack of training, the development of a training program will wan...
Throughout history there have been many theories about the mental health as it relates to trauma and human beings reaction to certain circumstances. What do September 11, 2001, Hurricane Katrina, Hurricane Rita, and Operation Iraqi Freedom, have in common? They were all traumatic events that have affected millions of people and their families. The events not only affected them physically but mentally as well. Events today have become more devastating with more mental affects which has led to a new field of study, entitled Disaster Mental Health. This will be a brief introduction to what encompasses Disaster Mental Health, the theories behind it, and who offers DMH practitioners.
Baack, S., & Alfred, D. (2013, September). Nurses preparedness and perceived competence in managing disasters [Journal]. Journal of Nursing Scholarship, 45 (3), 281-287. http://dx.doi.org/10.1111/jnu.12029