University Hospital Case Study

Memo

To:        Pat Rowe, Vice President

From:         Sopita Sumitra

CC:        Jon M. Werner

Date:        5-Jan-16

Re:        Technology Training Recommendations

Recommendation for the new system training:

According to the failure of the new system training, I would like to recommend the new method of training as follows:

1) Change attitude toward the new technology among the staff:

        The latest training shows that the staff did not really pay attention on the training. Because they do not see the importance of this new technology and do not see the point of how can the new system replace the one they are using perfectly. What we need to do is first to change attitude toward the new system. Moreover, we need to make them see that computer is not a boring stuff and they won’t waste their time learning it because once they are friendly with the technology, it sure will help them a lot. We should introduce them this new technology and explain how can it help lighten the load and improve their performance. I believe that once they have a brief idea on how the new technology can help them they will be more willing to learn this new system.

2) Train-the-trainer:

        I believe in the small group training as the trainee will have more focus on what they are learning and the trainer himself can focus on the trainee whether he/she can follow the session or not. Thus in the first step I think we should only train the manager of each division to attend the session so that they can understand deeply on what the system can help them lighten the load and go to the same direction as the company. The computer equipment manufacturer should conduct this train-the-trainer session in order to deliver the best information to these groups of people because these managers are the one who will have to transmit the new knowledge to their subordinates. The managers will have to be the one that know the best about the new computer equipment, as they will be an in-house trainer in the future.

3) Small group in-house training:

        As mentioned in the previous point. I believe that small group training is more effective than big training class. Trainers are more focusing on each of the trainee and the trainee themselves can raise up the point if they cannot follow the class at anytime. Moreover, the trainers can adapt their style of training to suit with their trainees the most. The trainers can first evaluate the learning style of each trainees by give them a VARK test so that they can prepare which kind of training would be most effective for each class. After the training, trainers can choose one of the trainees to be the leader of the session and they can also be the trainer for another small class training. If we are doing so, we will benefit from a) managers would not waste much of their time. b) the chosen trainee will feel proud and bare in mind that he/she has a responsibility toward others so that they will perform the best and will sure conduct another effective training session.