Implementation of the Training Program on Retooling of Personnel of the Center for Health Development Calabarzon, Philippines

  • Carl Abelardo T. Antonio Department of Health Policy and Administration, College of Public Health, University of the Philippines Manila, Manila, Philippines
  • Eleanor C. Castillo Department of Health Promotion and Education, College of Public Health, University of the Philippines Manila, Manila, Philippines
  • Carmelita C. Canila Department of Health Policy and Administration, College of Public Health, University of the Philippines Manila, Manila, Philippines
  • Richard S. Javier Department of Health Policy and Administration, College of Public Health, University of the Philippines Manila, Manila, Philippines
  • Racel G. Carreon
  • Jennifer Christina T. Tiu Human Resource Development Service, Management Support Division, Center for Health Development IV-A, Quezon City, Philippines
  • Ma. Sophia Graciela L. Reyes College of Public Health, University of the Philippines Manila, Manila, Philippines
  • Ernesto R. Gregorio Jr. Department of Health Promotion and Education, College of Public Health, University of the Philippines Manila, Manila, Philippine
Keywords: Staff development, Teaching, Education, Workforce

Abstract

Background. The College of Public Health, University of the Philippines Manila (CPH-UPM) was engaged by the Center for Health Development Calabarzon (CHD 4A) to design, implement and manage the retooling of their personnel following implementation of Executive Order No. 336 on the rationalization of the Philippine government’s executive branch.

Objective. To describe the training design and present outputs of the training modules designed for the CHD 4A staff.

Methods. We reviewed the project documentation, which included the inception report, minutes of meetings, training modules, and post-training reports. Abstracted information was validated through internal discussion by a core group, which had representatives from the two organizations involved from project inception to close-out.

Results. The design, development and implementation of the training were the product of collaborative efforts between CHD 4A and the technical team from the College of Public Health, University of the Philippines Manila. Technical staff of CHD 4A were trained in the competency areas in which gaps between the expected and perceived level of performance across all salary grades were highest: results orientation, planning and organizing, technical expertise, quality service focus, coordination and networking, and managing change. Nine training courses were implemented from May to July 2016, which was attended by 230 participants. All training modules were highly rated by participants (range: 3.60 to 3.85) based on a four-point scale, with 4 as the highest rating and 1 as the lowest. Comparison of pre- and post-tests for the modules on coordination and networking, and managing change showed a statistically significant increase in scores at the conclusion of their respective sessions.

Conclusion. The design of a training program for an organization’s personnel must be tailor-fit to and answer the needs of its employees. Trainers must be willing to make dynamic changes and adapt to immediate feedback from participants. The implementing party and organization itself must both ensure thorough evaluation of the effects of the training to achieve the organization’s long-term goals.

Published
2021-10-25
Section
Articles

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