Within many sectors, clinical skills may be required as part of other job roles, or you may be required to hire dedicated health staff under certain circumstances. Either way, the development of staff in this area will in many cases be the responsibility of the human resources department, as we often find. Training and education might be required for staff dealing with health and clinical work, whether they are medically registered individuals or not. Even hiring staff who start off with particular qualifications, you will often find that they require more training later to keep up with modern standards and the latest best practices.
Some businesses and organisations find it daunting moving into any area that requires medically trained staff, as often there is nobody suitable within the business to supervise their training. A lot of clinical skills will have to be brought in and taught by external sources. However, this may not be as complicated or prohibitive as it could seem at first. Clinical skills training and courses on health and safety are available from many different UK providers and suitable for any staff to help them learn the necessary skills to do the job required of them.
Depending on the requirements of both employee and employer, it often falls to human resources staff to coordinate this training as and when it is required. Fortunately, there is usually some flexibility in how this can be achieved. Depending on the course required, most training providers will offer various options for study, including designing courses so that they can be taken whilst working normal hours. Taking time off work to train can be counterproductive, and often this leads businesses to under-develop their workforce through fear of losing money overall. That’s why it’s a great benefit that most medical training courses will allow participants to be flexible.
Aside from the involvement of HR departments in facilitating general medical or clinical training for other staff in the workplace, many medical courses will be directly relevant to other aspects of HR. For example, courses on stress management and time management training are two very common examples of courses that come under the health category but actually have very broad benefits in terms of productivity and improving the workplace as a whole. It may be a good idea for many HR departments to get more involved with this kind of development and conduct more research on relevant health training that could help colleagues in these areas.