Bupa is considered a leading provider of residential aged care with 50 retirement homes across New Zealand. Additionally, Bupa New Zealand is part of the Bupa Australia New Zealand market units which include personal and corporate health insurance, hospitals and aged care homes (Bupa). Even though it has a long history and a huge operating system, Bupa New Zealand has been criticized in recent years for its lack of training and poor quality, leading to a patient death and various dangerous situations. for the elderly. It is necessary to develop a training program for Bupa to resolve the above issues. There are several steps to developing a good training program. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essay First, managers should conduct needs assessments at the organizational, functional, and individual levels to determine what problems can be addressed through training. Second, it is important to ensure that employees are ready to undergo training before creating the learning environment. In addition, it is necessary to ensure the transfer of training before developing an evaluation plan. Finally, managers must select appropriate training methods and monitor and evaluate the program. To support the training program, this report will provide some recommendations based on the steps. Firstly, this report will carry out the needs assessment by providing evidence and research on unsafe situations in Bupa. Second, it will discuss learning theories to create the learning environment. It is also necessary to establish an evaluation plan before recommending certain training methods. First of all, patients' families complain about many situations regarding Bupa treatment. Bupa-run St Kilda Care Home in Cambridge has been transferred to disputes over its negligent treatment of Robert Love's mother, who died in February after a painful five months in St Kilda. In particular, Mr Robert described the St Kilda as “misadventure, mistreatment and abuse”. He found his mother shivering in a urine-soaked bed with just a thin shawl in a room with windows wide open with the call bell out of reach. In addition, Ms Evans also complained about her mother's treatment in St Kilda as being "understaffed, undertrained and often just appalling". Even though in the summer heat, there was no fan or air conditioning in his mother's room. After complaining, staff tried to open the doors to the dining room and living room; however, there were only windows open a few inches in the room. Additionally, in March, Bupa was also criticized for the substandard care provided to the 74-year-old man with cancer; she revealed that staff made multiple medication errors, which left them unable to provide adequate pain relief. Secondly, after various criticisms, an inspection was carried out which clearly indicated the lack of training at Bupa. First, staff lacked the capacity to treat and manage wounds; even the injury champion has not received any external training, raising concerns about the training she has received. Secondly, in the area of ​​dementia, the inspection found that only one in ten staff had received dementia training. In addition, thecaregivers did not answer call bells within the scheduled three minutes; some bells remained suspended for more than twenty minutes. Additionally, in medical planning, two patients had no plans in place to address their medical needs, and four of twelve long-term care plans had not been evaluated within six months. Finally, in addition to the lack of training, Bupa was found incapable of responding to the formal complaints process. In Ms Evans' case, her first complaint was in February, and further issues were raised subsequently. However, his complaints went unanswered. Additionally, Mr. Robert Love made numerous formal complaints, but many times they were ignored and he criticized the failure of the system. As a result, he went to the Dispute Tribunal because he was frustrated with the response from Bupa, the DHB and the progress of the Health and Disability Commission. Generally speaking, we see that there is a big problem in the complaint resolution process as well as in the functioning of the entire organization. Obviously, it is worth noting that there are two major issues relating to training and development within the Bupa organization and at an individual level. First, in some cases there is insufficient highly qualified staff, leading to various negative consequences for patients, particularly in the cases of Mr. Love and Ms. Evans. Secondly, due to the lack of unification and communication in the functioning of the organization, Bupa failed to take and resolve patient complaints. According to Noe (2013, to create a learning environment, there are four considerations such as opportunities for trainees to practice: and receive feedback, training content, prerequisites, and learning through observation and experiences. This section will discuss learning objectives and learning theories There are two major learning objectives for Bupa: Improve individual skills and knowledge in the aged care sector of the organization. to improve the complaint system Due to two purposes, social learning theory might be appropriate to implement Social learning theory involves observing others who trainees view as credible and good people. informed cannot work alone; therefore, this theory encourages coordination to deliver great solutions across all areas of the organization. Moreover, theory directly includes experiment and observation. In terms of experience, this may apply to carers who have been working at Bupa for a long time; therefore, they noticed their weaknesses and limitations, which led to an improvement in their individual knowledge and skills. Additionally, by observing, trainees can gain experience from critiques regarding Bupa and knowledge from long-time caregivers. As a result, trainees can not only acquire new knowledge and skills, but also improve connection and communication with trainers. An application of this theory can be seen in McArdle's (2015) recommendation, which concerns storytelling in training. As McArdle (2015) stated that stories can help trainees remember longer, Bupa can implement using stories from carers not only in Bupa but also in the industry to inspire and provide information to trainees. Additionally, creating a discussion forum in which trainees can discuss and argue about their new knowledge and skills can increase connections within ateam. Due to the improvement in technology, the use of social media in the training process has increased significantly. the new social learning theory that managers should be concerned about. According to Bingham & Conner (2015), the new social learning theory combines social media tools and organizational culture change, which encourages knowledge transfer and connects people in an enjoyable way. It is therefore a powerful approach to share and discover new skills. Furthermore, it can be seen that the new theory uses a similar concept to the traditional one; but this includes social media tools that create a stronger connection and make learning skills and knowledge more enjoyable in Bupa. It is necessary to create evaluation plans including outcome measures and measurement strategies before deciding on training methods. It can be seen that Bupa can apply competency-based outcomes for many reasons. The competency-based learning outcome is used to access the level of technical, motor or behavioral skills; it can also assess acquisition, skills learning and on-the-job training. Additionally, competency-based outcomes can illustrate both levels two and three of Kirkpatrick's framework such as learning and behavior. In the case of Bupa, due to the lack of skills and knowledge negatively impacting patients, there is a need to test technical skills training. In addition, being a caregiver is a difficult job when it comes to older people and their health. Therefore, behavioral testing is extremely important to ensure high-quality results of the training program in the aged care sector. First, Bupa can apply the observation strategy. Trainers can directly assess skill improvement and improve trainees' practical knowledge while observing. Additionally, by giving face-to-face feedback and knowledge, it helps improve the connection between trainees and trainers. Second, the rating system can be useful in testing the behavioral aspects of trainees. Additionally, it improves communication and coordination between caregivers, as they can recognize and address their behavioral limitations. Finally, the pre and post-test are extremely important. By implementing the test, trainers can recognize program improvement. Furthermore, given that Bupa has faced various criticisms regarding the skills of its staff, it is necessary to resolve the issue as quickly as possible. Therefore, pre- and post-tests are appropriate at this time due to their lower cost and time, with medium effectiveness. Due to the unpredictable characteristics of the elderly care field, caregivers must have not only the specialized knowledge and skills, but also the problem – solving skills. The simulation method therefore constitutes an effective means. In particular, using simulation, managers can represent real-life situations and trainees must make decisions leading to outcomes similar to those of the specific fob. As mentioned before, the training program will be based on social learning which includes observation and experience, there is a specific way to implement the simulation method for the nursing home industry. Firstly, trainees can observe the skills of experienced caregivers and then try to experiment with them.