The Bupa Company is regarded as a leading provider of residential aged care with 50 care homes across New Zealand. Additionally, Bupa New Zealand is part of the Bupa Australia New Zealand Market Units which include personal and business health insurance, hospitals and aged care homes (Bupa). Despite having a long history and a huge operating system, Bupa New Zealand has been criticized in recent years for poor training and low quality, which has led to the death of a patient and various dangerous situations for the elderly. It is necessary to develop a training program for Bupa to resolve the above problems. To develop a good training program there are several steps. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay First, managers need to conduct needs assessments at the organizational, functional, and individual levels to understand problems that can be solved with training. Secondly, it is important to ensure that employees are prepared for training before creating the learning environment. Additionally, you need to ensure 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 phases. Firstly, this report will conduct needs assessments by providing some evidence and research into the dangerous situations at Bupa. Secondly, learning theories to create the learning environment will be discussed. Additionally, you need to establish an evaluation plan before recommending certain training methods. First of all, there are many situations complained by patients' family regarding Bupa treatment. The St Kilda care home in Cambridge, run by Bupa, has been thrust into controversy over the negligent treatment of Robert Love's mother, who died in February after five painful months in St Kilda. In particular, Mr Robert described St Kilda as having “misadventures, mistreatment and abuse”. He found his mother shivering in a urine-soaked bed, covered only by a thin shawl, in a room with an open window and the doorbell out of reach. Additionally, Ms Evans also complained about her mother's treatment at St Kilda as "understaffed, poorly trained and often just appalling". Despite the summer heat, there was no fan or air conditioning in her mother's room. After complaining, the staff tried to open the doors to the dining room and lounge; however, there were only windows open a few inches in the bedroom. Furthermore, in March, Bupa was also criticized for the substandard care provided to the 74-year-old man with cancer; found that staff made numerous medication errors, leading to a failure to provide adequate pain relief. Secondly, after various criticisms, an inspection was carried out in which the insufficient level of Bupa was clearly indicated. First, staff lacked the capacity to treat and manage wounds; The injured champion also hasn't had any outside training, causing concern over what training she's had. Secondly, in the dementia sector, the inspection found that only one in ten staff had received dementia training. Furthermore, the healthcare workers did not respond to the call within the scheduled three minutes; some bells remained for more than twenty minutes. Furthermore, in medical planning, twopatients had no plan in place to address their medical needs, and four of the twelve long-term care plans had not been evaluated within six months. Finally, in addition to a lack of training, Bupa was found to be incapable of responding to the formal complaints process. In Ms Evans' case, her first complaint was in February, and other issues were raised subsequently. However, his complaints went unanswered. Furthermore, Mr Robert Love made numerous formal complaints, but many occasions were ignored and he criticized that the system was failing. As a result, he approached the Disputes Tribunal because he was frustrated with the response from Bupa, DHB and the progress of the Health and Disability Commission. Overall, it can be seen that there is a big problem with the complaint resolution process and the functioning of the entire organization. Of course, it is worth noting that there are two main issues relating to training and development at an organizational and individual level at Bupa. First, in individual matters, there are not enough highly trained staff, resulting in several negative impacts on 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 organisation, Bupa has failed to accommodate and resolve patient complaints. Based on Noe (2013, to create the learning environment, there are four considerations such as opportunities for trainees to practice and receive feedback, training contents, prerequisites, and learning through observation and experiences. This section will discuss the objectives of learning and learning theories. There are two main learning objectives for Bupa: Improve individual skills and knowledge in the aged care sector. Improve the organization's communication to improve the complaints system of two objectives, social learning theory may be appropriate to implement. Social learning theory is observing others who trainees believe to be credible and competent people. Furthermore, in this theory, people realize they do not can work alone; this theory encourages coordination to find great solutions in all areas of the organization. Furthermore, theory directly includes experience and observation. In terms of experience, it can be applied to healthcare workers who have been working in Bupa for a long time; therefore, they noticed their weaknesses and limitations, leading to an improvement in their individual knowledge and skills. Additionally, by observing, trainees can gain experience from Bupa critiques and knowledge from long-standing healthcare professionals. As a result, trainees can not only learn 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 regarding storytelling in training. As McArdle (2015) stated that stories can help trainees retain for longer, Bupa can implement using stories from healthcare workers not only at Bupa but also across the industry to inspire and provide information to trainees. Additionally, creating a discussion forum where interns can discuss and debate their new knowledge and skills can increase connection in a team. Due to the improvement of technology, there has been a huge increase in the use of social media in the training process which has led to the new social learning theory that managers should be concerned with. According to Bingham &Conner (2015), new social learning theory combines social media tools and change in organizational culture, which encourages knowledge transfer and connection between people in fun ways. Therefore, it is a powerful approach to share and discover new skills. Furthermore, it can be seen that the new theory uses the similar concept to the traditional one; but includes social media tools that cause a stronger connection and more fun learning skills and knowledge in Bupa. You need to create evaluation plans that include outcome measures and measurement strategies before deciding on training methods. It can be seen that Bupa can apply skills-based outcomes for many reasons. The skill-based outcome is used to access the level of technical, motor or behavioral skills; furthermore, it can evaluate the acquisition, learning of skills and on-the-job training. Furthermore, skill-based outcomes can illustrate both levels two and three of the Kirkpatrick framework such as learning and behavior. In the Bupa situation, due to the lack of skills and knowledge causing a negative impact on patients, technical skills training needs to be tested. Furthermore, being a carer is a difficult job linked to the elderly and their health. Therefore, behavioral tests are extremely important to ensure high-quality results of the training program in the elderly care sector. Firstly, Bupa can apply the observation strategy. Trainers can directly evaluate skill improvement and improve practical knowledge for trainees while observing. Additionally, providing feedback and knowledge face-to-face helps improve the connection between trainees and trainers. Secondly, the evaluation system can be useful by testing the behavioral aspects of the trainees. Furthermore, it improves communication and coordination between healthcare professionals as they can recognize and resolve their behavioral limitations. Finally, the pre- and post-tests are extremely important. By applying the test, trainers can recognize program improvement. Furthermore, as Bupa has received several criticisms about the skills of its staff, it is necessary to resolve the issue as soon as possible. Therefore, pre- and post-testing are appropriate at present due to lower cost and less time consuming with medium effectiveness. Due to the unpredictable characteristics of the elderly care area, caregivers must have not only the specialized knowledge and skills, but also the ability to solve problems. Therefore, the simulation method is an effective way. In particular, using simulation, managers can represent real-life situations and trainees must make decisions that lead to outcomes similar to specific ones. As mentioned above, 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 sector. First, trainees can observe the skills of experienced healthcare workers, then try them out themselves. Additionally, managers can create real situations that might accidentally occur in their work where trainees need to take appropriate actions to ensure health safety. Furthermore, according to Noe (2013), simulation helps develop the managerial skills of both the team and the individual. Therefore, managers can implement the method to improve communication between the organization and the complaint resolution system. The second objective of the program.