Training Needs Analysis

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North Australia Hospital

Training Needs Analysis
Report

CONTENTS

1. Introduction.......................................................3

2. Strategic Business Goals.....................................3

3. Training Needs Analysis...................................4-6

4. Assumptions.......................................................7

5. The Training Plan................................................8

6. Conclusion..........................................................9

7. References........................................................10

INTRODUCTION
North Australia Hospital was introduced to a hospital-wide, computerised administration system spending $2.5 million on having the system designed and installed. The aim of the system was to reduce the paperwork of the hospital, however; the system did not reduce any paperwork instead created major issues. The people involved in this issue was the CEO, Human Resource Managers, Director of Administration, Administration, Director of Nursing, management of nurses, the nurses, management in general, the patients and the community. This report outlines how a Training Needs Analysis (TNA) was performed to come to a decision if any training was necessary or not. In this case training was necessary due to the lack of employees’ knowledge, skills and attitudes. Another issue that was raised was the misrepresentation of the use of computer based software needed to process the paperwork for the hospital. Therefore; a training plan was put together by our team. The plan points out the type of training that is going to be carried out, the costs that are involved, solutions and recommendations.

STRATEGIC BUSINESS GOALS
The North Australia Hospital want to create, manage and improve the most efficient organisation, enhance public health and safety processes, advance processed to retain quality employees and improve to have the highest standards of care. Our training plan will help achieve North Australia Hospital’s strategic business goals. This will be done by improving the areas of need to create a safe, secure, accurate and advanced organisation.
TRAINING NEEDS ANALYSIS
WHAT IS IT?
Training needs analysis (TNA) is associated with organisational and individual performance. A needs assessment is effectively completed using a gap analysis where the best possible performance levels are known and measured against the actual performance level of individuals within the organisation. (Patton W. David, 2002)

Similar concepts apply in the case of North Australia Hospital in the field of anticipated introduction of a new computerised administration system. Inconsistencies between staff members need to be prevented.

For example, in this case we are focusing on the training needs analysis of individuals to determine their knowledge, skills and attitudes for the computerised administration system. This implies both what is expected from each staff in regards to their knowledge, skills and attitudes and what is their current level of knowledge, skills and attitudes.

WHY IS IT IMPORTANT?
The primary purpose of the training needs analysis is to ensure that there is a need for training and to identify what a training program should contain.

A training needs analysis provides the information needed for developing a training plan that is based on the learning needs of the participants. It increases the relevance of the training and the commitment of the learners, as they are involved in the preparation of the training design that reflects their expressed needs. Thus, it helps to foster a relationship between the person completing the analysis and the participants. The analysers can acquire basic knowledge of the strengths and limitations of the participants and the learners can become partners in analysing their own learning needs. (Patton W. David, 2002)

WHAT ARE THE STEPS INVOLVED?

There are three steps...
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