Hennessy hicks training needs analysis

Training Needs Assessment

The apparent work environment needs workers to have skills for performing complex duties and tasks in cost-effect, efficient and safe manner. Training, which according to Ford (70) is a performance improvement tool, is required if the workers in an organization fail to perform based on the expected standard of the organization or rather up to a certain standard. The variance between the anticipated level of employee performance and their actual job performance indicate the need or requirement for training. Therefore, identifying training requirement is normally the first step in the uniform technique allied to instructional design. Nonetheless, successful needs analysis identifies the employees who require training as well as the kind of training required. According to Griffin (68), it can be counterproductive to provide training to people who do not require it or rather provide the wrong training to the employees. Thus, a Training Needs Analysis assists the human resource utilize the training resources appropriately. The current paper presents a Training Needs analysis Providence Washington Hospital

Training Needs Assessment for Providence Washington Hospital

Providence Washington exhibits a long salient tradition of caring for the residents of Washington since its inception in 1856. Apparently, Providence & services forms the largest provider for health care in Washington with clinics, hospices, hospitals, senior care centers as well as home care services in both small and large communities across the state. It is a mission-based health facility as well as not-for-profit providers of health care

The Training Needs Assessment for Providence is based on rigorous evaluation of its healthcare training needs allied to different professionals within the organization. Providence Hospital will use the results to prioritize development and education in a manner that meets the needs of the community (Ford 45). Nonetheless, the results of the TNA will help shape the development and working framework of the organization, which will have impact on the future direction of health in Providence Hospital. The training and development framework is aimed at guiding different activities designed to ensure that the capabilities of professional in Providence Hospital offer the best services. The capability development will include technical and clinical skills and knowledge as well as attitudes, attributes and behaviors.

The group to receive the training

The Training Needs Assessment aims at identifying the training requirement at individual and organizational level as well as prioritize the training needs identified. The target group for the training will include the research/audit professionals and management /supervisory tasks professionals.

The training issue

The organization wants to train its employee on the emerging technology and changes the changed healthcare facets within the organization. The organization has had insurmountable advancement in health care and technology in the recent past. Additionally, over time there have been variations population demand and disease patterns. Therefore, it is imperative for Providence Hospital to train its research/audit professionals and management /supervisory tasks professionals on the new changes within the organization. Providence Hospital aim is to provide the best quality services. Therefore, its training and development is aimed at its most appropriate professionals within the organization so that they gain skills that add optimum value to the community as well as the patients.

Training needs assessment questionnaire

Hennessy-Hicks: Training Assessment Needs

Please you are advised to complete the following before reading the instruction.

Job title:

Age:

The years worked in the post:

Gender:

INSTRUCTIONS FOR COMPLETION:

The question below comprises two sections. The sections regard your training needs. You are requested to answer all the questions honestly to enable the management compile your training needs. Please read and answer as required.

Section 1: The Training Requirement

To effectively perform your tasks, you require relevant skills. Look at the activities listed below and rate them by writing an appropriate number in the box. (A) shows the first rating. The section regards the significance of the activity to the success of your work, while (B) regards how well you apparently perform the activity.

How significant is the task to the success of your work?

not important =1

very important = 7

How well do you apparently perform the task? not well = 1;

very well = 7

Evaluating published research

Getting a good relation with patients and your friends

Communicating with patient one-on-one

Treating patients

Offering feedback to workmates

Getting an access to literature regarding your clinical work

Evaluating the social and psychological needs of a patient

Effectively organizing your time

Write reports allied to your research studies

Use the computers

Do promotion studies regarding health

Collecting and analyzing research data

Undertaking administration tasks or activities

Section 2: Specific Training Needs

In this section, you are advised to specify the areas regarding your job that you would want further instructions or training. List the areas in order of significance:

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

Using the question to develop the training outcome

The management will analyze the results of the questionnaire to develop the training requirement. It is worth noting that the high scores allied to the item’s significance and the low scores allied to the performance indicate the need for training. The management will identify the need for training if there is big gap between the significance attributed to task (rating A) and how well the workers believe they can handle the task/item (rating B). Biggest gaps are indicative of greatest need for training for the individual.

In other words, to acquire the performance analysis in the present, the management is supposed to minus the apparent behavior (B) from the organization’s desired standard (S) to acquire the performance gap. The results of S-B=G is the span that the hospital need to bridge to reach it objectives and goals (Ford 45).

It is also imperative to note that the absolute degree of significance attributes to a particular item because one might observe a certain need for training on a task that is not considered critical (Goetsch &Stanley 78). For instance, a task can score 4 for significance but score 1 for performance. Such outcome would suggest need for training. However, the need would not be urgent. Therefore, the actual task is seen to be on moderate significance. The needs for training can be plotted based on the significance and performance as shown in figure 1.

Figure 1: The need for training

The outcome

Outcome 1: Developed skill in the area of specialization

This will be administered with on the job training. The method will be though job shadowing in which an employee who already has the skill is placed with another employee that wants to develop the skills. So, a nurse that is on training will be shadowing another nurse that already possess the skills

Outcome 2: Developed abilities to handle the tasks for future and current workers

This will be by job swapping. “Job swapping is a method for training in which two employees agree to change jobs for a period of time. Of course, with this training delivery method, other training would be necessary to ensure the employee learns the skills needed to perform the skills of the new job”. It is good for the organization to cross-train employees in different types of jobs.

Outcome 3: Developed technical skills

This could be in form of a web based training which involves the use of technology to train the employees. Using technology to teach employees will also help them improve their technical skills. “Web-based training delivery lends itself well to certain training topics. For example, this might be an appropriate delivery method for safety training, technical training, quality training, and professional training”.

Expected performance

Increased skills in the area of worker’s specialization

Increased abilities to handle tasks for the future and current workers

Increased knowledge in the use of technical assets such as the computer

The performance gap

There is an average gap in worker’s specialization: The problems in the firms can be can be solved by training the workers in those areas on the best practices and ways of handling the issues as well as solving them

There is large gap between the actual and expected abilities to handle tasks for the future and current workers. This can be overcome by analyzing the problems that do not exists in the hospital but have a high probability of taking place due to changes on technical advancement, people demand, and variations in health care. This can be solved by getting new ways of handling activities and processes in the organization.

There is also a gap in the used of emerging training. This gap can be closed by ensuring that all the employees are trained on how to use the information systems within the organization. This will enable the organization gain a competitive edge over the other firms.

Work Cited

Goetsch, David L., and Stanley B. Davis. Quality management for organizational excellence. pearson, 2014.

Ford, J. Kevin. Improving training effectiveness in work organizations. Psychology Press, 2014.

Griffin, Ricky. Fundamentals of management. Cengage Learning, 2013.

Chapter 8 Training and Development. (n.d.). Retrieved June

08, 2016, from https://saylordotorg.github.io/text_human-resource management/s12-training-and-development.html