Training Needs Analysis
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 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
References: Craig Eric Schneier, J. P. (2001). A practical approach to conducting and using the needs assessment. Public Personnel Management . Nowack, K. M. (1991). A True Training Needs Analysis. Training and Development Journal . Patton W. David, C. P. (2002). Assessing the training needs of high potential managers. Public Personnel Management .