In my role as the Head of HRD in a new hospital that is due to open in mid 2007, I am required to create a Master Training Plan for all the employees (about 300 staff). As it is a new hospital, performance management systems is under-developed and thus training needs have to be collected through Training Needs Forms. Please share with me your Training Needs Analyses Forms for me to begin the data collection. Just as in a TNA process, I am aiming to collect their requirements for training & development on technical skills, functional skills and other soft skills based on the critical job competencies. I recognize ideally I would need to perform job anaylsis. task analysis etc. As an initial step, your sample of a TNA form (and guidelines) would be helpful.
I am based in Kuala Lumpur and this hospital is pursuing for the JCI accreditation in the next 2 years, is going into THIS (total hospital information systems - paperless hospital i.e. e-medical records etc) and is underpinned by 5 Centres of Excellence (in burns/trauma, women & child, men-urology & nephrology, cardiac & cancer).
Thank you & regards.
From Malaysia, Kuala Lumpur
I am based in Kuala Lumpur and this hospital is pursuing for the JCI accreditation in the next 2 years, is going into THIS (total hospital information systems - paperless hospital i.e. e-medical records etc) and is underpinned by 5 Centres of Excellence (in burns/trauma, women & child, men-urology & nephrology, cardiac & cancer).
Thank you & regards.
From Malaysia, Kuala Lumpur
Hi !
Based on my experience of designing and conducting training programs for wy hospitals in India,what I can share is conduct an informal audit.Move around,better hire a couple of mystery shoppers(mystery patients) who would move from one deptt to another, in the hospital, jotting down their moments of truth and experiences with various people they interact with.
Based on the information you get you design specific format for each department.
regards
Harsh
From India, Ahmadabad
Based on my experience of designing and conducting training programs for wy hospitals in India,what I can share is conduct an informal audit.Move around,better hire a couple of mystery shoppers(mystery patients) who would move from one deptt to another, in the hospital, jotting down their moments of truth and experiences with various people they interact with.
Based on the information you get you design specific format for each department.
regards
Harsh
From India, Ahmadabad
Dear Harsh,
I recognize that your suggestions are some activities that we could conduct to gather data on TNA. Most of these are already in place(in draft, approved or under-developed or pending approval by the Board) - Vision/mission/values, business goals and thrust, C/S framework, performance appraisals. We will develop a competency model. My immediate task is to collect the most crucial needs prior to the opening. At the organization level, we had already planned orientation for Values, Brand, C/S, PMS, Safety & Health, IT modules on Cerner solutions, SAP etc. At the occupational level, we need to collect these in addition to their training on SOP/work intructions and other departmental-specific training.
We will focus less on the employee level (self-development) but will surely address them if they are crucial for the job by June 07.
Thus, a simple TNA Questionnaire would be helpful to assess their needs based on their job skills/knowledge/competencies (self-assessment and assessment by their leaders). Alternatively, a TNA Questionnaire that helps them to describe their needs using competencies of performance gaps.
The last time I used such Forms were in early 1990's in my previous organization. I had seen a few but if you have for the hospital or one that meets the requirements of Joint Commission International(JCI) it's gonna be a bonus for me.
I am highly interested in networking with HR members from the healthcare or hospital industries.
Many thank!
From Malaysia, Kuala Lumpur
I recognize that your suggestions are some activities that we could conduct to gather data on TNA. Most of these are already in place(in draft, approved or under-developed or pending approval by the Board) - Vision/mission/values, business goals and thrust, C/S framework, performance appraisals. We will develop a competency model. My immediate task is to collect the most crucial needs prior to the opening. At the organization level, we had already planned orientation for Values, Brand, C/S, PMS, Safety & Health, IT modules on Cerner solutions, SAP etc. At the occupational level, we need to collect these in addition to their training on SOP/work intructions and other departmental-specific training.
We will focus less on the employee level (self-development) but will surely address them if they are crucial for the job by June 07.
Thus, a simple TNA Questionnaire would be helpful to assess their needs based on their job skills/knowledge/competencies (self-assessment and assessment by their leaders). Alternatively, a TNA Questionnaire that helps them to describe their needs using competencies of performance gaps.
The last time I used such Forms were in early 1990's in my previous organization. I had seen a few but if you have for the hospital or one that meets the requirements of Joint Commission International(JCI) it's gonna be a bonus for me.
I am highly interested in networking with HR members from the healthcare or hospital industries.
Many thank!
From Malaysia, Kuala Lumpur
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Forms karnatakan ISMW Act1979-1981.pd f
FORMs.docx