Methodology for Training need assessment
Step
One:
a.
Determine
the context for training as per identified problems
b.
Perform
gap analysis for defined standards, policies and procedures
c.
evaluate
the Set objectives
Step
Two: Determine Design of Training Needs Analysis
a.
Establish
methods selection criteria and identified the quality tools to be use for
assessment for e.g. Checklist, Root
cause analysis, pareto chart etc.
b.
Assess
advantages and disadvantages for methods
List of methodology used for Training need assessment include:
a.
Interviewing,
b.
Audit
and Survey techniques,
c.
Performance
appraisal and review,
d.
Task
and role analysis,
e.
Management
audit and observation etc.
f.
Quality
Indicator
g.
Incident
form
h.
Gap
identified during the work
i.
Recent process or procedure changes
j.
Introduction of new equipment
k.
Need of Job description and Job specification
Step
Three: Collect Data
a.
Collect
the data by Conducting interviews of staff, patients for related job, SOPs,
working instructions etc.
b.
Collect
the data by preparing the questionnaires and surveys forms
c.
Review
documents for e.g MRD files, registers, forms and formats, and other job
related documents.
d.
Observe
people while performing there job
e.
Collect
data from Audit reports.
Step
Four: Analyze Data
a.
Conduct
qualitative or Quantitative Analysis to identify the need based Training as per
the requirement of standards, policies.
b.
Determine
solutions/recommendations
c.
Identify
the staff and topics which need to address on the priority basis.
Step
Five: Provide Feedback
a.
Write
report and make oral presentation
Step
Six: Develop Action Plan for Providing Training
a.
Schedule
the training as per identified staff wise and also topic wise which need to be
address as per requirement.
b.
Conduct
the training
Step
Seven: Evaluation after the Training
c.
Evaluate
the staff after training for his/her competency for the problem identified.
d.
And monitor
the staff for consistency .
Training and Development Needs Analysis shall be based on the following points:
Your training needs analysis should include the following:
Know what the organization is
trying to accomplish.
Know the history of training
within the organization.
What "needs" will be
addressed by the training?
Any recent process or
procedure changes?
What resources are available
for training?
Who needs to be trained?
Who can serve as subject
matter experts?
Are any staff going to do the
training?
Which companies provide
training materials?
What are the Knowledge,
Skills, and Abilities?
Review Job Descriptions and
Org Charts.
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