DUE TOMORROW AT 7PM EST!
BEFORE STARTING NOTE: you will include a summary of assignment one as the intro! THIS IS ATTACHED AND MUST BE READ TO HELP WITH THIS PORTION! 

Use the TNA to identify performance gaps and to establish specific training outcomes. This assignment builds on the previous one and will complete your TNA. Use at least three classroom resources in this assignment.

1. Include at least three training outcomes, based on the TNA 

Think of training outcomes in a larger context:  how will the training solve the problem (or, address the need) at an organizational level?  Think of this as a justification for your training. How you would “sell” the training to the organization’s leadership team.  Why should they invest in the training. What’s in it for them (AKA, the organization)? 

Remember, this should be as tangible as possible!

2. Identify the expected performance of the group or individuals as a result of the training

This is where you will focus more on the individual level. Think in terms of learning objectives.  As a result of the training, what will the target audience do (or not do) that will improve their performance?  

3. Identify performance gaps and detail how training can help close those gaps

Here you will essentially validate your proposed training . What performance gaps (or needs) is the training intended to address and how do your training recommendations achieve this? There needs to be a clear connection between what you are proposing and what you are trying to address.

PLEASE USE 3 CLASS SOURCES FROM BELOW:

http://www.hr-guide.com/data/G510.htm

http://njaes.rutgers.edu/evaluation/resources/objectives.asp

https://elearningindustry.com/getting-to-know-addie-design

TRAININGNEEDS ASSESSMENT 6

Training Needs Assessment

Chelsea Brooke Mattingly

UMGU

February 2, 2021

The organization and its needs regarding the training issue

New York University Langone Hospital is the organization that will be focused on in this assignment. The organization is in Brooklyn, New York. It is one of the best facilities in the location, and this is associated with the fact that the organization offers a wide variety of services (NYU Langone Hospital, 2021). Apart from attending to patients, the hospital also provides healthcare students with an environment to learn and practice care delivery to patients. The hospital has a capacity bed on 450 patients. New York University Langone Hospital offers both in-patient and out-patient services. Some of the hospital services are heart-related conditions, blood disorders, liver diseases, diabetes, urinary conditions, airway and breathing problems, various cancer, kidney problems, digestive disorders, gastrointestinal, tumors-related conditions and many others (NYU Langone Hospital, 2021). The hospital has been able to excel in the fast-evolving and highly competitive healthcare sector because of its ability to offer nothing less than high-quality services.

Healthcare practitioners working at New York University Langone Hospital have demonstrated their competent skills by giving the hospital a good reputation for performing surgeries (NYU Langone Hospital, 2021). Also, the hospital provides specialized services for adult students. Specialized services have helped to improve the quality of services offered at the hospital. As a result, patient satisfaction continues to rise, thus giving the hospital a good reputation in Brooklyn and the neighboring states (NYU Langone Hospital, 2021). The hospital plays host to two emergency departments, which has helped the practitioners meet patients’ needs in the most convenient time. Work ethics and integrity are highly regarded values at the hospital (NYU Langone Hospital, 2021). Practitioners from different fields and departments collaborate to enhance the delivery of quality care at the hospital.

The hospital has been offering the best services, which has affected the number of patients who seek healthcare practitioners’ services from the hospital (NYU Langone Hospital, 2021). It would be essential to make sure that practitioners who provide ambulatory services have the essential skills to perform their roles effectively. A training needs assessment comes in as the best tool to test and meet healthcare practitioners’ needs working in the ambulatory department (Merrill, 2002). The assessment will help to identify areas of need. The assessment’s main aim is to ensure that healthcare practitioners will have the skills and knowledge that are important in meeting the increasing needs of patients who need ambulatory services (NYU Langone Hospital, 2021).

In this case, the training issue pertains to the anticipated rise in the number of patients who will be seeking ambulatory services. The hospital has been recording high numbers of patients. The primary objective of a hospital is to provide healthcare services that are aligned to the needs of the patient (Merrill, 2002). Changes take place in the market, and the number of patients increases. An organization must be in the best position to offer the best services when there is a need to do so. Therefore, it is important to assess the skills and competencies required to meet the needs of patients (Merrill, 2002). Assessing the employees’ skills will help to know the areas that are wanting and the areas where the practitioners have provided a stunning score.

Healthcare practitioners who provide services in the ambulatory unit will be the training program’s targeted beneficiaries (Training Industry, 2013). The training program will be implemented to ensure that practitioners can address the increasing needs of patients who need ambulatory services (Merrill, 2002). The targeted location will be the headquarters of the hospital. The number of patients has been increasing at the headquarters of the hospital. A training program should target people who are vulnerable and in dire need of help. In the case of the hospital, people who are likely to face challenges in the hospital are practitioners who offer services to patients who seek ambulatory services (Merrill, 2002). The increasing number of patients is proof that practitioners will require more services and many patients. Equipping the practitioners with the skills and strategies they need to be competent and effective is paramount.

The training will be diverse because of the people it targets. In ambulatory departments, there are practitioners from different fields and specialties. The training program cannot focus on a specific field of professionals because it will be creating a gap. For example, a doctor can be requested for ambulatory services (Merrill, 2002). Therefore, in the ambulatory team, there must be doctors. At the same time, nurses must come on board. The needs of patients are diverse, and that means that it is important to provide all experts. Even though the hospital anticipates a high number of patients, the data does not reveal the type of patients seeking the hospital’s services (Training Industry, 2013). The hospital needs to be strategic to ensure that it meets the rising needs. Therefore, it will be important to cover all practitioners who will be serving the increasing number of patients.

The training issue is associated with the provision of quality and competent services. Healthcare practitioners operate in a field that is delicate and risky. The delivery of services by a healthcare practitioner is a matter of life and death. The reason for stating so is that a healthcare practitioner can save a life by delivering quality services to his or her patients. At the same time, the lack of skills and competency can lead to death. Therefore, it is very important to ensure that a healthcare practitioner has the skills and knowledge required to save lives. The practitioners’ case in failing to deliver quality services can be understood (Merrill, 2002). When the number of patients starts to increase in a hospital, it means that practitioners will have a lot of patients to attend to. The brain of a human being is powerful, but it has its limits. When a person overworks the brain, its level of efficiency decreases. It is important to teach practitioners more about the best methods and strategies they can use to overcome the challenge of attending to a lot of patients (Merrill, 2002). The skills will help practitioners in the process of delivering care. The skills will also help the mental health of the practitioners. Hospital burnouts affect practitioners (Training Industry, 2013). The increasing number of patients can lead to burnouts, and that means that there is a dire need to look into ways of dealing with the issue through employee training.

The questionnaire has paid attention to issues that might affect the performance of the employees. For example, one of the questions has asked about the way the participant behaves when working under stress (Training Industry, 2013). The question is important because it is evident that working in an environment that is full of patients can be stressing. The answer will help to know if training on how to handle stress at the place of work is important in this case. The questions have focused on two different areas that are important in designing a training program. The first area of focus is the strength of the participant.

The strength of a practitioner is important when designing a training program. The information helps to come up with strategies that can help to strengthen the employee. The questionnaire has also focused on the weaknesses of the practitioners. Identifying the weaknesses of a practitioner is important. The training team is able to come up with strategies that will help to deal with the weaknesses (Training Industry, 2021). The questionnaire will be used to assess the abilities and knowledge of the practitioners. The information will help to design a training program that perfectly fits the needs of the practitioners.

Training Needs Assessment Questionnaire

Taking this questionnaire means that you have read and understood the instructions. Please try to be as honest as possible. Your information will be discreet in accordance with the research code of ethics. Kindly answer the following questions with all honesty.

1. How does it feel working in an environment with a lot of patients?

2. Do young believe that you have all the skills that are essential in delivering quality services to patients placed under your care?

3. If the highest level of confidence is 5 and the lowest 1, what is your level of confidence when attending to patients under your care?

4. How diverse are your skills?

5. Do you possess skills from a different field? If so, which? If not, why?

6. If you were overwhelmed by patients, what would be your first reaction?

7. How is your performance when working under pressure?

8. Do you handle work stress well? If not, are there evident reactions when you are exposed to a stressful working environment?

9. Have you ever shouted at a patient?

10. Based on your skills and work, which are the areas that you perform exceptionally?

11. What do you think triggers your performance?

12. In your practice, what are areas that you feel need more sharpening?

13. How do you relate with practitioners who are not from your field?

14. What is the area of the hospital where you feel that a change is important and should be immediately implemented?

References

Merrill, M. D. (2002). First Principles of Instruction. Educational Technology Research and Development, (3). 43. First Principles by Merrill.

NYU Langone Hospital. (2021). NYU Langone Hospital. Retrieved from

https://nyulangone.org/locations/nyu-langone-hospital-brooklyn

Training Industry. (2013). ADDIE Model. Retrieved from

https://trainingindustry.com/wiki/content-development/addie-model/

Training Industry. (2021). Successive Approximation Model (SAM). Retrieved from

https://trainingindustry.com/glossary/successive-approximation-model-(sam)/