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.
7th February 2007 From India, Ahmadabad
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.
14th February 2007 From Malaysia, Kuala Lumpur