Tni & Tna Forms For A New Hospital - PDF Download

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, the performance management system is underdeveloped, and thus training needs have to be collected through Training Needs Forms. Please share with me your Training Needs Analysis Forms for me to begin the data collection. Just as in a TNA process, I am aiming to collect their requirements for training and 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 analysis, 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 JCI accreditation in the next two years, is implementing THIS (Total Hospital Information Systems - a paperless hospital, i.e., e-medical records, etc.), and is underpinned by 5 Centers of Excellence (in burns/trauma, women and child, men-urology and nephrology, cardiac and cancer).

Thank you and regards.

Hi!

Based on my experience of designing and conducting training programs for hospitals in India, what I can share is to conduct an informal audit. Move around and consider hiring a couple of mystery shoppers (mystery patients) who would move from one department to another in the hospital, jotting down their moments of truth and experiences with various people they interact with.

Based on the information you gather, design a specific format for each department.

Regards,
Harsh

Dear Harsh,

I recognize that your suggestions involve 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 organizational 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 instructions 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 was in the early 1990s 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 thanks!

Dear Harsh,

It would be very nice if we could meet in person and dwell on the pointers you are looking at. Once we meet, we could get more clarity on the subject. At this juncture, I am enclosing herewith our company profile for your usage.

Thank you.