Training needs analysis

1. Reddington Hospital
Group Learning and
Development.
Olumide Jones

2. Overview of the Learning and Development
Department
Our Mission
To support a culture of
continuous learning and
development, fostering
knowledge, skills, and attitudes
for excellent healthcare
services.
Our Vision
To be a leading healthcare
organization in Africa, providing
lifelong learning and
development programmes for
our staff, patients, and
communities.
Our Values
Collaboration, Partnership,
Innovation, Excellence,
Empathy, Service, and Integrity.

3. Training
Needs
Analysis
(TNA)

4. Learning Outcomes
4
Define a Training Needs Analysis (TNA).
Explain the importance of a TNA.
Describe the process for carrying out a
TNA.

5. What is a TNA?
5
A TNA is the method of
determining if a training
need exists and if it
does, what training is
required to fill the gap.
This is achieved by
collecting both
qualitative and
quantitative data for
analysis.

7. TRAINING NEEDS
ANALYSIS
Scrutiny of the training,
learning and development
needs of the employees. It
considers the KSA’s and
how to develop them and
support the individual’s
career progression.
7

8. A training needs exists when there is a gap
between what is required of an employee to
perform their work competently and what they
actually know.
8

9. The Importance of Training Need
Analysis
9
It ensures that training is aligned with
organizational goals, increases
employee engagement and retention,
improves patient satisfaction, and
enhances healthcare quality and safety.

10. TNA FRAMEWORK
10
Performanc
e
Gap
Organizational
Analysis
Task / Job
Analysis
Person
Analysis
Identify
performance
discrepancy
and its causes
Training
Needs
Non-Training
Needs

11. Goals of the Planned
Project
1 Enhance Employee
Competence
Ensure that all
employees have the
necessary knowledge,
skills, and attitude to
provide excellent
healthcare services.
2 Improve Patient
Outcomes
Provide patient-centered
care that meets the
highest standards of
quality, safety, and
compassion.
3 Develop a Learning Culture
Encourage continuous learning and development, foster
innovation and creativity, and recognize and reward
excellence.

12. Scope of the Project
Target Groups
All staff members working in
Reddington Hospital, including
medical, nursing, administrative, and
support staff.
Data Collection
We will use a combination of
methods, including surveys, focus
groups, and interviews to collect
data on training needs.
Training Programs
We will develop and deliver training
programs that cater to the identified
needs, including classroom-based,
online, and on-the-job training.

13. Expected Outcomes
1 Improved Employee Performance
Employees will acquire new knowledge and
skills that will enhance their individual and
team performance.
2
Increased Patient Satisfaction
Patients will receive better healthcare services
that meet their expectations and needs,
resulting in higher satisfaction rates. 3 Higher Retention Rates
Employees will feel valued and engaged,
leading to higher retention rates and lower
turnover costs.

14. Timeline and Milestones
Phase 1
Preparation
• Form the project team
• Develop the
project plan
• Define the
project scope
• Obtain
management
support
Phase 2
Data Collection
• Distribute surveys
• Conduct focus
groups and
interviews
• Analyze data
• Identify training needs
Phase 3
Training
Development
• Design and
develop training
programs
• Select trainers
• Create training
materials
• Pilot testing
Phase 4
Training Delivery
• Implement the
training
programs
• Evaluate training
effectiveness
• Provide feedback
and coaching
• Report on
training
outcomes

15. Next Steps for Collaboration and Involvement
Collaboration
We welcome collaboration with
other departments and subject
matter experts to share
knowledge and resources and
improve our outcomes.
Involvement
We encourage all employees to
participate actively in the
training programs, provide
feedback, and share their ideas
for improvement.
Contact Us
For more information, please
contact the Learning and
Development Department at
LandD@reddingtonhospital.com
.