In this first assignment, you will begin to develop a training needs analysis (T
Place your order now for a similar assignment and have exceptional work written by our team of experts, At affordable rates
In this first assignment, you will begin to develop a training needs analysis (TNA) for your chosen organization on this topic:
NYU Langone Hospital is located in Brooklyn New York in the United States. The healthcare facility provides a wide range of services including heart-related conditions airway and breathing problems, various cancer, blood disorders, and tumors, endocrine conditions such as diabetes, kidney, liver, and urinary conditions, and gastrointestinal and digestive disorders among many others. The services offered by the firm include both in-patient and out-patient services to meet the continuously growing number of clients since its debut into the market in 1999.
As medical advances set it, with the aims of reducing recovery times, and more robust policies require shortened hospital stays, NYU Langone Hospital had to react to these changes. They pose a challenge to the hospital’s operations if they are not addressed adequately and with the required tactfulness. To deal with this challenge, the health care facility has embraced what is referred to as ambulatory care in which a good number of its citizens get care services in that setting. At the moment, the hospital runs a total of 140 ambulatory care services that provide medical services across the wide Metropolitan area of New York and this explains the record number of over 5 million patients that get treated in the facilities in a single year. To adequately address the high number of patients in the ambulatory care setting, there is a need to carry out a training needs assessment (TNA) for the healthcare providers who will be attending to these patients.
THEN YOU WILL COMPLETE THE FOLLOWING BASED OFF ABOVE!
Provide information about the organization and its needs regarding the training issue:
This should include general, high level information about the company in terms of product/services, size, geography, workforce attributes, etc. The training issue is the problem or challenge (could be deficiency OR need based on a predicted change in the operation, workforce, etc.). Here this should be “high level”, focused on the organization (not specifically the individual workers yet).
Determine the group or individuals who will receive the training:
This should include information about the target audience as it will impact the training developed – including demographic information, type of work, location of work, etc.
Identify the training issue:
This is a continuation from item 1. Here you will focus more on the individual workers and/or teams.
NOTE: the training issue should NOT be that they lack training. It should be tied to a performance deficiency or need.
Provide a training needs assessment questionnaire:
The questionnaire should provide insight into the training need/gap; therefore it should focus on the training issue itself – choose questions that provide insight to the issue. In a sense, the questionnaire helps you identify and analyze the “why” (e.g., if you are addressing a performance issue, the questionnaire would help you hone in on the real issue).
SUGGESTION: think hard about using questions that ask how the audience “feels” about something – you want to obtain the most tangible and useful information.
NOTE: you will NOT administer the questionnaire!
Your questionnaire should be included as an appendix to your paper – inserting questions within the narrative of your paper does not suffice.
Explain how the questionnaire will be utilized and will lead to the development of training outcomes/learning objectives within your written report:
Here you will essentially validate the questions posed in your questionnaire – if you can’t do that, you should probably revisit your questions.
You will probably not have the time or resources to implement the questionnaire or compile all the organizational and training-specific information necessary to complete the TNA. (If you are able to get real data and results, great! Otherwise, be creative and fabricate results.) The goal is to understand how a TNA is done effectively and to practice completing one.
PLEASE USE THE FOLLOWING AS SOURCES TO SITE FROM, this is a must!!
ADDIE Model https://www.trainingindustry.com/wiki/entries/addie-model.aspx
Successive Approximation Model (SAM) http://www.trainingindustry.com/taxonomy/s/successive-approximation-model-(sam).aspx
Nine Events of Instruction http://edutechwiki.unige.ch/en/Nine_events_of_instruction
Kemp Design Model http://edutechwiki.unige.ch/en/Kemp_design_model%20
Instructional Design Taxonomies http://www.instructionaldesign.org/concepts/taxonomies.html
Creating a Custom Training Plan for Your Organization http://trainingtoday.blr.com/employee-training-resources/Develop-a-Custom-Training-Plan-for-Your-Organization
Merrill, M. D. (2002). First Principles of Instruction. Educational Technology Research and Development, (3). 43. First Principles By Merrill (ATTACHED)