Select Or Create An Organization For Authentic Assessment ✓ Solved

Select or create an organization for the authentic assessment

Select or create an organization for the authentic assessment. In this first assignment, you will begin to develop a training needs analysis (TNA) for your chosen organization. It is recommended that you choose your own organization (where you are currently employed). If you are not employed, reach out to the professor to help with the selection of an organization. DO NOT use Walmart, Target, or Starbucks as your organization.

For this assignment, you will work on items 1-5 only. You will include a summary of assignment one as the intro to assignment two. Provide information about the organization and its needs regarding the training issue: This should include general 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 focus 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. 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 into the issue. 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). Additionally, think hard about using questions that ask how the audience “feels” about something – you want to obtain the most tangible and useful information. You will NOT administer the questionnaire; your questionnaire should be included as an appendix to your paper.

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 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. The goal is to understand how a TNA is done effectively and to practice completing one.

Paper For Above Instructions

Introduction

In this paper, we will create an organizational training needs analysis (TNA) for a fictional healthcare organization named Vanguard Health Services. This organization operates in the United States and provides a range of medical services, including emergency care, outpatient services, and rehabilitation. The organization is mid-sized, with approximately 500 employees across multiple locations in the Midwest. The TNA will address the need for enhanced communication skills among healthcare staff, focusing on teamwork and collaboration within high-stakes environments where efficient communication can directly impact patient outcomes.

Organization Overview

Vanguard Health Services was established in 2010 and has steadily grown to serve a diverse population across urban and suburban communities. It provides primary healthcare services, urgent care, and specialized medical treatments. The organization is committed to delivering high-quality patient care while ensuring that its workforce is well-equipped to handle the dynamics of a fast-paced healthcare environment.

Vanguard employs a mix of clinical and non-clinical staff, including physicians, nurses, administrative personnel, and support staff. Demographically, the workforce includes individuals of varying ages, ethnicities, and educational backgrounds. Given the nature of the healthcare industry, many employees work in high-pressure situations that demand immediate decisions, collaboration, and effective communication. Continuous training and skill development are crucial to ensuring these employees can meet operational challenges effectively.

Training Issue Identification

The primary training issue identified for Vanguard Health Services is poor interdepartmental communication, which has resulted in delays in patient care and increased stress levels in staff. This insufficiency in communication has been observed through feedback from staff and performance metrics indicating that patient processing times have increased, leading to negative experiences for both staff and patients.

The objective of this TNA is to dissect the underlying causes of communication breakdowns and develop targeted training solutions that not only address the communication skills of employees but also foster a culture of collaboration. This training initiative aims to ensure that all staff members can effectively communicate with their peers across departments, thereby improving overall operational efficiency and patient care quality.

Target Audience

The training will be directed toward all clinical staff members, including nurses, physicians, and allied health professionals, as they are the primary users of communication in emergency situations. The training initiative will also benefit administrative staff, as they manage patient flow and play a critical role in logistics and coordination. By assessing different demographics—including their roles, responsibilities, and even levels of comfort with technology—we can tailor the training to match the audience's needs effectively.

To illustrate, younger staff members may be more adept at using digital communication tools, whereas veteran employees might prefer traditional verbal communication methods. Understanding these disparities will aid in designing training that is relevant and engaging.

Training Needs Assessment Questionnaire

The training needs assessment questionnaire will consist of targeted questions designed to gauge the effectiveness of current communication practices, identify areas for improvement, and understand employee sentiments regarding their communication skills. Sample questions include:

  • How often do you experience communication breakdowns during shifts?
  • What tools do you currently use to communicate with your team?
  • On a scale from 1-10, how confident do you feel in your communication skills?
  • What suggestions do you have for improving team communication?

The results from these questions will provide insight into the specific communication challenges faced by staff and indicate whether additional training, resources, or support systems are necessary.

Utilization of the Questionnaire

The questionnaire will be distributed anonymously to ensure honest feedback and encourage participation. Once collected, the responses will be analyzed to identify commonalities and patterns, leading us to derive specific training outcomes and learning objectives.

The insights gained will directly inform the curriculum design, focusing on essential training areas such as effective interpersonal communication, conflict resolution, and the use of digital communication tools. The findings will guide the development of concrete learning objectives, ensuring that the training aligns with real-world needs and organizational goals, ultimately enhancing both staff communication skills and patient care experiences.

Conclusion

In conclusion, by selecting Vanguard Health Services as the organization for this TNA, we can create a focused training program that addresses significant communication challenges, enhancing teamwork and improving patient care outcomes. The combination of a carefully constructed questionnaire and a thorough understanding of the target audience will drive the development of impactful training initiatives that foster a more cohesive and effective workforce.

References

  • Armstrong, M. (2006). Handbook of Human Resource Management Practice. Kogan Page.
  • Brown, R. (2015). Training Needs Analysis: A Practical Guide. Training Journal.
  • Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating Training Programs: The Four Levels. Berrett-Koehler Publishers.
  • Phillips, J. J., & Phillips, P. P. (2005). Bridging the Gap: How to Assess Training Needs. Training and Development Magazine, 59(7), 5-12.
  • Robinson, S. P., & Judge, T. A. (2013). Organizational Behavior. Pearson Education.
  • Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). Developing Adaptable Kidn of Learning: A Guide to Identifying Your Training Needs. Educational Technology and Society, 15(3), 2-12.
  • Smith, A. (2018). Creating a Learning Culture in Organizations. Harvard Business Review.
  • Vasilakopoulou, M., & Georgiadou, E. (2019). Training Effectiveness and Employee Performance: A National Survey. Human Resource Management Journal, 28(2), 165-178.
  • Watkins, K. E., & Marsick, V. J. (1993). Supporting Learning in the Workplace. Educational Technology Publications.
  • West, M. A., & Lyubovnikova, J. (2013). Illuminating the Dark Side of Teamwork: The Impact of Communication on Team Performance. Journal of Organizational Behavior, 34(3), 345-363.

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