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Seb Anthony

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Training needs analysis


I am working in the area of heart health and wish to look at the learning needs of different people eg people in the community, professionals from medical/education/local authority backgrounds etc etc It is a very wide remit. For example: health visitors, health care assistants, staff in GP practices, people in community groups, ...

We did an assessment about 2 years ago and I wasn't particularly happy with it. I felt our target groups were unclear and as a result we have been responding to requests on both a planned and an ad hoc basis. Now I would like to go back and review this. I want to end up with a plan that is clear, that states what gaps still exist or were never addressed in the first place, that covers the wide range of people with whom we are working.

I suppose I feel a bit overwhelmed by the vastness of it and would appreciate ideas on breaking it down into manageable chunks. Any ideas welcome. Thanks.
jean byrne

5 Responses

  1. bite size…nice!
    I did an exercise like this some time ago though all the people I dealt with worked at the same site or in the middle of the North Sea!
    My first objective was to view all the annual aappraisals of the individuals concerned and assess these with line managers against organisation needs. Then I assessed each against the aspirations of the individuals.
    From this I produced a matrix of needs areas and levels, from this I produced a general need and then went to market to assess solutions. I did all of this in lumps relating to project teams or departments.
    That sounds a whole lot simpler than it was in practise!

  2. Manageble Chunks
    Hi Jean,

    The best people to talk to would be either Gareth Morris or Sam Bonner 0870 2424 223.
    They are ‘knowledge Managers’ and have helped me in the past put together an e-learning package for NHS staff.
    They helped break all the information down into manageble chunks.
    Give them a try.

    Douglas King

  3. Human Performance Technology
    The vast majority of performance problems have nothing to do with the Skills, Knowledge or Attitudes of people. We are asked to use training as the sole intervention to fix people when the more often than not the problem lies outside their control.

    The Rummler Brache model talks about three levels of performance improvement – the organisational level, the process level and the job/performer level. The ultimate performance of the system is deterimed by the continual alignment of the goals, design and managment within each level and unless organisations start taking a systematic and holistic view of performance they will continue to chase shadows.

    If you want a better understanking of HPT (Human Performance Improvement) visit the International Society for Performance Improvement – follow this link

  4. Training Needs Analysis
    I spent 10 years as Management Development and Training Manager in the NHS so can identify with the question you are posing.
    If you would like to get in touch via e-mail or telephone 01484 658358 i would be happy to talk this through with you
    terry Gregory

  5. What are you trying to achieve?
    Be clear in your own mind what you are trying to achieve. Get your aims and objectives documented and agreed otherwise you will be on a loser. Avoid the “need more training syndrome”.



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