Needs Assessment Paper

To ensure that the training is truly taught for its intended purpose requires conducting training needs analysis. BusinessDictionary.com defines a training needs analysis as an “assessment of the training requirements of a target group in terms of (1) number of trainees, (2) their educational and professional background, (3) their present level of competence, and (4) the desired behavior or skill level acquired at the completion of training” (Training needs analysis, 2014).

The value of a needs assessment in an organization is important since they are used for the driving force behind staff member’s job abilities. When a needs assessment is done correctly, it will and can determine who needs trainings and what types of trainings and the length. “The identification of training needs is the first step in a uniform method of instructional design.” (Training needs analysis, 2010) There are costs associated with trainings so offering trainings to employees who do not need it is a waste of time and money to a company.

Organization Surveys are provided by referral agencies and are required at the intake assessment and closure of case. This allows Four Feathers Counseling to collect data that can determine the overall success of each case and intervention used. Referral agencies will also contact Four Feathers Counseling to audit their cases. During this process they will contact clients as well. Four Feathers Counseling also will complete surveys that determine the types of cases and follow-up surveys that reflect long term success and/or sustainability.

The training development team will evaluate this and make any relevant training. The method of monitor effectiveness of the training will include testing of the trainee at the end of the course to see if the skills were mastered. The success of the mastered skills will be compared to the problems identified by the needs assessment to see if there were any reductions in the complaints. For example, The prior rate 78% of returns should be used as a baseline when making a comparison to monitoring for

The organization I choose is Dignity Health Mercy Medical Center Redding (MMCR), located in Northern California. MMCR 2014 Community Health Needs Assessment Report is easy to read and understand. They provided the picture of the community they are serving and what are the problems that need priority. The hospital catered on communities in Shasta, Tehama and Trinity County. What I noticed is that the community they are serving is mostly Caucasian (79.6%), only 11% Hispanic. Out of the 209, 900 population, 17.3% were uninsured, 21.7% on Medi-cal with 10.9% unemployment rate. Most of the people seeking medical help go to the Emergency Department for non-acute medical services. MMCR priority is to have a community-based collaboration with other non-profit organization will address the existing problem the community is facing and to provide a long-term plan that will benefit the community in the future.

Berks County, Pennsylvania Community Health Needs Assessment. (January, 2013). Public Health Management Corporation, Philadelphia, PA. Retrieved from http://www.uwberks.org/wwwpub/assets/base/ pdf/Commu

CPL used this pre-application time as an opportunity to develop programs for the various populations and keep track of attendance and feed back; in effect, making an argument for the necessity of the planned grant execution.

Now that the data has been analyzed it is now up to the school counselor to share the results with the stakeholders. School counselors can use microsoft word, powerpoint, excel, and any other program to share their results. Delivering the results to the stakeholders in a presentation using powerpoint and excel is a great way to keep the stakeholders attention. When sharing the results with the stakeholders you want to be sure to share the results of the needs assessment and prove whether or not your program has impacted the students. You also want to discuss how you can improve the school counseling program. A chart with the analyzed data is also helpful. Implementing a comprehensive school counseling program can be challenging. My needs assessment was based off of how well the

Organizational analysis “involves determining the appropriateness of training, given the company’s business strategy, its resources available for training, and support by managers and peers for training activities” (Noe, 2013, p. 114). Organizational analysis has determined that retraining needs to occur in several key areas. Training will be given to managers, on improving communication, motivating and retaining employees through coaching and individual pathway development, with a

The national league for nurses defines critical thinking in the nursing process as “a discipline specific, reflective reasoning process that guides a nurse in generating, implementing, and evaluating approaches for dealing with client care and professional concerns” (Kozier, 2008). This definition is imperative to help a nursing student learn how to think in terms of nursing care. Nursing students must achieve a comprehensive understanding of critical thinking in order to understand the nursing process. The purpose for this paper is for nursing students to learn how to use the nursing process, how to properly document their findings and assessments, and correctly implement APA formatting in a formal paper.

Sycamore Community School District 427 is a well rounded school district for the amount of ELs that are within the community. With the small number of ELs, it poses a challenge on the administration on how to best service the student body to give them the best educational experience possible to help them thrive inside and outside of school. The school demographics being majority white and English speaking, and the ELs of a very diverse background, poses a challenge on creating two-way dual language programs in the district which would benefit the students most. According to The Bilingual Advantage, “Even if children and adolescents are not fully proficient in their primary language, enabling students to use their

Secondly, the organized training program should include some important parts such as plant operations, communication between managers and the union workers, teamwork, and management education. All the employees from foremen to managers should join the training program. After the organized training program, there must be a refresher training course every half or one year to make sure employees’ knowledge is the latest. In the process of training program, Ashley needs to collect feedback from the foremen and supervisors so that she

Identify two to three (2-3) training needs through a Training Needs Analysis (TNA) and justify an approach for this training.

As the biggest issue at the NRGC is having a consistent system in place in how to train new staff a set structure of basics in which to develop on and the second most important issue is the development of skills in new acquisitions made by the Club and how to further teach existing, experienced staff. There is a breakdown in knowledge management due to certain experienced staff only teaching certain aspects of the job in which they themselves don’t want to do. Often informal knowledge is shared between the inexperienced despite it being incorrect. A needs assessment would break down who needs training in what areas and what tasks each person needs to improve their skills and would decipher if the issue is in a deficiency in skill, knowledge or motivation. Motivation in much of the cases at NRGC can be boosted with more responsibility and more work, un-motivation emerges when staff is often overlooked for extra work, taken off the roster for periods of time and not given the opportunity to establish an image as a willing employee. Unlike McDonald’s there is no interest in the development of the new staff members regardless of the predisposed knowledge of the low staff turnover rate employed in the Club.

Our textbook defines training as “systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” (p. 284). Training helps employee develop the skills and knowledge needed to perform their job correctly. In order for organizations to determine what kind of training is needed, organizations must conduct a needs analysis. The needs analysis helps determine the best training for the organization’s needs. There are three types of needs analysis that are typically conducted. These need analysis are: organizational analysis, task analysis, and person analysis.