Learning / Training Need Analysis Action Plan

Objective of the Project

The proposed action plan sets out the process to be followed in the conduct of the learning/training
need analysis in the Reddington Hospital Group that will hopefully result in the collection of relevant
data across the Hospital group to support the learning/training process and to ultimately improve the
effectiveness of managing the workforce.

Approach and Methodology

To carry out this activity, the L&D team will have meetings with all HODs across the group to understand
their scope of work, agree the best approach to accomplishing the set tasks, and obtain input documents
to allow for evidence-based decision making. The team have designed a template for the documentation
of the process and data collection. This approach is adopted in consideration of the peculiar nature of
the various departmental activities. The intention is that the HODs and team leads would provide insight
on the existing procedures, protocols and problem areas to ensure that the output not only aligns to
best practice but practicable within the context of Reddington Hospital Group.

Training need analysis

One of the key elements in this action plan is the role of Head of Departments and Team leads as the
primary identifier of development needs through the conduct of detailed development and training
needs analysis. The training needs analysis will draw from the strategic needs of the business,
department and individual performance reviews and will be categorized at various levels such as
individual, team and department. The output from this process will inform the service-wide training
calendar and training plans.

Operating Procedure
Tasks Timeline Responsibility
(Officer/Dept)
Identify skills and competency gaps
1. Review strategy documents such as Business L&D team in
Strategy, Department plans and hold collaboration with the
individual discussions with HoDs and Head of HODs and HR
HR to
- Identify the skills and competencies required to
achieve departmental goals, objectives and plans
- Match the current skills and competencies
with the required skills and competencies
identified and note gaps, i.e., learning and
development needs by department, cadre,
team, management and individual
2. Prepare detailed analysis of development and L&D team in
training needs at the organizational, departmental Within the last collaboration with the
and individual levels with proposals on how the three weeks in July HODs and HR
identified needs can be met. 2023

NB. The proposals would identify the most

appropriate learning and development options
such as coaching/mentoring, performance
management, knowledge sharing, workshops, on-
going professional development, on-the-job
training, job shadowing, classroom training and the
options selected must be clearly justified

3. Compile the analysis and proposals by L&D team

department for review