Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010...
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Transcript of Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010...
![Page 1: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/1.jpg)
Allied Health ProfessionsLearning Needs Analysis and Workforce
Planning Workshop
7th May 2010
Lesley BarrowmanSenior Professional Officer
![Page 2: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/2.jpg)
Learning Needs Analysis
The HSC must have a workforce that is responsive, able to meet service needs. Individual practitioners must be able to demonstrate competence in their roles.
![Page 3: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/3.jpg)
Learning Needs Analysis
• Flexible approach to learning and development• Contribute to a strategic approach to learning
and development activities• Promote “learning cultures” within
organisations• Promote a structured approach to the learning
needs analysis process
![Page 4: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/4.jpg)
Learning Needs AnalysisLearning and development activities should be designed to• Support service development• Support on-going and new role development• Assist with the development of new competencies• Develop knowledge base•Meet professional development needs of individuals
![Page 5: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/5.jpg)
Learning Needs Analysis
Learning needs assessment is more likely to succeed and make a difference when it is ... ‘owned’ by stakeholders and changes are
implemented which bring about improvement in performance and practice.
Furze and Pearcey (1999)
![Page 6: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/6.jpg)
Learning Needs Analysis
• Learning needs analysis is a systematic way of gathering and interpreting information about the learning needs of an organisation or teams and individuals within an organisation.• The learning needs analysis process should
address short (one year), medium (two to three years) and long term requirements (five to seven years)
![Page 7: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/7.jpg)
Learning Needs Analysis
Assessment of need
Planning learning activities
Implementing learning activities
Evaluating outcomes and effectiveness
learning and development
cycle
![Page 8: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/8.jpg)
Learning Needs Analysis
The process must take into account -
• The overall strategic developments of the HSCNI
• The overall service objectives of the organisation and how each part of the organisation contributes to this
• The competencies and skill sets required to meet service and departmental outputs
• The staff profile of each department to identify competencies and deficits and to plan the learning and development needs of staff
![Page 9: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/9.jpg)
Learning Needs Analysis – External Influences
Examples
• Government drivers and policies
• New developments in fields of practice
• Ombudsman reports
• RQIA reports
![Page 10: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/10.jpg)
Learning Needs Analysis – Internal Influences
Examples
• KSF requirements
• Clinical audit findings
• Critical incidents
• Patient satisfaction surveys
• Complaints
![Page 11: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/11.jpg)
Issues that influence Learning Needs Analysis
• Business needs and objectives
• Planning of services
• Workforce planning and skill mix
• New role development and role expansion
• Job profiles to meet service needs
• Role descriptors and competencies of individual posts
![Page 12: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/12.jpg)
Learning Needs Analysis – key questions
What do we need?
What do we have?
How do we get there?
![Page 13: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/13.jpg)
Assessment– local and organisational
• Develop a CPD culture
• Develop a work-based learning culture
• Promote flexible and innovative approach to learning and development
• Clear and systematic identification of learning and development needs of departments and individuals
![Page 14: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/14.jpg)
Assessment at local level
• Analysis of staff profile• Competency requirements of new or changed
roles• Annual appraisal/performance review of
individuals - KSF• Individual personal development plans
![Page 15: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/15.jpg)
Planning and Delivering learning activities• Clear description of required outcomes
• Use formal and informal learning activities
• Use creative and flexible approaches to meeting learning needs
• Maximise the use of in-house learning resources and experiential learning
• Line managers identify learning activity required for individual practitioners
• Make organisational decisions
![Page 16: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/16.jpg)
Evaluate effectiveness• Hold individuals to account for their learning and
development
• Post-learning evaluations – students and managers
• Note improvements in individual’s practice and level of competence – formally or informally
• Service delivery outputs and targets
• Audits, patient complaints, patient satisfaction surveys and clinical incident reports
• Learning activity linked to performance improvement represents value for money
![Page 17: Allied Health Professions Learning Needs Analysis and Workforce Planning Workshop 7 th May 2010 Lesley Barrowman Senior Professional Officer.](https://reader031.fdocuments.in/reader031/viewer/2022032604/56649e685503460f94b63a59/html5/thumbnails/17.jpg)
Learning Needs Analysis
Assessment of need
Planning learning activities
Implementing learning activities
Evaluating outcomes and effectiveness
learning and development
cycle