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Background and Objective: The study was carried out to assess the knowledge, attitude, and practice viz-a-viz to the use of Personnel protective equipment among the health-care staff of a government tertiary care teaching hospital. Methodology: The study was performed in a government tertiary care teaching hospital. The study design was cross-sectional and descriptive. The study was carried out in the Clinical areas of the hospital and included 407 health-care professionals (academic resident doctors, nursing officers, paramedical staff and housekeeping staff) who have consented to participate in the study. A structured and validated questionnaire was prepared based on the standard guidelines described in the Infection Prevention and Control Manual, MOHFW, GOI published in 2018. The parts of the study tool were divided into five parts. The results were statistically analyzed (MS Office spreadsheet version 2007 and IBM-SPSS Version 20). Results: The study included 407 participants; 91 (22.4%) academic resident doctors, 122 (30%) nursing officers, 23 (5.7%) paramedical staff, and 171 (42%) housekeeping staff, respectively. The overall knowledge, attitude, and practice aspect of the personal protective equipment (PPE) were comparatively low. The overall mean score of knowledge, attitude, and practice regarding PPE was 0.73, 0.72, and 0.22 out of 1. Conclusion and Recommendations: The knowledge aspect of PPE of health-care professionals was good for nursing officers whereas with respect to the attitude and practice aspect, it was found that in the majority of areas, the housekeeping staff were performing better than the other cadres. The author recommends regular inspection by the clinicians and administrators to ensure compliance; and to provide training for the health-care professionals with regard to the types of PPE to be used and when all to be used as per the job undertaken as a reminder/continuous medical education.

Di antara tahun 2010 hingga tahun 2015, Laboratorium Parahita sedikitnya menerima laporan kesalahan pemeriksaan < 5 kasus yang dikarenakan kelalaian petugas laboratorium. Belum tersedianya program pengadaan pelatihan yang sesuai dengan kebutuhan kompetensi analis laboratorium menjadi penyebab kelalaian tersebut, karena sebagian besar program pelatihan yang diadakan sama dengan karyawan divisi lainnya. Divisi Sumber Daya Manusia masih kesulitan dalam menentukan apa kebutuhan pelatihan yang tepat bagi analis laboratorium, terlebih lagi proses administrasi pengadaan pelatihan masih belum terotomasi membuat data Divisi Sumber Daya Manusia dan Divisi Laboratorium belum sinkron. Tujuan penelitian ini adalah pembuatan aplikasi berbasis website yang digunakan untuk menganalisis kebutuhan pelatihan bagi analis laboratorium. Data-data yang diperlukan dalam pembuatan aplikasi didapatkan dari hasil pengamatan tidak terstruktur terkait proses pengadaan pelatihan saat ini serta hasil wawancara kepada pihak-pihak terkait. Teknik wawancara semiterstruktur diterapkan untuk menggali permasalahan lebih terbuka. Sebanyak 4 jenis data berhasil didapatkan dan divalidasi oleh Laboratorium Parahita, yakni data level kompetensi, data jenis kompetensi dan toleransi gap, data standar penilaian, serta data materi uji kompetensi. Keempat data ini dianalisis dengan teori gap analysis untuk menunjukkan seberapa besar kesenjangan antara kompetensi yang dimiliki dengan kompetensi yang dibutuhkan Laboratorium, termasuk pada sisi level dan jenis kompetensi yang dibutuhkan. Pada pengembangannya, aplikasi ini menggunakan model SDLC Waterfall. Hasilnya, aplikasi memberikan 4 fitur penting yang dapat mendukung proses pengadaan pelatihan, yakni fitur penilaian uji kompetensi, rekapitulasi uji kompetensi, analisis kebutuhan pelatihan dengan gap analysis, dan fitur pengajuan rencana pengadaan pelatihan yang juga didalamnya dapat mencatat nama trainer dan anggaran yang dibutuhkan sehingga riwayat pengadaan pelatihan dapat terekam otomatis. Seluruh fitur pada aplikasi telah diuji coba menggunakan metode blackbox yang hasilnya semua fungsional aplikasi berjalan dengan baik.

Plain language summary Reproductive maternal and newborn health (RMNH) in low- and middle-income countries continue to face critical challenges. Training healthcare workers especially using a combined approach (training followed by immediate clinical mentorship) in RMNH have been documented as an essential strategy to reduce maternal and neonatal mortality in low-and middle-income countries closer to those in high-income countries. This study investigated the effectiveness of a Continuous Professional Development (CPD) trainings on performance among healthcare workers in Mwanza Region. The study included a sample of 216 participants with before and after intervention groups comprising of 95 participants and control group comprising of 121 participants. The findings revealed that in comparison between before and after intervention groups all dimensions of the self-reported TNA questionnaire had a statistically significant difference. However, the comparison between intervention and controls groups indicated a statistical significant difference on leadership skills, intra-operative care, Comprehensive emergency obstetric and newborn care (CEMONC) and overall RMNH self-reported performance. In conclusion, the findings demonstrated that healthcare workers’ self-identified and prioritized training needs that are supported with clinical mentorship results in significant positive changes in performance across a wide range of RMNH tasks. Therefore, conducting TNA that is followed by training and mentorship according to the identified needs among healthcare workers plays a significant role in improving performance on RMNH services among healthcare workers.

Sri Lanka holds a unique position in South Asia as one of the developing nations to provide universal health. Government spending on welfare mainly involves compromising or constraining a country's development budget. It requires sound management strategies to utilize limited resources, including the human resource of the health sector. Training and development of health professionals can be identified as a critical component in strengthening the quality of health services. Fewer studies exist on Training Needs Analysis (TNA) on health professionals in Sri Lanka, and this study assessed the Training Needs of Sri Lanka's healthcare professionals. This is a cross-sectional study collecting data from 240 health sector professionals in Sri Lanka. The Hennessey Hicks Training Need questionnaire was used to obtain data. Data from the source was analysed through the oneway ANOVA to compare the training needs of various professional groups, and the Word Cloud Online tool was applied to analyse the open-ended questions. The study identifies published research evaluation, communicates with patients, identifies viable research, introduces new ideas, prioritizing works, assessing patients' needs, using technology, undertaking health promotion activities, collecting research information, and undertaking administrative duties as current training needs. While computer literacy training, training on new medical equipment, awareness programs on workplace stress-reducing, training on quality assurance certifications like ISO, programs on effectively communicating with patients, management training, and language training were identified as future training needs of professionals in the health sector. The study concluded that, continuous training programs as the preferred approach to access the performance gap. It also demonstrates that this awareness of information regarding the training needs is beneficial for the health sector policymakers, managers, employees, and the community. Having a better understanding of their job roles, performance needs, and involvement in the decision-making process is likely to motivate healthcare sector employees to improve service quality. These benefits will be reflected in positive outcomes on service quality, improving the overall healthcare system in the country. [ABSTRACT FROM AUTHOR]

Abstract Background Continuous professional development (CPD) has been reported to enhance healthcare workers’ knowledge and skills, improve retention and recruitment, improve the quality of patient care, and reduce patient mortality. Therefore, validated training needs assessment tools are important to facilitate the design of effective CPD programs. Methods A cross-sectional survey was conducted using self-administered questionnaires. Participants were healthcare workers in reproductive, maternal, and neonatal health (RMNH) from seven hospitals, 12 health centers, and 17 dispensaries in eight districts of Mwanza Region, Tanzania. The training needs analysis (TNA) tool that was used for data collection was adapted and translated into Kiswahili from English version of the Hennessy-Hicks’ Training Need Analysis Questionnaire (TNAQ). Results In total, 153 healthcare workers participated in this study. Most participants were female 83 % (n = 127), and 76 % (n = 115) were nurses. The average age was 39 years, and the mean duration working in RMNH was 7.9 years. The reliability of the adapted TNAQ was 0.954. Assessment of construct validity indicated that the comparative fit index was equal to 1. Conclusions The adapted TNAQ appears to be reliable and valid for identifying professional training needs among healthcare workers in RMNH settings in Mwanza Region, Tanzania. Further studies with larger sample sizes are needed to test the use of the TNAQ in broader healthcare systems and settings.

Background: Delivery of quality reproductive health services has been documented to depend on the availability of healthcare workers who are adequately supported with appropriate training. However, unmet training needs among healthcare workers in reproductive, maternal, and newborn health (RMNH) in low-income countries remain disproportionately high. This study investigated the effectiveness of training with onsite clinical mentorship towards self-reported performance in RMNH among healthcare workers in Mwanza Region, Tanzania. Methods: The study used a quasi-experimental design with pre-and post-intervention evaluation strategy. The baseline was compared with two endline groups: those with intervention (training and onsite mentorship) and those without. The differences among the three groups in the sociodemographic characteristics were analyzed by using chi-square test for categorical variables, independent-sample t-test for continuous variables and Mann–Whitney U test for ordinal or skewed continuous data. The independent sample t-test was used to determine the effect of the intervention by comparing the computed self-reported performance on RMNH services between the intervention and control groups. The paired-samples t-test was used to measure the differences between before and after intervention groups. Significance was set at a 95% confidence interval with p ≤ 0.05. Results: The study included a sample of 216 participants with before and after intervention groups comprising of 95 (44.0%) and 121 (56.0%) in the control group. The comparison between before and after intervention groups revealed a statistically significant difference (p ≤ 0.05) in all the dimensions of the self-reported performance scores. However, the comparison between intervention groups and controls indicated a statistical significant difference on intra-operative care (t = 3.10, df = 216, p = 0.002), leadership skills (t = 1.85, df = 216, p = 0.050), Comprehensive emergency obstetric and newborn care (CEMONC) (t = 34.35, df = 216, p ≤ 0.001), and overall self-reported performance in RMNH (t = 3.15, df = 216, p = 0.002). Conclusions: This study revealed that the training and onsite clinical mentorship to have significant positive changes in self-reported performance in a wide range of RMNH services especially on intra-operative care, leadership skills and CEMONC. However, further studies with rigorous designs are warranted to evaluate the long-term effect of such training programs on RMNH outcomes. Plain language summary: Reproductive maternal and newborn health (RMNH) in low- and middle-income countries continue to face critical challenges. Training healthcare workers especially using a combined approach (training followed by immediate clinical mentorship) in RMNH have been documented as an essential strategy to reduce maternal and neonatal mortality in low-and middle-income countries closer to those in high-income countries. This study investigated the effectiveness of a Continuous Professional Development (CPD) trainings on performance among healthcare workers in Mwanza Region. The study included a sample of 216 participants with before and after intervention groups comprising of 95 participants and control group comprising of 121 participants. The findings revealed that in comparison between before and after intervention groups all dimensions of the self-reported TNA questionnaire had a statistically significant difference. However, the comparison between intervention and controls groups indicated a statistical significant difference on leadership skills, intra-operative care, Comprehensive emergency obstetric and newborn care (CEMONC) and overall RMNH self-reported performance. In conclusion, the findings demonstrated that healthcare workers' self-identified and prioritized training needs that are supported with clinical mentorship results in significant positive changes in performance across a wide range of RMNH tasks. Therefore, conducting TNA that is followed by training and mentorship according to the identified needs among healthcare workers plays a significant role in improving performance on RMNH services among healthcare workers. [ABSTRACT FROM AUTHOR]

Training Needs Analysis (TNA) is the process in which the company identifies training and development needs of its employees so that they can do their job effectively. It involves a complete analysis of training needs required at various levels of the organization. This paper deals with Training Need Analysis of employees of a company in the Logistic sector. The main purpose of the study was to detect the method of training used for employees in logistic sector and methods used for TNA of employees and also detect the skills required by employees in logistic sector. [ABSTRACT FROM AUTHOR]

Background: Continuous professional development (CPD) has been reported to enhance healthcare workers' knowledge and skills, improve retention and recruitment, improve the quality of patient care, and reduce patient mortality. Therefore, validated training needs assessment tools are important to facilitate the design of effective CPD programs.Methods: A cross-sectional survey was conducted using self-administered questionnaires. Participants were healthcare workers in reproductive, maternal, and neonatal health (RMNH) from seven hospitals, 12 health centers, and 17 dispensaries in eight districts of Mwanza Region, Tanzania. The training needs analysis (TNA) tool that was used for data collection was adapted and translated into Kiswahili from English version of the Hennessy-Hicks' Training Need Analysis Questionnaire (TNAQ).Results: In total, 153 healthcare workers participated in this study. Most participants were female 83 % (n = 127), and 76 % (n = 115) were nurses. The average age was 39 years, and the mean duration working in RMNH was 7.9 years. The reliability of the adapted TNAQ was 0.954. Assessment of construct validity indicated that the comparative fit index was equal to 1.Conclusions: The adapted TNAQ appears to be reliable and valid for identifying professional training needs among healthcare workers in RMNH settings in Mwanza Region, Tanzania. Further studies with larger sample sizes are needed to test the use of the TNAQ in broader healthcare systems and settings. [ABSTRACT FROM AUTHOR]

The modern complex business environment requires managers to be equipped with appropriate knowledge, skill-sets, and tools to perform effectively and efficiently. In that context the role of business schools cannot be overemphasized. Accordingly, the faculty members of business schools are expected to possess requisite competencies and skills for performing their responsibilities properly. To achieve this purpose, a systematic process of TNA, that is, Training Need Analysis should arguably exist. This study focuses on examining the impact of training needs analysis on the performance of faculty members in business schools at Karachi. This study employs positivism philosophy, and a deductive approach. Survey strategy was used to plan the various tasks associated with this study. A questionnaire was sent to faculty members of business schools operating in Karachi. Four bi-variate regressions were run, each representing independent variable being regressed by one of the four independent variables. The results showed that, as indicated by the high betas from the regressions, training needs analysis has a strong impact on the performance of faculty members at business schools in Karachi. [ABSTRACT FROM AUTHOR]

Employability Skills are identified as one of the valuable policy tools to upgrade mobility and earnings. Organization’s employees are required to possess the knowledge and skills for increasing the organization’s performance and competitiveness. This research paper is an attempt to find the major employability skills needed in medical service vertical of the Healthcare Industry. These role-specific skills have to developed and acuminated by providing right type of trainings time to time. Prominent databases were searched using combination of keywords and based on that 105 papers were selected for study. They were further filtered based on their title, abstract and findings and finally 25 papers were left. Nine most crucial employability skills were identified, which are quintessential in medical services of Healthcare Industry. [ABSTRACT FROM AUTHOR]

Appropriate training is the key to the right level of preparedness against any disaster, and Chemical, Biological, Radiological and Nuclear (CBRN) disasters are no different. The presence of contamination precludes rescue operations to commence soon after the event and it takes a systematic approach to detect and decontaminate the CBRN hazard. Achieving such interventions poses a critical challenge because humans do not possess any inborn, natural sensors with which to recognize these dangers early enough. This requires special training besides the right tools to achieve the objective. CBRN training in India has evolved over the years as a pure military-related concept to a disaster-level response training involving the first responders. The complex nature of CBRN agents requires a methodical and systematic approach to counter the response successfully, and the training for this necessitates adoption of proven modern principles of education management, like training needs analysis, operational research, etc. Simulation as a training and planning offers repeatability, controllability and the possibility for evaluation and is being successfully used in some advanced countries for training responders in the relatively unknown and mysterious domain of CBRN disaster management training. There is also a perceived need to integrate and standardize the curricula to suit the respective first responder. It is strongly felt that with the able support of apex agencies like National Disaster Management Authority and guidance of the Defence Research and Development Organisation, the training effort in CBRN disaster management will get the right impetus to achieve a stature of a modern, progressive and mature endeavour. This will enable India to develop a strong CBRN defence posture very much in line with the country′s emerging status globally as a technological power.

Every organization has to go through phase of struggle in always evolving external environments. Every Organization has to come up with new ways to increase effectiveness and efficiency of the business process. To remain competitive and sustainable the key is to invest in training. Due to the importance of training for any organization, this research is a spotlight on training process / workshops / programs identified through Training Need Assessment contributing towards employee development and their satisfaction towards training programs. [ABSTRACT FROM AUTHOR]

Organizations are faced with increasing competitive pressures to improve the quality of their products and services. One mechanism for improving quality is through improvements in technical skills of the employees. To build this technical expertise, the organizations use various training design interventions to impart skills to workers. The study examines the various training design interventions like Training Need Analysis (TNA), and Training Designing and Implementation (TDAI). An empirical study of training practices of the 30 industrial units sheds light on the effectiveness of training design interventions. To ascertain the effectiveness of training design interventions, regression analysis is used to measure the relationship between Training design interventions and productivity effectiveness. The results showed that the training design interventions have got the due attention of the industrial units. The results also indicated that TNA is not positively related to productivity effectiveness of Training, but TDAI is significantly related to Productivity effectiveness (PE) of training. Given the paucity of research on the design interventions, theoretical, practical implications and directions for future research are discussed. [ABSTRACT FROM AUTHOR]