A study on Training Needs for Nursing Staff at a multispecialty Hospital.

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Training Need Analysis of Nursing Staff
Master of Hospital Management (MHA)
DMIMS- SAHS
(Batch 2021)
By Naheeda Fatima Khan

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DATTA MEGHE INSTITUTE OF MEDICAL SCIENCES, WARDHA
(Deemed to be University)
Project:
Training Need Analysis for Nurses
Submitted
In partial fulfilment of the requirements
For the Award of the Degree of
Masters in Hospital Administration
BY
MS. NAHEEDA FATIMA KHAN
Semester I
PROJECT GUIDE
DR. RAVATI UPADHYE
2021-2022

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Datta Meghe Institute of Medical Sciences
School of Allied Health Sciences
Date:
This is to certify that Ms. Naheeda Fatima Khan is a student of MHA
Semester-I of DMIMS, School of Allied Health Sciences, Wardha. She
has carried out the research work as per the following details:
Project Title: Training Need Analysis of Nursing Staff
Name of Company: Suchak Hospital Malad (E), Mumbai
Date:
This research project was completed under my supervision and is of
adequate quality to be presented to the School of Allied Health Sciences of
Datta Meghe Institute of Medical Sciences, Wardha (Deemed to be
University).
Dr. Revati Upadhye
Project guide Dean, SHAS
Examiner 1 Examiner 2

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ACKNOWLEDGEMENT
It gives me great pleasure to express my heartfelt thanks to my mentor, Dr.Revati Upadhye, DMIMS,
School Of Allied Health Sciences, Wardha, who dedicated his time and expertise to helping me
complete my research. Her guidance and support at every turn and step inspired me to confidently and
effectively complete the study project.
I'm particularly grateful to our dean, SHAS, who has inspired me with his encouragement, moral
support, and important advice.
Mrs. Sniggdha Jauhari, the company's guide, has been extremely helpful and supportive throughout
the process.
Ms. Naheeda Fatima Khan
Master of Hospital Administration

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DECLARATION
I hereby declare that this project report entitled "Training Need Analysis for Nursing
Staff" results from my original research work. The same has not been previously
submitted to this university or any other university examination. That project report
shall be liable to be rejectedand/or cancelled if found otherwise.
Date: Naheeda Fatima Khan
Place: Mumbai Master of Hospital Administration

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TRAINING NEED ANALYSIS OF NURSES
SUCHAK HOSPITAL
A STUDY BY
Naheeda Fatima Khan
(Student, Master of Hospital Administration (MHA) from DMIMS
Study Conducted at Suchak Hospital Malad West) (Mumbai, India)

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CONTENTS
1. Industry Profile ……………………………………………………………………8-11
2. Abstract……………………………………………………………………………12
3. Introduction……………………………………………………………………… 13
4. Aims and Objective……………………………………………………………….19
5. Methodology………………………………………………………………………19
6. Review Of Literature……………………………………………………………...20
7. Graph Analysis with Interpretation ……………………………………………...20-26
8. Limitations of the study …….……………………………………………………27
9. Recommendation…………………………………………………………………28-29
10. Conclusion……………………………………………………………………….31
11. References………………………………………………………………………..32
12. Annexure………………………………………………………………………33-34

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INDUSTRY PROFILE
OVERVIEW
uchak Hospital Suchak Hospital in Mumbai's western suburbs now has marked a half-
century of excellent medical care. It is a well-known landmark in Malad (E) and a
revered landmark throughout Mumbai, having served as a healthcare provider to at least
three generations of residents in our city's western suburbs. Suchak Hospital, as it
appears today, is the result of the dynamic late Dr. N. V. Suchak and his wife, late Dr.
Daulatben Suchak's philanthropic vision. This hospital has earned an exceptional
reputation for its superior medical facilities and medical care over the years and it is
today a contemporary hospital with state-of-the-art amenities, a significant boon to the
city's crowded western suburbs.
Their experienced and dedicated doctors and clinicians, working in tandem with their
support services, ensure that their healthcare services are on par with the best in the
industry.
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DEPARTMENTS
CONVENIENCES AND FACILITIES
24 Hours Chemist Shop Yoga Center
Ambulance Services Credit Card Swiping Machine
Cafeteria Social Worker
Guest Relations Executives Stress Test
Patient Coordinator for the Critical Health Checkup Scheme
Care Units Cardiac Ambulance
Temple 24 Hours Arterial Blood Gases (ABG)
Dr. Alan Allapats Eye Bank Gynecology &Obstetrics Department.
60 Bedded Hospital Laparoscopic Surgeries
24 Hours Casualty Services 24 Hours Digital X-Ray
14 Bedded ICCU/ICU USG/ Color Doppler
Dialysis and Nephrology Unit 24 Hours Pathology Laboratory
Urology Department Pulmonary Function Test
Operation Theater (With C-Arm) 2D ECHO Cardiographs
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OBSERVATIONS
1. RECEPTION:
The process of admission to the hospital begins when the patient or a member of the
patient’s family meets front office receptionist which is on the Ground level. (Open 24
hours daily).
2. DIETARY SERVICES:
One of the most significant and crucial positions in the service industry is that of the
food service department. The staff ensures that all patients in the hospital are fed
nutritional cuisine that meets their medical needs, allowing them to recover quickly and
completely. During the patient's stay, the Dietician keeps track of all of the patient's
food requirements.
3. MAINTENANCE
If a patient needs any assistance regarding television, air conditioning, nurse call system,
music system, telephone they can call on extension number given by the hospital.
4. AMBULANCE SERVICES
Patients can use the ambulance if they notify the dispatcher ahead of time for the following reasons:
• Emergencies
• Transportation to other hospitals for tests not performed here;
• In non-emergency situations, call the Social Worker at least 1 hour ahead of time if ambulance service
is required.
• Outstation journeys do not have access to ambulance service.
5. MEDICAL CARE
The Consultant doctor makes necessary arrangements for medical treatments such as
laboratory tests, medications, diet, etc
6. RESIDENT DOCTORS
Suchak Hospital has a staff of qualified and well trained doctors who provide 24 hours
coverage to meet patients various medical needs. They are a vital link between the
Consultants and auxiliary services. Resident doctors assist patients with any medical
concerns they may have. Resident doctors make periodic rounds to monitor and assess
patient‘s progress. Resident doctors follow only the orders given by patient’s consultants.
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SPECIALISTS IN SUCHAK HOSPITAL
 General Surgeon (2)
 Laparoscopic Surgeon (2)
 Andrologist (1)
 Ear-Nose-Throat (ENT) Specialist (1)
 General Physician (1)
 Gynecologist/Obstetrician (1)
 Internal Medicine (1)
 Orthopedist (1)
 Pediatrician (1)
 Urologist (1)
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ABSTRACT
TRAINING NEED ANAYSIS OF NURSES
n India, the health-care and hospital industries have grown at a remarkable pace.
People are more aware of their own health and well-being. Despite widespread
attention from educators and practitioners, the topic of Training Needs Analysis of
Nurses (TNAN) remains underdeveloped. The fact that TNAN is typically
working performance is a significant restriction. TNA (Training Needs Analysis) is a
set of actions used to identify problems or other challenges in the workplace and
define training requirements. TNA is a technique for determining performance gaps
and the training required to close them. TNA can be used effectively to avoid wasting
money on ineffective, inefficient, and ill-targeted training programs and keep the
emphasis on the true needs. It also saves time and generates new business. It also
saves time and expands the number of new training programs offered by the hospital.
The primary goal of this study was to investigate current nurse training models,
determine training needs, and recommend relevant measures to improve nurse training
programs in the workplace. The study addresses the need to better equip nursing
practitioners for compassionate and culturally competent care in order to meet the
needs of the healthcare industry.
KEYWORDS: Training Need Analysis of Nurses (TNAN), Training Need Analysis (TNA), Job
Performance, Performance gap, Work Place, Human Resources.
I
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LIST OF ABBREVIATIONS
1. TNA: Training Need Analysis
2. AD: Anno Domini
3. TNAI: Trained Nurses Association of India
4. ANM: Auxiliary Nurse Midwife
5. GNM: General Nursing and Midwifery
6. Bsc: Bachelor of Science
7. Msc: Master of Science
BACKGROUND
Nursing began in 300 AD, when the Roman Empire took on the mission of constructing hospitals
in every city under its authority. As a response, nurses are in higher demand to assist doctors and
care for patients prior to, during, and after treatment. Spain saw a need for hospitals and in the
late 500s AD the very first hospital was built in Mérida. The hospital was part of religious
institutions and monasteries in the 10th and 11th centuries. A nurse's responsibilities have
broadened to cover a variety of medical services.
Staff members are frequently the only non-replicable resource a company has, and they are the
key source of a company's competitive advantage, so well-trained staff are essential for any
company in any area. As a result, training becomes a vital component of organizational
performance for the company to be a tremendous success. As a result, appropriate and systematic
steps must be taken. Training methods in particular, while also investments in human capital in
overall; too can help to raise the bar. As a result, appropriate and comprehensive approaches to
training in particular, as well as investment in human capital in general, can help to increase
worker productivity as a result of skill improvement, thereby ensuring better qualified workers.
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EVOLUTION OF NURSING – TIMELINE
1664
Sisters from London's St. Thomas Hospital arrived at the newly established military hospital in Madras' Fort St.
George. At a specific moment, military nursing is the most prevalent kind of nursing.
1797
John Underwood was crucial in the construction of a maternity hospital for the needy in Madras.
1850’s
The legendary nurse Florence Nightingale and whose significant role in caring for troops injured in the Crimean War
prompted significant reforms in the nursing profession.
1854
The government had granted a training school for midwives in Madras.
1860
The first nursing school opened in London. Nurses have received complete medical training and are now able to
provide better medical support.
1865
Nightingale published a detailed proposal for hospital nursing. Training based on these guidelines for nurses began at
the Nightingale School of Nursing at St. Thomas Hospital in the United Kingdom.
1867
Nurses were first trained in India at St. Stephen's Hospital in Delhi.
1871
A 6-month diploma programme in midwifery has been launched by the Government General Hospital in Madras. Dr.
Alice Marval established the first women's nursing school at Kanpur's Saint Catherine's Hospital.
1888
The Military Nursing Service of the Indian Army arose from the British Army's Military Nursing Service, which was
founded in 1888.
1893
The "Nightingale Pledge" was formed by Mrs. Lystra E. Gretter and a committee from the Farrand Training School
for Nurses in Detroit, Michigan. In honor of Florence Nightingale, the creator of modern nursing, it is a modified
version of the "Hippocratic Oath" for doctors.
1897
B.C. Roy adhered to nursing standards and worked with both male and female nurses.
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The 1890s – 1900s
Many schools, under either missions or government, were started in various parts of India.
 Some of the early hospitals include:
 The Calcutta Medical College Hospital and the London Mission Hospital at Neyur (1838)
 Jamsetji Jeejeebhoy (JJ) Group in Mumbai (1843)
 Thomas Hospital in Agra (1853)
 Holy Family Hospital, Delhi (1855)
 Civil Hospital Amritsar (1860)
 CMC in Ludhiana, Punjab (1881)
 Miraj Medical School and Hospital, Maharashtra (1892)
 Bowring and Lady Curzon Hospital in Bangalore (1895)
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1905
Association of Nursing Superintendents founded at Lucknow.
1908
It was founded by the Trained Nurses Association of India (TNAI). Its goal was to uphold the nursing profession's
dignity while also promoting all nurses' professional, financial, educational, and general well-being.
1910
The Nursing Journal of India has been released.
1918
Griffith and Graham, both British nurses, were in charge of overseeing nurses and their training at the new training
institutions in Delhi and Karachi.
1926
In Madras, state nursing councils were founded to provide standards and recommendations for nurse education and
training.
1946
In Vellore Christian Medical College and Hospital (CMCH) and Delhi, a four-year bachelor's degree program in
nursing was developed.
1947
On December 31, India's Nursing Council was founded. "Establish a common level of training for nurses, midwives,
and health visitors," according to the law. Assistant nurses, midwives, and administrators, as well as teaching assistants
and supervisors for nursing care, are now included in formal hospital services.
1974
TNAI becomes member of Commonwealth Nurses Federation (CNF).
2000-2016
The number of ANM schools expanded from 298 to 1927, the number of GNM schools increased from 285 to 3040,
the number of B.Sc schools increased from 30 to 1752, and the number of M.Sc schools increased from 10 to 611.
Despite the huge rise, there is indeed a supply and demand disparity. The 12th Five-Year Plan recommends the
creation of 24 nursing excellence centers. Schools are being classified into colleges, existing schools are being
consolidated, faculties are being developed, and six AIIM-like organizations are being established.
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INTRODUCTION
Training Needs Analysis of Nurses might be challenging for nurses in the healthcare business in
general, and nurses in particular, to undertake TNA on a continuous basis. For instance, there are
frequently challenges such as a nurse shortage that guide the organization's attention. TNA's
value and necessity are sometimes overlooked in a variety of sectors. Nursing, in particular, and
the healthcare industry as a whole, appear to be less than the average compared to formulating
and executing strategies. Few provide a holistic view of the company and individual training
requirements and objectives. As a result, a mixture of the following models may be required to
conduct a proper TNA. As a result, the total amount of time and resources needed on the TNA
process has increased.
A. DEFINITION:
TNA is the process of identifying training gaps in employees and the training requirements that
go along with them. The first step in the training process is to conduct a training need analysis,
which comprises a series of actions to assess whether training would help solve an issue that has
been highlighted. "The acquisition of skills, concepts, or attitudes that result in increased
performance within the job context" is how training is defined. Training Needs Analysis studies
each side of a job's operational region in order to effectively identify the human aspects of a
system's thoughts and attitudes and to provide appropriate training.
Training need analysis (TNA) is important for creating trained human capital in Hospital
Industry. This training need will help health care sector vital inputs for implementing training
program. The well trained nursing staff will be useful for societal service in particular health and
human development in country like India. For country like India where health services are still
lagging behind it is necessary to have well trained nursing staff in hospital industry. It will help to
avoid the many bad consequences on the health and wellbeing of society. Training need analysis
of nursing Staff is an interesting topic for many researchers in the field of Management, Human
resource Management, organizational behavior, Medical Studies, sociology, physiology,
psychology etc. Therefore, the results and discussion of the project will explore the new avenues
for further research in above fields
Despite the rising need for further TNA research, there are a number of additional solutions that
might aid TNA in process.
(i) The Traditional Models: “Much organizational training which is carried out today
is based on a traditional mechanistic approach to adult learning brought into
practice over two hundred years ago.” The focus of this paradigm is on job
behavior and task analysis, which is gathered through statistical methods and formal
interviews. This method, however, is extensive and time-consuming;
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As a result, by the time an effective timing strategy is created, the data
acquired may be irrelevant. (Anderson, 1994)
(ii) Practical TNA Models: A TNA result may be determined using this model.
Trainer cantered, demand-led, and supply-led methods to TNA can all be included in
the model. This model aids the TNA Coordinator in selecting the best strategy for
the desired goals, but it does not give any advice on how to conduct a thorough and
effective TNA.As a result, it's possible that the TNA isn't completely useful. This
paradigm, however, is valuable. ‘In guiding further research into TNA and in
helping to classify future studies’.(Chiu et al. 1999)
B. REVIEW OF LITERATURE
In an article Susan and Rose mention that although newly licensed nurses have
achieved the legal and professional requirements of minimal competence to enter practice,
studies indicate that many new nurses lack the clinical skills and judgment needed to provide
safe & competent practice. New graduates express concerns about their ability to provide safe
patient care and meet the performance expectations of the organizations that employ them.
(Susan and Rose.2009)
The ability to combine theory and practice makes nurse preceptors
invaluable educators of newly graduated nurses who are transitioning from the classroom to the
hospital room. The importance of nurse preceptors in helping to educate new nurses cannot be
overemphasized. They mentor new nurses and help them visualize the range of roles they will
perform in a variety of clinical
settings.
The nurse preceptor’s academic training provides the theoretical foundation, while
practical experiences at the bedside translate theory into action. Nurse preceptors are charged
with translating this combined knowledge into a format that makes sense to new nurses.
(Tony Paterniti)
Companies are making huge investment on training programs to prepare them for future needs.
The researchers and practitioners have constantly emphasized on the importance of training due to
its role and investment.
(Tan et al.2003)
Dolliver (1993) concludes that though an essential first step, TNA is often overlooked because some
Managers consider it difficult and others think of it as wasting valuable time that would be better spent on
problem solving without training or by means of management tactics. The literature highlights that
management’s mandate is found as a primary response to the investigation into why companies assess
employees’ training needs.
Boydell (1976 p3) who was one of the first to present the training cycle further argue, “The identification of
training needs must be resolved before training can be usefully undertaken”
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Bowman and Wilson (2008: p38) suggest “Training needs analysis is an important step in the systematic training
cycle, the following stages are; training design, training delivery, and evaluation”.
C. OBJECTIVES OF THE STUDY:
(i) Investigate the hospital's existing nurse training program.
(ii) Examine the hospital's nursing training requirements.
(iii) Make recommendations for ways to enhance nurse training needs.
D. METHODOLOGY
This research was created as a questionnaire survey to look into the demographics, training
needs, and preferred methods for improving the target population's performance. While
interviewing, instrument used were notebooks and pens to note down the responses. Google
Form was also used for accurate record keeping and analysis purposes. The study population
included nurses of Suchak Hospital in Malad (E), Mumbai, Maharashtra, India. Ethical
approval was obtained from Suchak Hospital.
E. SCOPE OF THE STUDY
1. Analytical Scope: The study of Training Need Analysis is covered all Training need of
nursing staff related to the patients services and organizational services & policies. Analysis of
the study is done by Survey Summary Charts and Interpretation method.
2. Geographical Scope: The geographical scope of the study is limited to Suchak Hospital,
Malad (E).
3. Conceptual Scope: The concept of the study is limited to Training need analysis of the nursing
staff. (TNAN)
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ANALYSIS AND INTERPRETATION:
BAR GRAPH BASED ON QUALIFICATION AND EXPERIENCE OF
NURSES:
Interpretation: From the above chart showing that all the staff nurses highly participated in this
study. It is also evident that all nurses are qualified and experienced for the profession.
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Interpretation: From the above analysis it is interpreted that most of the nursing staffs are
competent to provide the basic needs to the patients, because of hospital facility towards the
patients, while some feel that because of the gap in their experiences they might not be able to
lead certain situations in the absence of doctors. It is also interpreted that the nursing staff has
unity, understanding and feel confident expressing their thoughts among each other.
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Interpretation: From the above analysis it shows that some nursing staff is blamed for certain
errors. Most of the nurses are able to carry out their responsibility given by the consultants
efficiently. It is also evident that all nursing staff is competent to provide the basic needs and care
to the patients because of hospital facility towards the patients. Nursing staff know, about their
patients health conditions, hence they guide them for maintaining the health and health
promotion.
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Interpretation: From the above analysis it shows that all the nursing staff is able to carry out their
responsibility given by the doctors and they feel satisfied with the job in Suchak hospital.
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Interpretation: From the above analysis it is interpreted that nursing staff find it difficult in
handling their professional and personal life. Most nurses find no issues in handling patient’s
relatives. They strongly support their contribution of risk management standard for improving the
patients’ safety and control the risk. Organization can provide risk management training programs
to their Employee’s for taking action on issues.
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Interpretation: From the above analysis it is interpreted that all the nursing staff are interested to
participate in enhancing their knowledge about their responsibilities to provide quality care and
services. Most of staff has healthy relationship with their colleagues. Some require support from
their coordinates.
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Interpretation: All the nursing staff prefer on job training and development program to improve
their skill & knowledge related to their responsibilities. Most nurses want their workshop training
in regional languages/ mother tongue, so they can understand and excel in their field. Some want
technology training to do their duty efficiently.
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Interpretation: From the above analysis it is interpreted that, the nursing staff support and guide
the patients psychologically in the critical conditions more efficiently by verbally because
organization has give training to their nursing staff. The Nursing staff wants to maintain the good
interpersonal relationship with doctors and other department staffs to give quality care and
services to the patient.
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LIMITATION OF THE STUDY
 We can only hope to meet the millennium development goals if we address the training needs of
health-care workers. It is critical to provide training that is tailored to the specific needs of the
individual, especially in poor nations where resources are scarce.
 Healthcare workers have a wide range of requirements; everyone has their own set of
requirements. With time, locale, and clinical caseload, their perceived and actual needs alter.
Furthermore, needs differ depending on the environment in which standards and resources to do
specific jobs are available.
 At present, training need assessment is critical because of the volume of healthcare projects
under development throughout Mumbai. This study is a prime example of evidence- based
decision making, which is sorely lacking in the health sector of underdeveloped and developing
countries. This should also enlighten the healthcare professionals about the needs of the research
agenda and they can be utilized for decision making.
The employees were the only ones participated in this study, not the employers. It was shown that
including potential trainees and their employers in the requirements assessment process could assist
designers of a training program on focusing on priorities that are relevant to the local context. Thus,
this is the major limitation of our study and warrants further research.
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RECOMMENDATIONS
The recommendation includes:
1. Language barrier should not be an issue when it comes to gaining knowledge and enhancing
skills. Training programs can be made interesting without jargons and a language majority can
understand.
2. All newly hired staff nurses should be made aware of the quality criteria of training courses.
The training program schedule should be uniform and tailored to the needs of the majority.
3. Neglecting self-care may lead to mistakes, weariness, and burnout, which costs patients,
nurses, and the healthcare system a lot of money. Increased workloads might cause many nurses
to put self-care on the backburner even more. Every nurse's definition of self-care is different. A
self-care strategy should be detailed, quantifiable, realistic, actionable, and time-bound.
4. Nurses should be taught technology savvy: Nurses must be critical for nurses to be informed
of current developments in the field of medicine's technology. Every day, new medical
technology is introduced to the market. To enhance quality, nurses must adapt to new
technology. Technology is used to cut down on administration time and improve accuracy, all
while keeping clinician satisfaction and the patient experience in mind. Nurses are required to
utilize computers to record and acquire patient data, as well as seek treatment alternatives as
necessary.
5. SOP for each nursing department to know details of their duty, department and how the
organization works and its policies. Provide On-job training to all the new join staff
nurses.
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4. The newly appointed staff nurses should be trained to handle all kinds of patients irrespective
of their specialized area.
5. Newly employed registered nurses require in-service training in order to update them regarding
the latest developments in nursing practice.
6. Patients have internet at their fingertips to learn about immune-boosting habits, physical fitness
and listening to their bodies. Nurses are faced with the challenge of being able to take this
information and communicate with more educated patients. It is important that nurses have
accurate and factual knowledge about health concerns to tackle any miscommunication between
patients.
Over the past few decades, the nurse's leadership role in the delivery of care has evolved significantly. With so much
going on in the nurse's role, including problem identification and solution design, quality improvement, patient
safety, patient experience and more, today's nurses are considered leaders, regardless of their official title.
Driven by the growing and improving leadership of nursing in the healthcare sector, nursing has taken a central
role, partnering and working collaboratively with all stakeholders, including doctors, to make patient care
exceptional.
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CONCLUSION
Today, the healthcare business is regarded as one of the most important in the world. It consists
of thousands of hospitals, clinics, and other sorts of facilities that offer primary, secondary, and
tertiary care. The patient population is evolving across the world, and healthcare requirements
and expectations are driving a need for higher-quality treatment from healthcare providers.
To enhance the integrity of patient care services, healthcare companies must focus on building
the necessary skills and competencies for their personnel through formal training. The increasing
workforce of qualified health care professionals is critical to the delivery of high-quality
treatment.
It may be stated that a Nurse Training Needs Analysis aids the hospital in developing the
knowledge and skills of the nursing staff. It is among the most powerful potential motivators, with
short- and long-term advantages for both staff nurses and the company. It also aids in the
creation of appropriate new training methods that are beneficial to both individual and corporate
growth.
The author and team would like to expresssincere gratitude to all the Hospital Directors, respective HR
Manager and the Nursing Staff for their support during conducting this study. The guidance of HRof
Suchak Hospital is also accredited.
Hospital is appreciated for the approvalof the project.
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ANNEXURE
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