Psychological Contract

Feature

Using a training needs depth psychology
framework in cargoner development
In the second of both articles, Hazel Pennington looks at how managers in a
radiotherapy department identified staff educational needs and developed a
programme to meet their aspirations and the objectives of their organisation
summary
This is the second of two articles looking at the
use of training needs analysis frameworks to
streamline the provision of continuing professional
development (CPD) in healthcare settings. The first
article described the process and academic strategy
used to jut out the framework. Part two describes
how one department has used the joyride to identify
and address staff training and CPD needs, and how
this has helped meet individual, departmental and
organisational objectives.
Keywords
go on professional development, staff training,
training needs analysis
There is an copiousness of literature discussing the
benefits of continuing professional development
(CPD) for all health professions (Gould et al 2007,
French and Dowds 2008), and successive government
policies (Department of health (Dh) 1999) and
documents such as functional Together, Learning
Together (Dh 2001) have attempted to embed
lifelong learning in healthcare services.




research has demonstrated a link between
CPD opportunities in relation to job satisfaction
and nursing retention (Tovey and Adams 1999,
sheilds and Ward 2001). Although CPD requires
individuals to condense responsibility for identifying their
own learning needs and evaluating whether these
needs are met (hancox 2002), employers remain
responsible for providing staff with the resources
and opportunities to undertake CPD.
increasing recognition of the determine of CPD
has led many professional bodies to establish, or
work towards establishing, CPD as a mandatory
32 May 2011 | Volume 18 | Number 2

requirement, a good deal linked to statutory registration.
Mandatory CPD is a new invention in some professions
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