Designing Effective Trainingby Christina Mayer Duggan Creating a successful training program begins with asking the right questions and taking time on the plans, as one expert testifies. You've just been tasked with an electronic health record (EHR) training initiative involving nearly 1. Dowd serves as chief learning officer at Evanston Northwestern Healthcare (ENH) in Evanston, IL. ENH is an integrated, academic healthcare system comprised of three hospitals, 8. We didn't know yet who would be impacted and to what degree. But she got the job done. It included eight modules, 5. The initiative played a key role in ENH's successful implentation of the ambitious EHR system. Dowd breaks the process down into five phases, and to illustrate the concept, she compares the process of building an educational program to that of building a house. Needs Assessment and Analysis. Do You Need a House? First you ask questions: Why do we need a house? If training is necessary, who needs it? What do they need to learn? How will they best learn? Many training programs have backfired because trainers weren't clear about learning needs, stakeholders, or necessary business results. Assemble groups of experts to discuss what they know, interview people one on one, observe staff at work, and examine job descriptions. Partner with the key people involved. Design. Draw the Blueprint Now you've determined that you need a house and the kind of house you need. The next step is to create the blueprint showing what the house will look like and what raw materials are required. As with step 1, begin by asking questions, says Dowd: What is the scope of training required (e. Who is the audience (e. PC skills, learning preferences)? How many learners must be instructed? What resources are available (e. Adults prefer just- in- time learning. They're practical- they want to know how information will help them in their day- to- day duties. Designing Training for Adult. Designing Effective Training. Pfeiffer Essential Guides to Training Basics at Amazon.com. Read honest and unbiased product reviews from. Designing and Developing Training Programs. Online learning couldn't be used, since the software was still rapidly changing. So Dowd decided on instructor- led courses, supplemented by other tools such as newsletters, a CD- ROM, e- learning modules, and individual coaching. Development. Build the House Now build your program by producing the course materials- quick- reference guides, online courses, classroom- style courses, overheads, as required- using the right people with the right tools. If you have a lot of content to develop or are using multiple staff to design the materials, your organization can benefit from using standardized document templates. Using templates allows designers to focus on the content and not worry about the details of document formatting. Templates create a consistent look and feel, which can be tough to maintain in a large education initiative with many designers. Visual appeal is critical- people generally do not like to read . They make split- second decisions as to whether to give something their attention based upon the visual quality of a document. This can make or break your learning investment. The right instructor makes all the difference. Do you come across as confident, credible, and professional? Our trainers practice their introductions over and over. Consult a training vendor if you don't have in- house resources to develop training. Implementation. Move in and Observe Finally, it's time to move into your new house. The first few weeks feel like a test. You can beta test with a few real trainees, some experts, and other instructional designers; pilot test (a dress rehearsal) with real trainees as the audience; or reviewer test, where participants look at the courses through the eyes of the end- user. Use feedback to tweak classes. You'll save time, money, and energy down the road. If you don't have solid systems in place, you can't easily schedule learners to get in or report on who comes out. Compliance tracking was a major responsibility for my team in our HIPAA and EHR training rollouts. Evaluation. Is the House Functional? Do you need to move a wall? Similarly, how did training go? Was it worth the investment? Did learners like instructors and course materials? Were business goals met? More extensive evaluation tools measure learning levels (to see if learners can pass a test), behavior change (to see if trainees actually use the skills they learned), and return on investment (to determine if money was saved or safety ratings increased). In addition, your partners will give you immediate feedback. Use all of these measures to determine how you can improve the program. They may not be subject matter experts or know medical informatics, but they should have insights into training strategy. Network and share- benchmark with others who have done it. Can you use current training or workshop documentation to create new training documents? With EHRs, it is a continuously moving target with new users and system changes. Available online at www. ASTD. org. Effective Training: Systems, Strategies, and Practices. Upper Saddle River, NJ: Prentice- Hall Publications, 1. Graphics for Learning. New York, NY: Pfeiffer Publications, 2. Designing Resistance Training Programs, Fourth Edition, is a guide to developing individualized training programs for both serious athletes and fitness enthusiasts. ENH has received numerous requests for information and has been heavily benchmarked for its learning strategies and resources. It has thus made its learning library available for purchase, including course manuals, instructor guides, competency exams, exercises, training policies, and online modules. Information is available by e- mailing Jane Dowd at jdowd@enh. Holton III, and Richard A. Woburn, MA: Butterworth- Heinemann, 2. Available online at www. Rapid Instructional Design: Learning ID Fast and Right. New York, NY: Jossey Bass/Pfeiffer Publications, 2. Available online at www. Dowd and her staff ramped up in 2. Go- live training ran from September 2. February 2. 00. 4. Here's how they did it. Dowd also knew training must coincide with ENH's business goals of improved safety, satisfaction, quality of care, and coding; increased productivity; reduced errors; and organizational efficiencies. Dowd also identified potential trainers and common groupings of learners. Dowd's team got input on both the needed software functionality and workflow of specific trainee groups. Designing and Developing Training Programs: Pfeiffer Essential. Designing and Developing Training Programs. Designing and Developing Training Programs is. Designing and Developing Training Programs is filled with practical information, best practices, and proven strategies. This book will help both new and experienced. 52 / Designing and implementing training programs 52.3. The four steps to designing an endurance training. Developing Training Programs for Staff. There are four major considerations in developing and running a training program. Trainers took an intensive six- to eight- week course and had to pass proficiency exams. They also completed a two- day . Participants gave presentations that were videotaped and critiqued. The design and development phases took nearly four months for the initial wave of courses. Classes were tweaked accordingly. ENH used more than 2. Ninety- five percent of participants felt training met or exceeded expectations. A lower score resulted in no password. The system has halved the time it takes to deliver the first antibiotic to patients. And more accurate registration and billing saves ENH $1.
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