Adoption of e - learning - Laerdal

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					Adoption of e-learning
                Nancy Hudecek RN, BSN, MS
  Clinical Director, Quality Improvement and Patient Safety
                                       Learn



Main Entry: learn Pronunciation: \lərn\
Function: verb Inflected Form(s): learned \lərnd, lərnt\ ; learn·ing
Etymology: Middle English lernen, from Old English leornian; akin to Old High German
    lernēn to learn, Old English last footprint, Latin lira furrow, track
Date: before 12th century
transitive verb1 a (1): to gain knowledge or understanding of or skill in by study,
    instruction, or experience <learn a trade> (2): memorize <learn the lines of a play>
    b: to come to be able <learn to dance> c: to come to realize <learned that honesty
    paid> 2 a nonstandard : teach b obsolete : to inform of something (3): to come to
    know : hear <we just learned that he was ill>intransitive verb: to acquire knowledge
    or skill or a behavioral tendency synonyms see discover
— learn·able \lər-nə-bəl\ adjective — learn·er noun




                                           2
                            What is e-learning?



•   Delivery of learning, training or education programs by electronic means.*

•   Involves the use of a computer or electronic device (e.g.: mobile phone) in
    some way to provide training, educational or learning material.

•   May involve a greater variety of equipment than online training or
    education, for as the name implies, "online" involves using the Internet or
    an Intranet. CD-ROM and DVD materials may also be used.

•   Blended learning is e-learning combined with other training methods.



    * Derek Stockley 2003
                                        3
                Components of e-learning




e-learning is the use of      Technology     Curriculum
technology and services
to deliver a curricula and,
ultimately, to facilitate
learning.

                                      Services




                              4
History of the “Learning Profession”

         WHERE WE CAME FROM ….

    Pre 1979, everything was piled under one big
     huge umbrella called
                 “TRAINING”

          WHERE WE ARE TODAY …

    Post 1979, a new concept was evolving called
           “HUMAN RESOURCES”


                        5
e-Learning Ladder




        6
                        E-Learning Standards



•   AICC
•   SCORM
•   Synchronous/Asynchronous
•   Section 508
•   21 CFR Part 11




                                 7
Training Delivery Methods 2005-2008




                 8
Who Uses E-Learning?




         9
                          Why e-Learning?
                                                                                    Excellence
                                                                                       Excellence
In every stage, e-learning
positively impacts workforce
excellence.                                                   Retention and Growth
                                                              • Competency mastery and
                                                                recognition
                                                              • Coaching and mentoring
                                                              • Creating a learning community


                                Employee Satisfaction
                                • Flexible access to training
                                  opportunities
                                • Cycle time for retooling skills
                                • Access to best practices information



Recruitment
• New recruits lack certain skills
• Speed to baseline competency
• Orientation learning curve

                                                    10
   Delivering Education

                                     Workforce
  e-Learning is a                    Excellence
                                                             Planning

 tool used within
                        Performance
 each point of the        Metrics
                                                                        Implementation

education process
       and                                 e-learning
    powerfully       Reporting and
                      Feedback
                                                                            Assignment

 coordinates the
   organization.               Training                         Types of Learning
                              Evaluation                         Technologies
                                                  Delivery




                              11
Building Workforce Excellence
Healthcare Organization and Education Issues




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                                           12
          Effectiveness
     Online Continuing Education




• Equal or Higher Quality of Learning

• Time Savings of 40-60%

• 30% Increase in Learning Retention




                                                              Brandon Hall,
                       Study Reported in Web-Based Training Cookbook (1997)


                13
                                        Cost Efficiencies
                                                                  (in thousands)



                $4,000

                $3,500
                $3,000

                $2,500
                $2,000
                                                                                                   Live Training
                $1,500

                $1,000                                                                             Online
                                                                                                   Training
                  $500                                                                             0
                    $0
                                 ne
                                    l                    al                  t   s             s
                               n                   i   on                 os              vi ng
                         rs
                           o
                                              r at                      lC           Sa
                                         pe                         a
                    Pe                  O                     T   ot
Needham & Company, Inc.
September, 2000
                                                                         14
              e-Learning Outcomes


           Southern Hills Medical Center

With e-learning, reduced employee time to complete
annual regulatory training requirements.

As an example, HealthStream’s study showed that
Southern Hills nurses reduced training time on average
more than 2 hours. With 250 nurses, that represents 500
patient care hours.
                    - Excerpt from HealthStream study


                          15
Trends in e-learning
                   Trend #1:
 For Healthcare, the top priorities for 2009 are:

1. Clinical staff training
2. Improving program effectiveness
3. Integrating performance management / competency
   management initiatives




 Source: Bersin & Associates, 2008.

                                      17
                   Trend #2:
        Training Supports Strategic Goals

Status of training in
hospitals is increasing—as           In 2008, healthcare organizations spent an
workforce development is             average of $549 per learner, down from
linked to improved patient           $707 in 2007.
care.
                                     The average number of training staff per
Nursing Research, Jan-Feb            thousand learners has also declined over
2008                                 the past year, from 7.3 staff members per
                                     thousand learners to 4.7.


Online education program
improved cardiac
examination skills better
than clinical training alone.
Journal of Hospital Medicine,
April 2008
                                18
Training Spending Per Learner by Industry




                   19
Training Staff per 1,000 Learners by Industry




                     20
                      Trend #3:
      Patient Safety Drives Demand for Training


Physicians, pharmacists, and
nurses rate education as the #1
factor for having an impact on
patient safety in hospitals.
American Journal of Infection
Control, Feb. 2006


Infections decreased from 7.8 to
2.3 per 1,000 patients following
nurse education program in
pediatric cardiac ICU.
Pediatrics, May 2008


                                   21
                    Trend #4
       Future of the “Learning Profession”

                        WHERE ARE WE GOING … ?

   Podcasts
     Pod=iPod / cast=broadcast, aka webcasts, netcasts, learncasts
     Send audio/visual content over the internet for portable playback on an iPod or a PC. It’s
          known as a form of “Edutainment”
     Strengths: replay anytime, anyplace, good quality imaging/sound
   Wiki
    “Wiki wiki” means __________????
    A web page that can be viewed and modified by anybody who is provided access. Provide
    asynchronous communication and collaboration.
    Strengths: allows for collaboration, simplicity
    Weaknesses: Control of Content
   Blogs
    Web+log = Blog
    Website that contains chronological, dated entries about a given topic. Some blogs allow for
    comments and feedback. They often contain links to other sites. Blogs reflect the voice of
    the writer. They can offer discussion forums, provide explanation, how to instructions. They
    can easily be updated and can therefore contain current information.
   Communities



                                        22
                       Trend #5:
  Across Industries, Building Competencies is Driving
               Executive Development

Business Drivers for Executive Development

% of Companies   Business Drivers

13%              Compete in the Market
17%              Increase Retention of Executives
21%              Prepare for Retirements of Existing Executives
38%              Improve Corporate Performance
39%              Business Growth
44%              Improve Creation and Execution of Business Strategies
59%              Succession Planning (upward movement)
69%              Build Competencies; Close Gaps (in existing roles)


                                              (Bersin & Associates April 2008)




                                    23
              Trend #6:
 JCAHO Competency Requirements Influence
           Training Demand

“Competence to perform job
responsibilities is assessed,
demonstrated, and maintained.”
JCAHO Standard HR.3.10


Learning outcomes are
increasingly tracked & related
to core skill competencies.
Orthopedic Nursing, May/June,
2006




                                 24
                    Trend #7:
           Content continues to improve

Leading professional
association content is
starting to go online.
Courseware is more
interactive & engaging.
Courseware is “chunked”
into just-in-time modules,
optimizing adult learning
principles
New pedagogies enhance
critical thinking



                             25
                     Trend #8:
Rapid content development & distribution is on the rise



 Across industries,
 education managers
 report that 94% of
 their training
 programs are time       Create

 critical.                         Publish


 Bersin & Associates,
 December, 2005
                                               View




                            26
                                Trend #9:
        Community of Educators Lead Innovation




Northeast Georgia Health System –
Leveraging competency program to bridge
research and learning


Greenville Health System – Simulation Center


Tenet Healthcare – MedSurg Program in
development




                                          27
                         Trend #10:
             Per Employee Expenditures are Down



(1) Training expenditures per employee in healthcare
     $690 (2008) $860 (2007) $400 (2006)
(2) Training investments per employee in healthcare
     1.55% of payroll (healthcare) compared to 2.15% of payroll (across all
         industries)
(3) Training hours per employee in healthcare
     31.2 hours (healthcare) compared to 37.4 (average across industries)
(4) Cost per learning hour in healthcare
     $1,387 (healthcare) compared to $1,660 (average across industries)
(5) Across all industries, online learning (vs. live) remains constant around 32%.
    The percentage for healthcare is right at the industry average at
    approximately 32%.


                                        28
          Open Discussion Items …
  (in Beginning and Middle of Presentation)


What are you currently doing with e-Learning?

What new technology/courses/processes have you added in recent
   months/years?

What new “ways” have worked well/what has been most
   challenging?

Are you using webinars, blogs, wikis?

How do you share information among your peers at your facility,
   regionally, across the country, worldwide?

What is on the horizon for you in terms of new types of training?



                             29
Questions ?




     30

				
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