The healthcare industry reached a value of $808 billion in the US in 2021. This represents almost 20% of the US Economy, according to Zippia statistics.
An important economic sector in which employees must regularly train to update their skills. Training in the healthcare industry is essential for new and seasoned employees alike. The former requires onboarding to ensure team members have the fundamentals to perform their jobs to industry specifications. Current employees require refresher training to ensure they’re up to date on the latest protocols and federal/county mandates. The following are common hurdles in healthcare elearning and how HR can address them.
1. Employee stress and low morale
According to the Clinical Services Journal, 66% of healthcare employees in the UK reported significant stress levels in the workplace. There are numerous reasons for work stress and low morale, such as long hours, lack of communication, and micromanagement. One other reason that’s often overlooked is the lack of training in healthcare. Inadequate training, in fact, was listed as one of the primary reasons for low morale in a report by HR Daily Advisor. Employees may become stressed if they don’t feel fully confident about performing their job under varying and constantly changing circumstances.
Some training, such as HIPAA compliance, may be applicable across all departments. However, you should also incorporate job- and duty-specific training. Employees who receive refresher courses specific to their job description will gain more confidence. They’ll feel greater assurance that they’re performing in accordance with industry and company standards.
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2. Training dates don’t coincide with the time of policy change
Companies usually hold training sessions on a set date. Let’s say, for example, that your company traditionally holds training sessions at the beginning and mid-point of every calendar year. However, what if there’s a change in HIPAA compliance one month after the calendar year? That means it’ll be several months before the next training session, and your employees will continue on during that time without receiving the training/updates.
Be flexible with the training dates. This may mean holding an impromptu training session when there’s a major industry update. Of course, employees may understandably not respond well to mandatory training on short notice. Give your staff 48–72 hours’ notice, and keep the training fairly brief. A completion time of approximately one to two hours is about right.
3. Disease control measures
At the outset of COVID-19, many healthcare workers reported being overwhelmed. A report from the Guardian revealed that 50% of UK healthcare workers said that dealing with the coronavirus outbreak had a ‘severe impact’ on their mental health. Training and development in health organisations need to address disease control and prevention measures.
Training should include clear protocols and instructions on how to handle pandemics. This includes precautionary measures to prevent frontline workers from becoming infected. Other training modules should include a primer on:
- Equipment sterilization
- Self-care management at home
- Procedures for handling sudden patient influxes
- Patient isolation and physical distancing measures
- Disease prevention measures at home
COVID-19 almost certainly won’t be the last pandemic. Courses and refreshers must include readiness training for major disease outbreaks.
4. New technology adoption
Modern learning management systems (LMS) streamline the day-to-day logistics and patient recordkeeping. They eliminate manual data input that could lead to costly human errors. Making the integration to an LMS is just the first step. Medical staff who uses the system daily needs to be versed in the platform. Absence of training could lead to misuse, unauthorized access, or lack of use altogether due to system unfamiliarity
Provide a training tutorial on how to use the system and its diverse array of features. The HR will need to identify the features that are most relevant to daily operations and provide specific instructions on how to use them. Lessons should cover areas like:
- Best security practices if accessing the system via a personal device
- How to make edits and who to notify if there’s a discrepancy in the data
- How to read and analyze data charts, graphs, and summary reports
There should be a main training course, followed by brief single tutorials whenever there’s a system update.
5. Remote working
Remote work isn’t prevalent in the healthcare sector. Currently, about 28% of UK companies in the industry provide some form of remote work. Nevertheless, the figure is expected to grow to allow staffers to perform non-essential job functions at home. Employees will need to understand their duties and responsibilities when working in a remote capacity.
Create a comprehensive course on remote working and policies. There should be a set of at-home etiquettes to follow, such as:
- Dress code if remote workers appear on camera
- Code of conduct when consulting with patients remotely
- Steps to minimise disturbances (i.e., working in a closed room with children and pets outside)
- Response times—at-home employees must promptly respond to employer/supervisor messages within X minutes.
With Dokeos LMS, implement better training in the healthcare industry
The importance of training in healthcare absolutely cannot be overlooked. After all, this is an industry where patients are counting on you for their physical and mental health. Foster collaboration, team-building, and collective training with Dokeos LMS ! The healthcare sector is a compliance-heavy industry.
With Dokeos LMS (learning management system), it’s simpler than ever to organise medical conferences, customise exams, and use double evaluation tools to develop courses fine-tuned for the modern healthcare worker. Our platform will take you through a simple step-by-step building process so that you can get up and running in no time. Get started with a free trial today! And contact us!