Education in health care can be vital to individuals’ seeking success in the health care industry. Today, most employers’ are requiring education for employment. Some positions such as; administrative assistant Jobs, scheduling coordinators, and small management positions once did not require a level of education, now requires you to have a certain level of education and does not matter about experience. The more education an individual receives are the better chances of opportunity’s’ that will be available and a chance to get in the door with priority.
Education requirements’ are essential to employers’ because this helps to narrow down who is qualified and who is not qualified for the open positions. Education is even more vital to the health care industry and everyone why: * Key components of healthcare roles math, technology, and science * Healthcare roles, certifications, and degrees are required for licenser to practice in certain capacity. * Huge responsibilities on health professionals for, the survival of individuals’, well-being, and health. Healthcare raining is very critical to everyone in the healthcare industry.
Providing good quality training program for health care providers can reassure a safe environment, proper and accurate documentation, quality healthcare to individuals, prevention of spreading germs. Some other reasons that training is vital to health care, training can help employees in health care to develop more knowledge, improve attitudes, and improve performance skills. Measuring competencies in health care is essential to determine the abilities of healthcare employees’ to provide the best quality services.
According, to authors, Aka N and Breakwater B, Cooper MA (2007),” competence is a major determinant of provider performance and is represented by conformance with various clinical, non-clinical, and interpersonal standards”. Training can include lectures, videos’, or even apprenticeship depending on the size of the class. Feedback during training measures what thoughts the employees have, and this can be done with questionnaires’, through group discussions, or individually. Issuing before and after training an identical assessment can show Just how much was learned to the rainier.
After more reading I found information on a Kirkpatrick Model that was developed by Kirkpatrick, Donald (sass’s) and it shows: Level 4 – Results- What measurable organizational benefits resulted from the training in terms such as productivity, efficiency and sales revenue? Level 3 – Behavior- To what extent did participants change their behavior back in the workplace as a result of the training? Level 2 – Learning- To what extent did participants improve knowledge and skills and change attitudes as a result of the training?
Level 1 – Reaction- To what extent did he participants find the training useful, challenging, well-structured, organized, and so on? Evaluating Training Effectiveness/Kirkpatrick Model (1950), retrieved on May 4, 2013 from (http://www. Businessperson. Com/workplace-training/ evaluating_training_effective. HTML) Public Health Reports/ Public Health Rep (1970), 85 (9):760-765, retrieved on May 4, 2013 from (www. Incubi. Helm. NIH. Gob/Mac/articles/ About. Com/Health Careers’, retrieved on May 4, 2013 from ( http://healthcare. About. Com/odd/disintermediation/f/woodcutting. HTML)
