Adoption of e-learning

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

2. 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

3. 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

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

5. 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”

6. e-Learning Ladder

7. E-Learning Standards • AICC • SCORM • Synchronous/Asynchronous • Section 508 • 21 CFR Part 11

8. Training Delivery Methods 2005-2008

9. Who Uses E-Learning?

10. 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

11. Delivering Education Workforce Planning Excellence Performance Implementation Metrics e-learning Reporting and Assignment Feedback Training Types of Learning Evaluation Technologies Delivery e-Learning is a tool used within each point of the education process and powerfully coordinates the organization.

12. Building Workforce ExcellenceHealthcare Organization and Education Issues

13. EffectivenessOnline 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)

14. Cost Efficiencies(in thousands) Needham & Company, Inc. September, 2000

15. e-Learning Outcomes • Southern Hills Medical Center • With e-learning, reduced employee time to completeannual 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

16. Trends in e-learning

17. Trend #1:For Healthcare, the top priorities for 2009 are: • Clinical staff training • Improving program effectiveness • Integrating performance management / competency management initiatives Source: Bersin & Associates, 2008.

18. Trend #2:Training Supports Strategic Goals Status of training in hospitals is increasing—as workforce development is linked to improved patient care. Nursing Research, Jan-Feb 2008 Online education program improved cardiac examination skills better than clinical training alone. Journal of Hospital Medicine, April 2008 In 2008, healthcare organizations spent an average of $549 per learner, down from $707 in 2007. The average number of training staff per thousand learners has also declined over the past year, from 7.3 staff members per thousand learners to 4.7.

19. Training Spending Per Learner by Industry

20. Training Staff per 1,000 Learners by Industry

21. 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

22. Trend #4Future 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

23. Trend #5: Across Industries, Building Competencies is Driving Executive Development Business Drivers for Executive Development % of CompaniesBusiness 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)

24. 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

25. 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

26. Create Publish View Trend #8:Rapid content development & distribution is on the rise Across industries, education managers report that 94% of their training programs are time critical. Bersin & Associates, December, 2005

27. 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

28. 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%.

29. 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?

30. Questions ?