Health WorkForce New York (HWNY) has created an affordable, convenient service for healthcare organizations called Rapid Compliance. This hassle-free, online compliance training is designed with you and your employees in mind. The 16 healthcare compliance training modules prepared by subject-matter experts are kept up-to-date with industry regulations and on-the-job best practices, as well as optimized for learning on any device for accessibility. Within 24 hours, employees can log in to their learner accounts, access their dashboard, and begin their trainings from any internet connected device at anytime during the compliance year. Employers have the option to send automated reminders that can go out as emails or SMS text messages in order to easily and conveniently keep your employees on track. HWNY will also remove the burden of tracking your employee’s compliance training progress by sending routine compliance reports, exactly as you need them. Throughout this entire process, we provide hands-on customer support to you and your employees to ensure they’re compliant and you’re stress free. Contact us today to learn more!
Written by Kris Merchant and Christen Aldrich
The impact of COVID-19 on our present situation has been described in abounding ways: disruptive, burdensome, never before seen, unprecedented. Regardless of whether you are a student, nurse, marketing analyst, or HR Director, your professional life has most likely been dramatically affected. With this, you have undoubtedly been faced with conducting your management, learning, or business over Zoom and other virtual formats. For some, this may make things easier; for others it presents unfamiliar challenges. The world speculates when things will “go back to normal,” but there are many indicators that this is the new normal, and the way we now work is here to stay – with or without the pandemic.
It is often surmised that people grow when they are challenged, and their status quos disrupted. As COVID-19 has disrupted and continues to disrupt life as we know it, adaptive leadership becomes a crucial entity for HR Directors to represent. Adaptive leadership is a “practical leadership framework that helps individuals and organizations adapt and thrive in challenging environments. It is being able, both individually and collectively, to take on the gradual but meaningful process of change” (Cambridge Leadership). The practical tools of adaptive leadership help you identify and make progress on moments like these in your own life, team, or community (Acumenacademy.org).
One practical tool that has become not only critical in these times, but necessary for continuing business is moving things online. For the past several years, businesses, start-ups, higher education, and other sectors have deliberately been taking their work and learning online (Harvard Business Review). As most industries are being forced to move online due to the ongoing pandemic, “having a digital presence is more important than ever” (Reach Further, Eastwestbank.com). Many sectors face a two-fold challenge: successfully reorienting their products and services to be as appealing to their consumers as possible, and maintaining, engaging, and focusing their mostly-remote workforce so operations can continue and grow. Of all sectors, healthcare is particularly disrupted.
Healthcare has forever struggled to adapt to our increasingly digital world. Some would argue the barriers to a digital transformation are often decidedly nontechnological (McKinsey & Company). In a recent interview, Harold F. Wolf, president and CEO of the Healthcare Information and Management Systems Society (HIMSS), considers a change of culture to be the biggest hurdle in the industry’s digital transformation. Today, the challenge of redesigning the delivery of care, and the recruitment, engagement, and development of its workforce seemingly overnight is substantial. Services such as telehealth, whose growth to scale lagged prior to March 2020, have been forced to market out of necessity. Reports in April indicated that as many as 90% of physicians in the United States were utilizing some form of telehealth technology to treat patients remotely in response to the COVID-19 pandemic (Healthaffairs.org). Moreover, social media and marketing have been instrumental in appealing to a younger healthcare workforce over the past few years as Millennials and Gen Z-ers come of working age, and many healthcare facilities have begun to dip their toes into concepts such as “employee engagement” and “engagement apps.” These signs are promising, yet the shift towards digital is still reluctant and lethargic. Perhaps one of the biggest difficulties for healthcare organizations during this time – particularly HR and training managers – is the shift towards virtual learning.
Every healthcare HR Manager understands, from experience, the burden that conducting workforce trainings can become (Group Management Services). From annual in-service trainings to new employee onboarding, professional development, skills-building, re-certifications, and metric-based training requirements, the traditional training delivery and management process requires a lot of staffing, coordination, paper, collection, tracking, reporting, and occasionally, unhappy participants that don’t want to sit in a room for an hour. In March 2020, when social distancing and crowd-size regulations began taking effect, the traditional training model was flipped on its head.
As previously stated, every disruption is also an opportunity for growth and experimentation. The last five months have been exceedingly difficult for healthcare HR, particularly in workforce training and development. These obstacles are caused by the unprecedented need for training on new policies and procedures, remaining compliant with new and ever-changing regulations, continuing existing training and certification programs, and offering employees professional development opportunities that lead to better job satisfaction or promotions. Is COVID-19 here to stay? If not, is it really worth overhauling an entire training program if things will just go back to the way they were in a few months? The short answer is yes, it is worth it, and you need to know why.
Our future is unknown. It is impossible to tell if COVID-19 will be around in 6 months, a year, or even five years. But there is growing proof-of-concept for the value virtual learning has, especially within healthcare. Here are a few promising signs:
- It is already happening – virtual learning has been implemented, tested, and proved viable prior to COVID-19. The International Nursing Association of Clinical Simulation and Learning (INACSL, www.inacsl.org) and the Society for Simulation in Healthcare (SSH, www.ssih.org) issued a position statement on use of virtual learning and simulation during the pandemic on March 30, 2020. Within that statement, the simulation organizations made the following assertion:
“… We can attest that virtual simulation has been used for over a decade successfully. Further, research has repeatedly demonstrated that use of virtual simulation – simulated healthcare experiences on one’s computer – is an effective teaching method that results in improved student learning outcomes…”
- For the organizations and facilities currently utilizing virtual learning to conduct at least part of their training, doing so is saving them time, resources, and money. Other benefits of online learning include:
- Larger audiences
- More subject matter
- Organization and control
- Record keeping
- Up-to-date compliance requirements
- Conducive to all types of learners (Dr. Jim Collins).
- Even after the COVID-19 pandemic ends, regulations restricting group-sizes and social distancing will likely remain in effect to some degree, suggesting the necessity for virtual solutions long-term. Furthermore, in circumstances where there may be a heightened risk of cross-contamination, rampant infection, and person-to-person transmission of pathogens (COVID-19, for example), the ability to train remotely offers medical educators and learners a tremendous opportunity to develop and maintain clinical proficiency without physical contact (CAE Healthcare).
- The healthcare workforce is increasingly Millennial, who prefer virtual learning so they can engage on their own time, with their own devices, and in places they choose. By the year 2025, roughly 75 percent of the global workforce will be Millennials. Across the globe, 70 percent of tomorrow’s future leaders might ‘reject’ what business as traditionally organizational has to offer, preferring to work independently by digital means in the long term (Deloitte).
All this said, there is still a critical question that healthcare HR has: So how do we do it?
This question is what we strive to answer for you. This blog is the first installment in a new series Health WorkForce New York is releasing that explores virtual learning and how it can be implemented at your organization. We will take a look at the challenges and opportunities of virtual learning, its long-term value and impact beyond COVID-19 focuses, and will provide expert recommendations, resources, and a toolkit for successfully implementing a virtual learning program at your healthcare facility. With 8+ years of working with healthcare organizations and workforce development organizations, we will bring our insight, experiences, and expertise to you within this series.
If you are like the majority of Americans, you are probably glued to your smartphone. You likely use it to check emails, keep track of the news, and interact with friends on social media. In fact, 2016 was the first time that mobile Internet use surpassed desktop use, tipping the scales at 51.2% for mobile, and 48.7% for desktop (techcrunch.com).
With this in mind, it’s important to understand how crucial it is to have a mobile accessible platform and content. Just because your organization has a website, doesn’t mean it is optimized for phones and tablets. Not to mention, there are 56.7 million Americans who have a disability (2010 U.S. Census). According to the World Health Organization, there are 285 million people with visual impairments worldwide, 39 million of whom are blind, as well as more than 360 million people who have disabling hearing loss.
Mobile plays a central role in providing an exceptional degree of autonomy to individuals with these and other types of disabilities. Mobile devices and applications can provide access to information and services that might otherwise be unavailable. In 2013, Georgia Tech’s Wireless Engineering Rehabilitation Research Center conducted a study that showed 92% of people with disabilities use a “wireless device such as a cell phone or tablet.” Many use a screen reader, which is a piece of software that relays content and functions audibly to the user.
Additionally, the New York Times reported in October 2017 that the Baby Boomer generation (those between ages 53 and 71) are a coveted buying audience by many industries, primarily due to having discretionary income and the time to spend it. The New York Times also cites a report by eMarketer for AARP, which claims that more than 60% of boomers owned a smartphone is 2016, and 73% of people ages 50 to 59 owned a smartphone and used it daily. Incidentally, age-related farsightedness, which makes screen text difficult for some, affects both men and women around the age of 40.
Mobile websites and applications have revolutionized the way we stay in touch, conduct business, search for goods and services, and keep ourselves entertained and informed. As these services and information sources move to a mobile environment, it is critically important from both civic responsibility and litigation standpoints, that content be available to everyone. It’s also important for mobile web designers, developers, and content providers to remember the end user – and that even if you aren’t directly impacted by a disability, many in your potential user base could be (Vivian Cullipher, microassist.com).
Making online content accessible means building a website, app, document, video, or other digital medium in such a way that people with disabilities can perceive, operate, and understand your content, even when using assistive technologies such as screen readers or magnifiers. Web designers and developers, as well as the companies that own and host websites, should ensure that accessibility is built into their website from the very early stages. If you’re still not convinced, here are four more important reasons to design your mobile website to be accessible:
- Google Prioritizes Mobile-Friendly Websites
Mobile-friendly websites are prioritized over those that are not in mobile search results. The Google algorithm change that occurred in 2015 completely changed the way Google displays mobile search results. Websites that are optimized for mobile rank better than those that do not.
- It’s Becoming a Standard Best Practice
Countless websites are mobile-friendly with more and more coming online every day. Responsive web design has made mobile optimization more direct and accessible to everyone, which means users have begun to expect this level of functionality to become standard when browsing on their mobile devices.
- It Builds You Credibility
Having a mobile accessible platform and content helps you build credibility with your users, clients, and other influencers in your industry. With a mobile website, the chances of anyone who visits your site on a mobile device will more than likely have a positive experience, and this will encourage them to see you as a credible resource for information and services.
- It Benefits Your Reputation
The importance of a mobile accessible platform and content benefit you not just online, but offline as well. People will take note and remember a website they have a great experience with, and consequently they will also take note of a website that gave a poor experience. Reputation is everything, and most businesses and organizations cannot afford to give people a bad experience – digital or otherwise.
Websites that aren’t mobile-friendly are quickly falling by the wayside as our world is quickly evolving into a predominantly digital environment. Waste no time in contacting us today to help guide you in building what your users want and need. We are here to help!
By this next year of 2020, Millennials are said to comprise half of the American workforce. By the year 2025, roughly 75% of the global workforce will be Millennials. They are no longer up-and-coming: they are here. Anyone born between 1981 and 1996 (ages 23 to 38 in 2019) is considered a Millennial (pewresearch.org). The “job” and “workplace” as we now know it is evolving into something completely different and for some, unrecognizable. Tools and technology that are used in the office are changing, and therefore the workspace and culture of companies are completely altering as well.
The significance of culture cannot be stressed enough – “It affects or defines the ability of the leadership and employees to relate to each other for the common good of the organization and operate within a mutually agreed and acceptable boundary of cultural values and emotional interface” – (Entrepreneur.com). Culture means everything, and the culture of organizations will be directly shaped by this generation’s habits and expectations.
Despite a reputation for being lazy, self-centered, and noncommittal to their employers, research and surveys have affirmed that Millennials are actually motivated and driven by numerous things. According to a recent Deloitte Millennial Survey, Millennials desire roles that offer purpose and the opportunity to change their personal and professional environment. How do they want to make their impact? As stated by The Future Workforce Study, the answer is through technology.
Millennials have been exposed to technology and have had more screen time than any other generation in history. As it has become completely incorporated into their everyday lives, Millennials no longer ask for competent technology at their work; they expect it. While this expectant behavior may be seen as entitlement, Millennial workers are really just wanting the tools needed to perform their job efficiently.
As this tech-dependant generation is close to representing more than half of the global workforce, organizations are looking for cutting-edge tools to meet their employees’ needs. One of the most essential needs is personal and career development through learning programs (Forbes.com).
In a recent poll by Gallup, 87% of Millennials surveyed claimed professional development was an imperative part of their job. This desire to learn and grow is a key trait that separates Millennials from previous generations in the workplace. Learning management systems, certification programs, and workplace training opportunities are not just attractive benefits, but absolutely necessary in engaging and retaining these employees.
Learning management systems have the ability to enhance training programs and help with certifications through video, audio trainings, and quizzes. These strategies are critical in retaining this group of employees, because although they have a reputation for moving from job to job, Millennials have a record of remaining with organizations that offer personal and professional development opportunities.
In addition to these personal and professional development opportunities, Millennials crave and require feedback and communication. This generation has experienced the accelerated evolution of communication through technology. Immediate response time of text messages, instant messengers, and group chat applications are not just for personal matters, but are now an employee demand (Paycom).
Millennials and technology are undoubtedly changing the workforce. In this era of rapid changes, it is important to understand how technology has become an integral part of Millennials’ goals to impact this world of change. Do not wait – give your workforce the technology they need to innovate and change the world in ways previous generations would not even dream of.
During the past decade, organizations have used onboarding programs with the hopes of seamlessly integrating a new employee, all while attempting to improve retention, engagement, and their overall employee experience. Sadly, most companies are completely failing at implementing a successful onboarding program. According to a survey recently completed by Gallup, only 12% of employees agree that their organization does a great job of onboarding new employees. The consequences of this are detrimental – significant turnover within the first year of employment and low engagement among employees who stay.
So what exactly has gone wrong with onboarding? And how do companies fix it?
Socialization is a key component of an employee joining a new team, and arguably crucial to success in any role. However, onboarding always seems to be “someone else’s job,” with leaders, managers, and team members not taking responsibility. If no one is reaching out to help the new employee, it’s no wonder that employees never feel fully engaged and leave the company early. When managers take an active role in onboarding, employees are 3.4 times as likely to strongly agree their onboarding experience was exceptional (Gallup).
Another major problem with onboarding relates to too many details slipping through the cracks. There are many circumstances that can affect the extent to which details are missed during employee onboarding, however, too many missed opportunities can cause stress on the new employee. Not to mention, it doesn’t paint a positive picture for what their experience may be in working with this organization. Some common examples of missed details include:
- Employee’s key card doesn’t function on the first day
- A key piece of equipment did not arrive before the employee did (i.e. laptop, computer mouse, cell phone, etc.)
- New hire arrives before supervisor on the first day
- Email address isn’t set up by IT in time
- Employee uniform was not ordered before the new hire arrived
- A benefits enrollment meeting was forgotten (Exacthire.com)
Not only does the disregard of these details leave your team scrambling at the last minute, it also makes a negative first impression on your brand-new employee. Think about what these new hires may be saying to friends and family about their first few days of work. In addition, think about how this might be amplified on social media. Great onboarding = great PR for your business.
Gallup discusses how company culture can also play into great PR for your business, and this begins with onboarding. A PowerPoint slide with your core values listed is not enough to truly convey what makes your organization an extraordinary place to work. New employees want to know if they belong with you. Furthermore, they want to know what you believe, and how that makes a difference in the way work gets done. Organizations need to provide immersive experiences that let employees feel your values, not just be able to name them.
An example of this might be focusing on safety. If safety is essential to your culture, consider bringing in managers who can explain a story about tough calls they made in the name of safety. Introduce and celebrate safety award winners in front of new employees. You could even create immersive role-playing scenarios where the real managers evaluate teams on their safety thinking. The purpose of onboarding is to get new hires acquainted and inform them about the company’s values, mission, vision, and history. New employees should leave work those first few days feeling excited about their new journey and engaged in their work.
Engaged, talented people want to work with you because they see opportunities and possibilities. Ben Wigert, Director of Research and Strategy at Gallup explains, “Onboarding can often feel like a bait-and-switch operation, where many of the opportunities promised during the job interview are shown to be illusory. It may not be time to talk promotions, but managers should have conversations about an employee’s dreams and desires early on.” All of this can be built into the onboarding process. Employees should also be introduced to learning and development opportunities that extend training beyond formal onboarding. Again, something that can be built into the process. Employees who strongly agree they have a clear plan for their professional development are 3.5 times more likely to strongly agree that their onboarding process was exceptional.
Compared with employees who rate their onboarding experience at a “4” or below on a 5-point scale, employees who give their onboarding a “5” are twice as likely to strongly agree they feel fully supported and prepared in their new role. In fact, if your employees aren’t consistently scoring your onboarding process a “5 out of 5,” the majority of people going through your program would not strongly agree they feel fully prepared and supported in their new position. “In other words, if your onboarding is not exceptional, it’s broken. To make onboarding work, HR leaders need to design a consistent, creative and deeply engaging experience that wows new employees,” says Ryan Pendall, writer at Gallup.
Depending on the size of your organization, allowing for flexibility may also be necessary within your onboarding process. Jessica Stephenson, Vice President of Marketing and Talent at ExactHire claims, “Failing to customize the onboarding experience can be just as detrimental as not having much of an onboarding process, too.” It’s important to determine the core elements of your process – those activities that must be introduced to all new hires, and then flex the experience to cater to different new hire requirements that may be based on:
- Employee geographic location
- Department and/or division
- Employee role/level in organization
- Special accommodations for employee
- Assessment results (ExactHire.com)
The definition of employee onboarding encompasses so much more today than it did in the past, so it’s no surprise that numerous potential problems now exist. Today, there are many things to track, and many people to involve. Some growing organizations are utilizing independent systems to mitigate some of the administrative burden. Emails are manually sent to different stakeholders to remind them to complete things, such as ordering new business cards, creating schedules and timesheets, and coordinating department members’ agendas for a new hire lunch. Excel spreadsheets are used to keep track of which employees have signed off to acknowledge the latest policy update.
This gradual approach to systems is a step in the right direction; however, it pales in comparison to the efficiency and productivity that can be achieved with web-based onboarding technology. By having a single system to integrate all onboarding-related forms, tasks, activities and assignments can help alleviate (and even avoid) many of the problems often associated with onboarding. At the very least, it can help free up time to address more intricate aspects of the onboarding process. “Robust employee onboarding software can handle your tasks, notifications, employee signatures and HR countersignatures, form updates, prompts for benefits enrollment, equipment provisioning, training curriculum and more. Plus, moving cumbersome paperwork into the cloud means no more illegal handwriting and incomplete fields on statutory forms,” Stephenson says.
A broken onboarding process not only loses exceptional talent, it loses your organization money. According to the Society for Human Resource Management (SHRM), employee turnover can be as high as 50% in the first four months for hourly workers, and 50% in the first 18 months for senior outside hires. The cost of recruiting, hiring, and training are exceptionally high. Conservative estimates indicate that it will cost a company one-half to two times an employee’s annual salary to find and onboard a replacement. The average cost of turnover for a bedside RN is estimated at $49,500, but costs can range from $38,000 to $61,000 depending on hospital and location. And some reports estimate that replacing a physician is at least $200,000, but can reach as high as $1 million per exiting doctor (Businessdailypay.com). In a competitive talent marketplace, a broken onboarding process causes you a lot of wasted time and wasted money. It’s time to make employee onboarding a priority in your organization.
Contact us to discuss how to improve your onboarding experience. We are here to help!
It is not uncommon for organizations to struggle with creating a strong compliance training program. All too often, compliance training is looked at like a box that needs to be checked- something that just has to be done. Not to mention, compliance training is often dreaded by employees everywhere. Do you worry your compliance training has grown mundane? Chances are, you wish you could effectively impact prevailing attitudes and behaviors, but you’re just not sure how.
Compliance training, if done correctly, creates a strategic advantage that minimizes operational and financial risk. Leaders responsible for compliance within an organization need no justification for investing in better compliance training programs (Panopto.com). Success is measured not only by things that happen, but what doesn’t happen – including fines, lawsuits, reputation damage, dangerous incidents, lost business, and more. In some cases, noncompliance with safety procedures can be the difference between life and death.
Building an effective compliance training program doesn’t have to be a difficult task. In order to achieve the main goals of reducing risk and expanding employee learning retention, you want your materials to be purposeful and impactful. Know what best practices exist and what to look for before selecting a program to use with your staff.
There are certain elements that if put in place, can help ensure a compliance training program is successful. The first one to examine is retention, which is best understood when looking at the Learning Pyramid. Studies show that varying your study methods and materials will improve retention and recall of information, and enhance the learning experience. The “learning pyramid,” developed by the National Training Laboratory, suggests that most students only remember about 10% of what they read from textbooks, but retain nearly 90% of what they learn through teaching others. The Learning Pyramid model suggests that some methods of study are more effective than others and that varying study methods will lead to deeper learning and long-term retention (educationcorner.com).
One example of an effective method of learning and study is “Practice by Doing.” This method of study encourages students to take what they learn and put it into practice, therefore promoting deeper understanding while moving information from short-term to long-term memory. Practice by doing makes material more personal, and ultimately more meaningful to students. This also leads to more in-depth understanding of material, greater retention, and better recall.
The next element to examine in creating a successful compliance training program is creativity. With each training, you want to be creative with the subject – regardless if the training is in-person or online. An example would be to include relevant case studies within the training, or regulatory actions that best suit the department or group of people you are teaching.
Using creativity helps foster interactivity. It’s imperative to engage your audience and make them feel a part of the training. Exercises that incorporate real-world examples are crucial for employees to partake in.
Another consideration in a solid training plan is to create efficiency (ethinkeducation.com). Here are a couple of things to keep in mind while making efforts efficient:
- Budget. Always ask for more funds than needed. During the year, the training plan will change, and you might be asked to add more initiatives due to regulatory changes, updated policies and procedures, new services offered, new systems, and management mandates.
- Exclusivity. Review all the training entries to determine if there are any overlap of topics between departments. It’s great to train more than one department at a time if there is a workflow that impacts multiple areas. It’s also good for the fostering of relationships between departments.
- Time-saving. The goal is also to save time since you are taking staff members away from their actual work. If you’re able to produce training that covers multiple, related topics, your audience will appreciate it.
- Avoid overtraining. Determine which topics as a percentage of the training plan are included. It’s important to check if there are any concentrations that may lead to overtraining (ethinkeducation.com).
Creating a successful compliance training program is not a difficult task, but it must be done right and with due diligence for it to be effective. When training is done correctly, fines and risks within the workplace are reduced, and employees have a chance to actually be engaged with the material rather than merely talked at. HWNY has a variety of successful online training programs to fit the needs of your organization – contact us today for more information!
ELearning has completely revolutionized the way people learn and teach. Education is no longer confined to take place within the walls of a classroom… because through eLearning, learners have the ability to access information and knowledge any place, any time. And why wouldn’t an organization want to offer eLearning courses? According to eLearning Industry, 77% of US Corporations used online learning in 2017. Not to mention, eLearning is said to increase learning retention rates by 25% to 60% (techjury.net).
But, behind every successful eLearning course is the instructional design/designer. It is the critical job of instructional designers to create content relevant enough to keep the learners engaged and motivated (designingdigitally.com). Organizations looking to incorporate eLearning courses into their training must choose credible companies with solid instructional design. HWNY offers a multitude of services aiding in workforce development, some specifically for online learning.
HWNY currently provides workforce development solutions to more than 50 organizations across New York State, consisting in part of hospitals, long-term care facilities, federally qualified health centers, hospital ambulatory care departments, and private practices. Clients also include numerous mission-aligned organizations and associations, and thirteen of the twenty-five DSRIP Performing Provider Systems (PPSs). Of note, PPS clients utilize HWNY’s solutions to deliver enhanced services to hundreds of partnering healthcare organizations.
HWNY provides a full range of integrated workforce development services, that include: 1) research and analysis of problems, trends and best-practices; 2) education and awareness of high impact topics; 3) development of technology-based workforce development tools; 4) design and implementation of outreach and engagement campaigns; 5) boots-on-the-ground programming, and; 6) community engagement and partner connections.
Example projects specific to developing content for health care providers and staff include:
1) Leadership Development Workshops – HWNY uses its expertise in research and curriculum development to consult with health care organizations. HWNY emphasizes the engagement of Subject Matter Experts (SMEs) and facilitation of targeted focus groups throughout the process to assess professional culture, identify specific priority areas requiring improvement and to design, develop, and deliver exciting, experiential, highly-tailored, in-person leadership trainings. Each workshop provides clients with position-specific performance evaluations and continuous, on-going support.
2) InService Solutions Compliance Training – HWNY works in partnership with Central New York AHEC (CNYAHEC) to deploy a comprehensive compliance training package that includes set-up and implementation of a Learning Management System, as well as customization of 16 mandatory compliance eLearning modules.
3) eLearning Development – Using a variety of eLearning authoring tools, HWNY provides partners and clients with the skills and expertise to: 1) convert static PowerPoints and PDFs into interactive training content; 2) record in-person trainings and convert them into webinars, and; 3) host live webinars and record them asynchronous viewing.
4) Instructional Training Guides – HWNY works with partners and clients to develop detailed documentation, instructional guides, how-to videos, job-aids, and “cheat sheets” for internal staff and end-user to learn and utilize HWNY’s technology-based solutions to its fullest potential.
5) Education and Awareness Video Production – HWNY works with partners and clients to transform comprehensive, information heavy, research-based projects into short, engaging, and informative video content for ease of distribution, increased viewing, and larger impact.
To-date, HWNY solutions have allowed partners to:
- Deliver, track, and report participant data on more than 1,200 continuing education, professional development, and compliance trainings
- Train and advance the careers of more than 160,000 health professionals
- Introduce health careers to over 60,000 students and adult career seekers Mentor, guide, and support more than 500 high-school students as they pursue a health career
- Provide more than 1,600 postsecondary students with hands-on, experiential health professional trainings
- Significantly increase membership rates, including a campaign in 2018 to increase an Association Student Membership by more than 200%
To help your team design, develop, and deliver a highly-effective virtual/online course, HWNY will work with Subject Matter Experts to: 1) design compelling learning experiences that are not only interesting, relevant, and easy to fit into the busy work life of the learner, but most importantly, lead to genuine knowledge transfer and deliver performance improvement results; 2) identify and recommend the best authoring tools for the desired learning experiences; 3) develop interactive online activities, tools, and resources that are visually world-class, provide an excellent user experience, and feel authentic to the learners, and; 4) provide expert training and guidance on instructional design principles, process, best practices, and eLearning authoring tool trainings.
To achieve all of the above, HWNY uses these must-have best practices:
Step 1: Needs Assessment Phase
HWNY will meet in-person with SMEs to conduct an initial needs assessment to identify/refine topic-specific business goals, learning actions (objectives) required to achieve the goal, and knowledge required to successfully perform the action. HWNY will also discuss the learning environment and target audiences’ capabilities.
Step 2: Research and Design Phase
Using research-driven adult learning best-practices, HWNY will identify and recommend the necessary amount and type of training to support the desired learning actions. HWNY will then design instructional activities that are most effective at teaching the desired performance outcome, such as: Scenario-based Learning, or Micro-learning activities. HWNY will then work with SMEs to create scenario scripts, stories, and storyboards.
Step 3: Development Phase
HWNY will work with your organization to discuss the most effective authoring tool(s) for creating the desired instructional activities within the selected hosting environment. HWNY will then use the selected tool(s) to develop each learning activity ensuring it immediately, fully, and favorably seizes the user’s attention. The learning activities will then be bundled into lessons/topics within a single eLearning module/course and branded to your desired look and feel.
Step 4: Pilot and Refine
HWNY will work with your team to pilot each instructional activity in their final module/course format. Advisors and/or partner health care practices will be asked to complete a specific set of pilot instructions and give feedback on their experience. For the pilot, HWNY will develop testing instructions with specific tasks, a feedback survey to collect qualitative and quantitative data, and where possible, use technology to track pass/fail of key functionality. HWNY then will analyze the data, identify necessary changes, and refine the instructional experience to address any issues identified.
Step 5: Implementation and On-going Support
HWNY will work with your team to ensure a successful launch of the online course by creating a launch plan with effective communication and outreach strategies. HWNY will then provide two in-person trainings designed to give your administrator the skills and knowledge to maintain and update the instructional activities/modules created for the specific course(s).
At HWNY, our experts use strong instructional design concepts to create customized learning content to successfully meet your training needs. Get in touch with us today to learn how we can create custom learning solutions for your company.
- By the year 2025, roughly 75% of the global workforce will be Millennials.
- Nearly 70% of employees are not actively engaged in their work.
- Quantum Workplace surveyed 75,000 employees across the U.S. and discovered that within the healthcare industry, you’ll find some of the most disengaged employees in the nation. Specifically, after profiling 17 industries, healthcare ended up in last place for employee engagement.
- A disengaged employee costs a company approximately $2,246.
- The total economic impact of employee disengagement in the US is between $450 billion and $550 billion per year.
- There are 20 million employees (making up approximately 18% of the American workforce) who are actively disengaged.
- Technology can solve the healthcare industry’s employee engagement crisis.
- An immediately actionable technology solution for healthcare employers is to deploy an integrated engagement platform, which allows for the large proportion of remote and frontline healthcare employees—as well as traveling staff—to remain solidly engaged in the organization.
- The more highly engaged hospital nurses experienced superior patient outcomes (i.e., decreased mortality rates), with the less engaged nurses seeing an increase in patient mortality rates. The researchers determined that the engagement level of nurses was the number-one factor where patient mortality was concerned, beating out even variables like the number of nurses per patient day.
- Engaged employees feel better about their work and their organization; those who are highly engaged (regardless of industry) are nearly 40 percent more likely to have above average productivity.
- Employee engagement is directly tied to corporate profits. Dale Carnegie research showed companies whose workers are engaged outperform those with a poorly engaged workforce by 202%.
- Of the workforce, 29% of employees are engaged, 45% of employees are not engaged, and 26% of employees are actively disengaged. In other words, 71% of the workforce is not engaged.
Managers love having engaged employees around. They exude positive energy, are passionate, creative, and energetic. One can rest easy knowing the job will not only be done, but be done well by an employee who’s engaged. But company culture is made up of all employees- the engaged and the disengaged. The elephant in the room, and the topic most companies fail to address and improve on is the issue of disengaged employees and the negative effect it has on the entire organization.
A recent Gallup State of the American Workplace Report indicated a disturbing trend: nearly 70% of employees were not actively engaged in their work. Quantum Workplace surveyed 75,000 employees across the U.S. and discovered that within the healthcare industry, you’ll find some of the most disengaged employees in the nation. Specifically, after profiling 17 industries, healthcare ended up in last place for engagement. What does this mean in terms of money? According to an ADP study, approximately $2,246 per disengaged employee. The total economic impact is an alarming $450 billion to $550 billion in the U.S., per year (Paycom).
It is obvious that disengaged employees have a direct and negative impact on your business’ bottom line. There are a number of reasons disengagement is costly:
- Bad customer service and poor patient outcomes, which are detrimental to employers in a Value-Based-Payment (VBP) reimbursement model
- Increased turnover rates and high vacancy numbers, which result in huge financial costs for healthcare organizations
- Poor access to quality healthcare for the local community, which negatively impacts local economic growth
Disengagement is bad enough, but did you know there are 20 million employees (making up approximately 18% of the American workforce) that are actively disengaged? Actively disengaged employees are those that are not just unhappy at work – they act out on that unhappiness and undermine the productivity of otherwise engaged employees (tolmanandwiker.com).
Actively disengaged employees cause disruption and dissatisfaction within the company. Even actively engaged employees can experience decreased morale if the overall team’s level of engagement falters. Just a few actively disengaged employees can have an immense negative effect on the entire workplace.
The healthcare industry has reached epidemic levels of disengagement, resulting in organizations struggling with issues such as absenteeism, poor attrition rates, loss of productivity, and business disruption. Unless the situation improves, the negative side effects of disengagement could have far more serious consequences for the healthcare industry, given that successful patient care outcomes are dependent on the engagement level of employees.
You may be wondering if there is any silver lining in all of this. Luckily, there is. The beautiful and essential answer to this colossal disengagement issue is technology. According to Health IT Outcomes, technology can solve the healthcare industry’s employee engagement crisis. Technology can help improve the employee experience, all while reviving employee engagement. An immediately actionable technology solution for healthcare employers is to deploy an integrated engagement platform, which allows for the large proportion of remote and frontline healthcare employees—as well as traveling staff—to remain solidly engaged in the organization (healthitoutcomes.com).
For healthcare organizations, medical staffing is only as successful as their ability to engage and retain the best healthcare professionals. To achieve this end, organizations must be consistently vigilant of their employees’ needs and develop talent carefully to keep employees engaged and committed to their job. By deploying a digital workforce experience platform, companies can engage their workforce with experiences that truly matter to them. The result is the opposite effect of what disengaged employees cause:
- Improved customer service and patient outcomes
- Decreased turnover rates and vacancy numbers
- Improved access to quality healthcare
Addressing disengagement protects your company culture and ensures that your engaged employees stay engaged, creating satisfied customers and enhancing your bottom line (Infosurv Research). Employee engagement is a goal that should receive the attention – and intention – of all managers and leaders. Peter Drucker once said, “Culture eats strategy for breakfast.” Does your organization have the strategy needed to thrive?
Within any organization or industry, all training and learning requirements are constantly evolving. In order to accommodate these training and learning requirements, it is crucial that organizations use a customized learning management system (LMS). Think about the training needs your organization has… chances are, they are different than those of other businesses, even within the same industry. Unlike an out-of-the-box LMS, custom learning management systems allow you to address these issues and optimize your online training platform, specifically for your needs. Customization can also help an LMS reflect the company’s branding.
This blog will highlight the advantages and benefits of customizing an LMS for administrators, learners, and organizations as a whole.
Benefits for Learners:
- Access to Different Training Resources
According to commlabindia.com, the corporate industry is continuing to show growing interest in mobile and video-based learning. As LMS’ of today are trying to play catch-up with industry requirements, it is evident that they are not simply limited to hosting eLearning modules. Customized LMS’ offer far more incentives than those that are out-of-the-box, because they effectively integrate different types of training resources alongside eLearning. Learners can now have access not only to the usual formal training through their LMS, but to other training resources such as videos, podcasts, interactive PDFs, and eBooks. In addition, most modern and customized learning management systems are also now gamified. This is done through awarding points and badges when completing certain activities, to letter boards tracking and displaying progress – all of which are integrated into the platform.
- Increased Social Communication
Social learning and various collaboration tools have confirmed improvement of overall learner engagement and knowledge retention. A customized LMS has the ability to offer the following channels for better socialization and communication among learners:
- Live-chat functionality: to better connect with peers and colleagues
- Discussion groups: to share ideas
- Social media integration: such as Twitter and Facebook widgets for learners to share their progress and achievements
- Gamification: badges and achievements to create a healthy competition among peers for better performance
3) Visual Dashboards of Training Activities
Visual dashboards on an LMS interface are an ingenious way of conveying the most important and relevant information. An effective LMS is one that not only lets users access training resources, but also keep an eye on their performance.
By using dashboards, administrators can allow learners to be aware of their learning and training progress every time they log onto the LMS. Customizing your LMS like this creates a more learner-centric platform, and not just a passive warehouse for storing learning material. A dashboard can also display important information such as announcements, training schedules, surveys, polls, and responses.
4) 24/7 Access to Learning Resources
A customized LMS changes everything for the learner – all for the better. ELearning courses hosted on an effectively deployed learning management system can be accessed by employees that are spread across geographies, without affecting the quality or consistency of the training.
“Most modern LMSs are responsive i.e., they are device-agnostic, and offer seamless, flexible learning experiences on any device. This flexibility in-turn reduces dependency on a single mode of learning (i.e., desktop learning), and grants learners 24/7 access to the learning resources on multiple devices, whenever and wherever they need it” (commlabindia.com).
Benefits for Administrators:
- Bulk Course Uploads
The advantages of a customized learning management system vary for administrators. Adding 4-5 users to the LMS may not be very difficult, but imagine the effort in uploading hundreds. To add to the difficulty, users belong to different departments in a company, which means that different courses need to be uploaded. This is an extremely tedious job, but one that can be easily solved using a customized LMS.
A customized LMS will provide administrators with the option to bulk upload users, their respective courses, and resources with just a few clicks. For example, an LMS administrator can easily import e-learning courses in bulk using a CSV (comma separated values) file authored in either SCORM, Tin Can, or AICC format. Imagine if there are 100 e-learning courses to be hosted on the LMS platform. A single CSV file allows the administrator to upload all of the 100 SCORM-based courses at a time, saving valuable time.
- Assign Custom User Roles with Customized Access
In using a customized LMS, administrators can easily assign custom roles and custom learning access to these roles. Otherwise, they would be confined to the default LMS user roles that out-of-the-box LMSs provide. Administrators can control the types of activities users are allowed to perform. For example, custom roles such as learner, trainer, assistant, LMS administrator, and training manager can all be created with their own custom access.
- Send Customized Emails
Consider an organization that plans to transmit training to 500 employees, and wishes to let the users know about their enrollment. It would be laborious to send individual emails to all of the 500 employees. But the LMS can be customized in such a way that whenever an administrator assigns a course to a particular user or bulk of users, the course enrollment email will be automatically sent to all 500 employees without hardly any trouble or time.
- Create Customized Reports to Calculate Training ROI
Generating customized reports is the most critical feature of an LMS. Reports such as learner activity/progress, course overview reports, user course completion reports, assessments/grades reports, course access time logs, and certificate tracking give the administrator the power to constantly improve the online training strategy and personalize online training initiatives. A customized LMS can help generate custom reports, based on the need or requirement.
Benefits for Organizations:
- Reduce Costs on Training Administration and Delivery
Having a single, centralized place that stores and delivers training to employees, no matter what geographical location they are stationed at, is a huge benefit for organizations in terms of cost-effectiveness. It helps cut down administrative exertion by allocating training resources, thereby allowing organizations to greatly save on administrative and delivery costs.
- Using the LMS as a Powerful Evaluation Tool
As discussed above, a custom LMS can generate different types of reports that provide organizations analytical data based on the learner statistics, which in turn helps in estimating the training program’s overall effectiveness. LMS reports can be powerful evaluation tools, allowing companies to make crucial decisions such as evaluating whether training delivery is meeting its objectives, what content is working with the learners, the duration of the course, and many others.
A learning management system is an extremely powerful software application that allows organizations to take control of every aspect related to their training processes – from administering and publishing eLearning courses, to tracking and reporting learner activity. A truly customized LMS establishes a close integration with your training strategy, tailored to your specific training needs. When choosing an LMS, make sure that it supports not only the features that you need, but also supplies you with instinctive administrative options to enhance training capabilities. Reach out to us today to learn how HWNY can help you create your own custom LMS.