The purpose of health education is to positively persuade the health behavior of individuals and committees as well as living and working conditions that influence their health. Health education is the development of individual group, community, and systemic strategies to improve health knowledge, attitudes, skills, and behavior. Health education is a social science that draws from the biological, environmental, physical, and mental sciences to promote health and prevent disease disability and premature death through education driven voluntary behavior change activities.
Health education is important because it improves the health status of individuals, families, communities, states, and the nation. By focusing on prevention, health education reduces the costs that individuals, employers, families, and communities would spend on medical treatment. Training is learning by doing and is should improve performance. Trained and energized employees are what a company needs to stimulate growth and problem solving. One of the best ways to encourage and support individuals in an organization is through professional development and training opportunities.
As employees develop new skills the business work environment becomes saturated with energy and creativity. The purpose of this paper is to explore the connections between education and training and why they are important in health care. It will also describe the process for tracking and evaluating training effectiveness and the importance of measuring competencies. Knowledge within any industry is always changing. As new information becomes available, those that are employed in the field must find a way to reap the benefits.
In the health care field, new knowledge gained through continuing education of health care providers has an important impact on the health and well-being of patients. Customers in health care gain a better quality of life and possibly more years of healthy presence as a result of the knowledge of their health care providers. Individuals who are given the opportunity to learn new skills, increase their abilities for specific accomplishments, and increase their overall knowledge in their field are more likely to remain with their employers.
Therefore, many health care organizations realize that continuing education is not only a requirement for certification but also a method for attracting and retaining the best employees. Providing employees with a chance to polish their skills and learn new methods of providing the best care increases job satisfaction. It also makes employees more valuable as they are more able to provide the kind of care that patients expect and deserve. Employee competence is what makes health care what it is. Failing to provide adequate opportunities for continued education in the field will result in less overall care.
Bringing opportunities into the organization can introduce a business with new ideas and creative ways of solving problems. Occasionally getting employees out of their normal routine can jump-start energy and encourage employees to recommit to their jobs and the company. Learning new skills and interacting with new and different people has a direct impact on the productivity and development of the work environment. Trainings should not be expensive or last for several days in order to be beneficial. Workshops, classes, and cross-training in other departments within the company can be as refreshing as costly courses.
Encouraging employees to learn all they can about the company is one way to offer training. Providing employees with information on other characteristics of the business can give them an overall understanding of how all the pieces work together to contribute as a whole in addition to how their individual jobs fit into the big picture. Implementing effective learning, development, and performance management system requires the use of competency models and an efficient method of evaluating individuals against these models.
Competency is the ability of an individual to perform effectively in a job related area. It also deals with what is important to succeed on a job. An accurate evaluation of an employee’s competencies can assist with a collection of useful information that analyzes the professional connection. Managers and the staff should realize that personal skills will vary from person to person in the professional field. This will make it challenging to obtain an exact individual assessment without taking several elements into consideration.
Measuring an employee’s competency requires an impartial evaluation that is performed in a results-based method. Providing a time line and itinerary of steps towards improvement for employees will let them know what to expect. Organizations frequently train their employees to take on additional responsibilities or to improve their skills. An evaluation process may be done in a few steps by the human resource department or department manager to determine the trainings effectiveness. * Trainee feedback can effectively evaluate the employees’ thoughts through group or individual discussion.
* Assessment before and after training show how much was learned and improves their initial response. * Performance evaluations from supervisors over a period of time show whether the employee has improved. * The business should look at the overall picture to see if specific goals were met and to see if training increased productivity or improved an employee’s performance. In conclusion, in the health care field new knowledge gained through continuing education of health care providers has an important impact on the health can well-being of patients.
Individuals who are given the opportunity to learn new skill increase their ability for specific activities and their overall knowledge in their field are more likely to stay with the company. Providing employees to polish their skills and learn new methods of providing the best care increases job satisfaction. Bringing opportunities into the organization can introduce a business with new ideas and creative ways of solving problems. Learning new skills and interacting with new and different people has a direct impact on the productivity and development of the work environment.
Implementing effective learning, development, and performance management system requires the use of competency models and an efficient method to evaluating individuals against these models. An accurate evaluation of an employee’s competencies can assist with a collection of useful information that analyzes the professional connection. Usually organizations train their employees to take on additional responsibilities or to improve their skills. Managers should use the steps in the evaluation process to see what needs to be changed to implement strategic goals of the company. References Maloney, B. (2010, December 12).
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