1) James Stoller, MD, MS, Cleveland Clinic

According to Webometrics, Cleveland Clinic is number 1 on list of the top 10 hospitals in the world.

Dr. Stoller, MD, MS, (Organizational Development), is the Chair of the Education Institute at the Cleveland Clinic and is responsible for learning at the hospital.

2) Robert J. Batory Senior Vice President, WellSpan Health

Mr. Batory has led the human resource management activities of WellSpan Health since 1991. With more than 30 years of health-care human resource management experience, he has been an active leader in the human resources profession.

The New Employee Orientation program focuses on the experience of the new employee and emphasizes welcoming, engaging, and inspiring. WellSpan Health employees are immersed in interactive experiences through the day, receiving a Passport booklet to guide them on their journey.

3) Joanna Weeks, Associate Director Workforce Development, Great Ormand street Hospital (GOSH)

London’s Great Ormond Street Hospital tops the list of best hospitals for children. It was the very first pediatric hospital in the world when it opened in 1852. It retains its fantastic facilities in part because it receives the royalties to Peter Pan (the play).

GOSH strive to create a learning culture for all staff, ensuring they receive continual support, education, and training to enhance their specialist skills and provide the best care for our exceptional patients. A wealth of training programmes are on offer including simulation, clinical skills, speciality training and leadership development, plus undergraduate and postgraduate academic education courses.

4)Lisa Bisaccia Executive Vice President and Chief Human Resources Officer, CVS Health

Lisa Bisaccia is responsible for direction and management of all human resources functions across the company, including oversight of a billion-dollar benefits budget.

She has driven multiple strategic initiatives, including improving employee engagement and experience, redesigning health benefits for all employees and launching enterprise-wide talent management and leadership development systems. In addition, Bisaccia also oversees CVS Health’s Corporate Social Responsibility and Philanthropy department, which includes the CVS Health Foundation.

5) Gladys Lopez senior vice president and chief human resources officer.

In this role, Lopez oversees all human resources activities for the Norton Healthcare system, including operations, compensation and benefits, talent acquisition, and workforce development.

Norton Healthcare The Practice Manager Development Program is an immersive and interactive learning program that focuses on 4 essential elements of the practice manager role: effective leadership, practice operations, access to care, and patient experience.

6) Kristen Mulholland, Head of Human Resources, Global Pharmaceuticals Group and external innovation

Kristen Mulholland is responsible for the global talent, recruiting, diversity, compensation, benefits, employee relations, external innovation and all aspects of the human resources agenda for the pharmaceuticals group.

In 2017, the team made several strategic changes to the experience design, which resulted in significant cost savings, stronger engagement, and increased retention. The program exceeded benchmark data for ROI (6.42/7), business results (6.3/7), and job impact (6.4/7). Janssen reduced It’s scrap learning, which is saving $41,316 a year.

7) Leslie Rohde, Senior Director of Human Resources

As senior director of human resources at Johns Hopkins Community Physicians, Leslie Rohde, M.B.A., works to integrate multiple medical practices into the Johns Hopkins Health System and works directly with practicing physicians, physician leaders and administrators.

Johns Hopkins Community Physicians refined its existing safety officer program, which provides special training to a team member in each of 40 medical practices and sustains/builds knowledge in monthly online meetings. Refinements included incentives to participate in monthly meetings, and using stories to train. This “trained the trainers” of more than 600 front-line staff, and contributed to an 8% improvement in the organization’s safety climate.

8) Caroline Luscombe, Executive Vice President, Human Resources, Sanofi (China) Investment Co.

Ms. Luscombe was most recently Head of Organization and Human Resources and member of the Executive Committee at LafargeHolcim, based in Zurich, Switzerland. Before joining LafargeHolcim, Ms. Luscombe was the Global Head of Human Resources of Syngenta.

The Breakthrough BELBIN Team Leadership program at Sanofi (China) Investment Co., LTD., applies BELBIN Team Roles to enable managers to enhance self-awareness, better understand others, and improve team construction and composition. BELBIN Team program facilitates leaders to assess a current team’s strengths and weakness against its business goal, develop members and the team as a whole, and enhance the overall team’s performance. Participants demonstrated a 2.3% higher sales growth rate in 2016 versus non-participants

9) Elga Lohler, Chief Human Resources Officer, Smith & Nephew

Elga Lohler, as Director of HR and has since held progressively senior positions in Wound Management, Operations, Corporate Functions and Group. Elga became Chief Human Resources Officer in December 2015 and leads the Global Human Resources with more than 25 years worth of Human Resources experience.

Elga is responsible for driving Smith & Nephew’s human capital strategy across the enterprise in support of the Company’s overall business plan and strategic direction.

Smith & Nephew entirely mobile, electronic Plan of Action (ePOA) initiative is a learning program designed for Smith & Nephew sellers to develop their selling skills and improve product knowledge. Analysis of sales performance showed that the sellers in the organization who completed all of the ePOA assets increased sales at a 13% rate versus the sellers who did not complete all the learning assets and had a 5% increase.

10)Christopher Lind, Talent Development, & Culture, GE Healthcare

Christopher Lind is a talent development leader that’s spent over 15 years working with business leaders to collaboratively improve performance. He has 15 years of learning and talent development experience while also having 10 years of experience leading, developing and coaching high-performing teams.

Lind leads the organization accountable for the digital transformation of learning and talent development within GE Healthcare’s global commercial and marketing functions. Establishing the learning and talent organization responsible for supporting GE Healthcare’s global marketing function. He also Led the standardization and architecture of GE Healthcare’s global leadership development program.

Webanywhere provides cutting-edge learning management systems and are researched and developed by professionals with extensive experience. Contact us to learn more at info@webanywhere.com[/vc_column_text][/vc_column][/vc_row]

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Let’s have a look at the benefits of an LMS for hospitals and other healthcare providers

Better Talent Management

A hospital’s most important asset is its staff. The quality of patient care depends for the most part on the performance of the hospital’s employees. For this reason it’s very important to attract talented employees, help them develop themselves through training and keep them satisfied in their work. Happy employees are more engaged, perform better and are less likely to quit.

A hospital LMS that includes a talent management element helps provide higher quality employee training and allows HR to keep better track of job performance and career goals.

Faster Deployment of New Training Material

New research and technological advancements are constantly changing healthcare best practices, procedures and regulations. To stay up to date, healthcare courses need to be updated frequently. Modifying elearning courses that are hosted on a healthcare LMS is much easier and faster than updating traditional training content and sending staff on refresher courses.

Modifications to training material can be performed quickly and made immediately available to all students, even if they are geographically dispersed. Crucially, this new material is often better retained when delivered via elearning. IBM reported that management training delivered via elearning enhanced retention of information by 25 to 60%.

Lower Training Costs

Travel, trainer, food and accommodation costs make traditional classroom training an expensive affair. An LMS allows hospitals to create or purchase elearning courses that can be delivered to any employee without having to hire more trainers, pay for transportation or make extra classrooms available. Numerous studies have demonstrated dramatic cost-savings with elearning and an average saving of 68% has been commonly discussed.

Make sure to choose a healthcare LMS that enables the tracking of both online and offline learning in order to minimize additional admin.

Easier to Track Learner Progress

A good LMS makes tracking employee training progress much easier. Many learning management systems provide an overview of employee certifications, course completion, training progress and staff training goals. HR can use this information to identify employees who are ready for promotion and those who require extra training in order to keep their position in the organisation.

When selecting a hospital LMS, make sure that you thoroughly research the tracking and dashboard functionalities the solution provides.

More Consistent Training

An LMS makes it easier to standardize training material and deliver the exact same training to every student. This improves quality of care and reduces risk caused by inconsistent teaching.

More Flexible Learning

LMS-hosted training courses can be accessed from anywhere at anytime as long as the learner has access to the internet. This allows hospital staff to better fit training into their busy schedules, as self-paced elearning is available 24 hours a day, 7 days a week.

The flexibility this offers generally leads to an increased number of completions and reduced time for completion. It also decreases workflow disruption.

The benefits of implementing an LMS are so significant that it is basically a no-brainer for any hospital that’s serious about improving staff skills and patient care to make the investment.

When choosing an LMS for hospitals, it is important to look for an experienced provider that offers a user-friendly solution, top notch support and has extensive experience with healthcare learning management.

Can we help you?

Webanywhere have helped healthcare organizations worldwide to implement elearning that delivers fast, engaging and highly effective training and CE. Why not contact us at Webanywhere for a no-obligations discussion of your needs?

Related Case Study:

Healthcare Training at UCLH – how a custom LMS for University College London Hospitals catered for up to 10,000 healthcare staff, with benefits including reduced employee onboarding time from 2 weeks to 2 days.

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Why Should Your Healthcare Organization Apply for JCAHO Accreditation?

Joint Commission accreditation involves a number of benefits. Here are a few reasons why your healthcare organization should consider JCAHO accreditation:

Gaining a competitive edge: Accreditation demonstrates your organization’s commitment to higher quality and safer healthcare service. It will increase community trust in your organization and help you compete better in the competitive healthcare sector.

Risk reduction and possibly reduced liability insurance costs: JCAHO standards help healthcare organizations better focus on providing safer and higher quality care, which reduces the risk of error and could lower the cost of liability insurance.

A potential substitute for federal Medicare and Medicaid certification surveys: For some organizations, having JCAHO accreditation is sufficient to receive Medicare or Medicaid certification.

Improved recruitment: Many healthcare professionals prefer to work in an accredited organization, making it easier for accredited organizations to attract good personnel.

Why JCAHO Training?

Accreditation is not a one-time event, with the Joint Commission requiring a new survey every 3 years, a yearly periodic performance review and data on patient treatments to be sent every 3 months.

Organizing regular JCAHO training sessions for your staff provides a great way of helping your healthcare organization perform up to JCAHO standards and gain or retain accreditation.

Why eLearning is a Great Option for JCAHO Training

Healthcare workers are busy professionals who usually don’t have many gaps in their schedule that they can dedicate to classroom training sessions. This makes it very difficult for a healthcare organization to provide JCAHO training for all personnel in a timely manner. eLearning is a great alternative to traditional training that can help alleviate this issue. Let’s have a look at some of the benefits of eLearning for JCAHO training:

Learn anywhere anytime: eLearning allows staff members to carry out their JCAHO training sessions at a time that’s most convenient for them and from wherever they are most comfortable studying.

Better tracking: Most eLearning providers offer tracking functionalities that allow managers in charge of training and development track progress on JCAHO elearning throughout the organization.

Better value: eLearning allows students to study on their own from their office or home. This means there are no travel, food, trainer or classroom expenses that often make traditional training very costly.

Higher retention: A well-structured eLearning course may lead to better information retention and thus contribute to better and safer care.

JCAHO training can be invaluable for hospitals and healthcare organizations to help them stay compliant with JCAHO standards, improve quality of care and better market their services. eLearning provides the most flexible and most cost-effective JCAHO training for healthcare organizations.

Want to Learn More?

Webanywhere have worked with numerous healthcare providers in the US and the UK to deliver leading online training and compliance solutions. Please contact us to discuss your requirements.

Related Information

The Joint Commission website at http://www.jointcommission.org for further information.

UCLH Case Study – How Webanywhere delivered a multi-functioning hospital LMS solution via Totara for 10,000 users at University College London Hospitals.

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Open Source software is licensed through an open source agreement (such as GPL) that allows organisations to develop and tailor the software to suit local needs, for example, Totara LMS is licensed through GPL. The licence obliges organisations to make any changed source code available to the community to ensure the product remains open and beneficial for all. As a result this reduces the total cost of ownership in a sharing model.

Is Open Source safe?

The increasing adoption of open source solutions has resulted in a growing network of user and developer communities who continually review, troubleshoot and improve software code. The open source partner has a responsibility to support each hospital within their Service Level Agreement (SLA).

What support can I expect?

Support is available either from the communities involved in the development and usage of the software or from the original developer organisation, for example, these could be other hospitals. The SLA agreement will also give you, as a hospital, a support agreement where you can call a partner who can fix bugs for you and walk you through new functionality.

Are we locked into a particular partner of open source?

No, given the open source element, you have the flexibility to move from one vendor to another. This gives you control if you are unhappy with the service provided.

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The starting point is simply to use e-learning to complete the knowledge segment of the certificate. Using an online course you can teach your staff everything they need to know, with them able to take the lessons at their own pace, on their own devices, and even fit them around existing work. The benefits e-learning brings (including mobile and independent learning) suit a work environment where employees are expected to be learning as they’re working. Plus, e-learning’s flexible, independent approach works as well for focused, long term sessions as it does for piecemeal, micro-learning ones.

E-learning is going to make the Knowledge section much more adaptive for carers, but surely can’t it also be used for the Competence section? Well, while e-learning alone cannot directly act as the automatic assessment machine in the same way it can for the Knowledge portion, it can function as a primer and organiser. By making sure all the essential learning is in place, you can “flip the classroom” and make sure all theory and research is done without having to set foot in a formal lesson. This way, when the competence test is underway, your staff will already know what to do without needing to learn the theory then and there. The system can also provide resources for revision prior to the tests, giving your staff a curated library to refer to.

The true secret of e-learning isn’t to make it all-encompassing, but to make it a complementary catalyst to “standard” learning. In the case of The Care Certificate, the best suggestion isn’t to digitise the whole learning process, but rather to recognise what parts of the course would benefit from a less analogue approach. We believe that utilising an LMS and integrating a decent care certificate course will set the path to evolving your organisation’s learning and development – not just in the short term, but in the future too.

For more information, fill in our contact form or email us at healthcare@webanywhere.com[/vc_column_text][/vc_column][/vc_row]

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