Summary: Mind Map For An Effective Training Program

Mind Map for an Effective Training Program Ralph Lopez

Step 1. Determine the need for the training when the organization has objective information to support the need for improving specific areas (i.e. communication; teamwork skills; patient assessment and patient safety). A training needs assessment via interviewing the neuroscientist about their departmental training needs can reveal to the I/O in which areas training is needed. Training can possibly enhance the neuroscientist’s KSAOs to apply to his patients.

Step 2. Set objectives for the training program for healthcare professionals (neuroscientists). For example, the program should include techniques to improve communication and collaboration among medical staff

Design the training program. The training program (i.e., TeamSTEPPS) should include a comprehensive set of ready-to-use materials and a training curriculum to successfully integrate teamwork principles into a variety of settings. The curriculum should include training videos and simulation-based training (http://teamstepps.ahrq.gov/).

Step 4. Deliver training. The first step of the delivery process of a training program is to determine the organization’s readiness (i.e., leadership support; identifying potential barriers to implementing change; and deciding whether resources are in place to successfully support the initiative). The most effective strategy for delivering the training initiative is one that involves teams of trainers that include physicians, nursing staff, and support staff.

Step 5. Evaluate training. The Hospital Survey on Patient Safety Culture provided by the Agency for Healthcare Research and Quality (AHRQ) is a tool that hospitals can use to assess their patient safety culture, track changes in patient safety over time, and evaluate the impact of patient safety interventions (http://www.ahrq.gov/professionals/quality-patient-safety/patientsafetyculture/index.html).

How do each function at the organizational, job, and personal

In other words, it assesses the KSAO levels of people rather than jobs. A comparison of the KSAOs of jobs and individual employees suggests the areas of greatest potential training need. An employee development plan can be created for each employee both to remedy areas of deficiency in knowledge and skill and to enhance knowledge and skill that would allow the employee to take on additional responsibilities or be promoted (Spector, P. E. (2012). Industrial and organizational psychology: Research and practice (6th ed.). Hoboken, NJ: Wiley. Ch.7