Employers recognize that, moving forward, staff education and development activities need to be more efficient and personalized to individual employee needs. Thanks to advances in machine learning and artificial intelligence in the healthcare industry, leaders can now use an approach called “adaptive learning” to improve the way learning is delivered. Through the use of various assessments and tests, an organization can now tailor learning to the exact needs of the group or individual. There is now no need to waste staff time taking courses that cover material they already know or that do not apply to their specific work needs.
HealthStream recently surveyed industry decision-makers in the areas of employee education and development to determine their opinions of adaptive learning and their status in adopting this new approach. The following is a report based on replies from 214 leaders that were collected by HealthStream using an online survey administered in July 2020.
According to the healthcare leaders who participated in the HealthStream survey, their organizational education and development programs are challenged by assignments that can be difficult for staff to take and by employees who are frustrated by having to repeatedly train on the same material.
Adaptive learning involves a focus on the individual and meeting them where they are in terms of skill sets and competency. That translates to tailored programs that, if properly thought out and implemented, can result in heightened employee satisfaction — especially with Millennial and Gen Z cohorts. A bonus is that Gen X and Baby Boomer staff also benefit from the opportunity to demonstrate their years of expertise to test out of areas in which they are fully competent.
“Today’s learners desire a better way to learn, especially in compliance and mandatory content,” says Vanessa Hoevel, Senior Director of Product Marketing, People and Growth Solutions, HealthStream.
“It’s really the organizations who have been overly cautious. Learners want microlearning; they only want to learn things that they can’t demonstrate knowledge on currently. They want to fast-track through content that takes into consideration their years of tenure and competency. They are challenging their organizations not to assign everyone the same thing, but rather give them an opportunity to test out and show their knowledge, their competency and their proficiency.”
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