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Why a One-Size-Fits-All Method Doesn't Work for Competency Development

March 28, 2024
March 28, 2024

The current state of the healthcare system is placing immense stress on healthcare professionals, prompting many to leave the workforce prematurely. Healthcare staffing shortages have a serious trickle-down effect. They lead to heavier workloads, increased anxiety, and burnout for the remaining staff, which can negatively impact patient care and outcomes.

Traditionally,  the onboarding process within healthcare organizations is comprehensive and standardized. This onboarding method teaches skills once and as part of a comprehensive training session, but employees may only retain some information. Personalized competency-based training is a valuable solution to address any skill gaps. Competency-based training ensures healthcare professionals accurately apply knowledge and skills at the bedside and consistently display competency in their practice. Not only does personalized healthcare training support each worker in building competence, confidence, and perfecting their abilities, but patients also receive optimal care.

 

Key Pain Point: Burnout and Staffing Shortages

Although healthcare professionals are essential members of society, high-stress levels and long working hours have led to healthcare burnout. A recent survey revealed that 56% of nurses reported experiencing burnout. The associated mental health challenges and the tendency for professionals to leave the workforce early create healthcare staffing shortages. Healthcare workers are subjected to significant strain on their physical, emotional, and psychological well-being, risking inadequate patient care and poor outcomes.

There is a growing demand for skilled healthcare practitioners across multiple specializations. Hospitals, clinics, and other medical facilities require proficient professionals to fill the gap. The healthcare industry workforce is expected to undergo major changes in 2024. Job resignation rates are predicted to rise by 20% above pre-pandemic levels. The pandemic's long-term effects are primarily responsible for this significant increase. According to recent surveys, 35% of healthcare professionals prioritize flexible schedules, while 40% seek careers with financial advancement opportunities. These changing employee preferences are causing healthcare staffing shortages, with 30% of facilities operating below optimal staffing levels, making it challenging to maintain high standards of patient care.

Organizations cannot overlook integrating their mission and philosophy with fostering independence to create a genuinely engaging training environment. In addition to boosting staff morale, these factors are crucial when motivating workers to learn, grow, and achieve their full potential. So, why not make it a top priority to thrive with efficient learning solutions?

 

Competency Suite as a Solution

HealthStream’s Competency Suite+ allows organizations to facilitate personalized development and engagement in training. Organizations can make a solid first impression, address knowledge, skill, or clinical judgment gaps, and reduce turnover rates.

 

Personalized Training Approach

HealthStream Competency Suite+ provides a customized training solution that assesses an individual's knowledge and clinical judgment. It offers a personalized competency development experience:

  • Helps identify strengths and areas for improvement
  • Targets development opportunities
  • Validates skills
  • Measures competency-based performance
  • Validates, evaluates and develops clinical judgment skills
  • Builds advanced preceptor skills

 

Employer training programs that do not account for different learning styles can lead to poor outcomes. Personalized healthcare training should match each individual's unique learning needs to ensure worthwhile investments and reduce healthcare burnout. Competency Suite can maximize the potential within every organization.

 

Efficient and Targeted Learning

Competency Suite’s features include quickly identifying individual gaps and assigning personalized development plans. For example, new nurses are excited to use the clinical skills they learned in school but will face challenges they may not yet have encountered, requiring clinical judgment. If they're not ready for their new role, they might become overwhelmed or experience "reality shock." Competency Suite’s personalized healthcare training may suggest focusing on case studies and simulation training instead of basic skills such asIV insertions or wound dressings. This approach helps new nurses develop necessary skills efficiently, reducing time wasted on skills they are already proficient in and increasing productivity.

 

Supporting Diverse Skills Sets

Competency Suite validates skills, measures competency-based performance and caters to various competencies across healthcare roles. Restricting access to skills and setting boundaries can increase costs and create staffing challenges. Therefore, researchers are developing new models of care to enhance workforce flexibility and enable staff to perform to their full scope of practice. This method ensures that healthcare professionals possess the necessary competencies to perform their roles successfully. For instance, a nurse may require competencies specific to patient care and medication administration, while a surgical technologist requires competencies related to sterilization and other OR safety protocols. Competency Suite can accommodate these varied needs and provide the framework to support a diverse healthcare team.

 

Impact on Staff Engagement and Retention

By offering personalized healthcare training, professional development opportunities, and educational resources, leaders can reduce burnout in healthcare. Research recommends onboarding programs and mentoring to impact staff retention. Implementing measures to support healthcare workers ensures they can provide high-quality care. As some companies transition to remote work and flexible schedules, personalized learning can bridge the gap between in-person and online training. It impacts employees by increasing their knowledge, skills, and confidence in performing tasks and solving problems. Clinicians may attend medical school to heal the sick, but they should also know how to handle and cope with death. Quality training and experience can foster a culture of continuous improvement, innovation, and efficient learning solutions.

Each person has unique strengths and weaknesses, making the traditional training design ineffective and discouraging. HealthStream Competency Suite's personalized, competency-based training is tailored to meet individual needs by offering various learning resources. With Competency Suite, leaders get to know their employees and understand their goals. Organizations can provide learning opportunities, ongoing feedback, and valuable insights. Rather than a one-size-fits-all approach, the bottom line is finding the right fit.

 

 

References

Addis, B. A., Gelaw, Y. M., Eyowas, F. A., Bogale, T. W., Aynalem, Z. B., & Guadie, H. A. (2023). “Time wasted by health professionals is time not invested in patients”: Time management practice and associated factors among health professionals at public hospitals in Bahir Dar, Ethiopia: a multicenter mixed method study. Frontier Public Health, 11, 1159275. doi:10.3389/fpubh.2023.1159275. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10403234/#ref14
Berlin, G., Burns, F., Hanley, A., Judge, K., & Murphy, M. (2023, November). Understanding and prioritizing nurses’ mental health and well-being. American Nurses Foundation. https://www.nursingworld.org/~4aaf68/contentassets/ce8e88bd395b4aa38a3ccb583733d6a3/understanding-and-prioritizing-nurses-mental-health-and-well-being.pdf
Razai, M. S., Kooner, P., & Majeed, A. (2023). Strategies and interventions to improve healthcare professionals’ well-being and reduce burnout. Journal of Primary Care Community Health, 14, 21501319231178641. doi:10.1177/21501319231178641. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10233581/
Sanders, S. (2024, February 1). Navigating the 2024 healthcare staffing surge. WSi Healthcare Personnel. https://www.wsijobs.com/blog/2024/1/29/navigating-the-2024-healthcare-staffing-surgenbsp
Valdes, E. G., Sembar, M. C.,  & Sadler, F. (2023). Onboarding new graduate nurses using assessment-driven personalized learning to improve knowledge, critical thinking, and nurse satisfaction. Journal of Nurses Professional Development,  39(1), 18–23. doi:10.1097/NND.0000000000000805. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9835669/