HealthStream offers performance learning management solutions to help develop your healthcare staff into leaders and reduce turnover.
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View All ProductsHealthStream's proven methods for the improvement and overall engagement of your healthcare staff foster a positive workplace and increase retention rates.
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View All ProductsStandardize policy and procedure management with an automated, customized, and centralized system.
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View All ProductsDeliver custom or industry designed product training directly to patient and resident care environments to reinforce proper use.
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View All ProductsIn all areas of resuscitation, from neonatal to elderly care, clinical deterioration is a risk that can be avoided with the help of HealthStream's training programs.
View All ProductsNurture the skills of your nurses and medical staff to help mold them into effective leaders with development training from HealthStream.
View All ProductsMake sure your clinicians have the support they need to provide competent care with clinical competency training and development from HealthStream.
View All ProductsHealthStream’s learning management system and comprehensive suite of competency management tools empower your healthcare workforce to deliver the best patient care.
View All ProductsThe suite of healthcare onboarding solutions available from HealthStream aids in nurse retention and improved patient outcomes.
View All ProductsGive your healthcare staff the decision support and skills training they need with the online products available from HealthStream.
View All ProductsHealthStream leverages medical professional development in healthcare by providing staff training programs
View All ProductsCreate engaging and impactful learning experiences that meet the unique needs of your acute care staff.
View All ProductsUnlocking the full potential of clinicians goes beyond aspiration – it’s a commitment we embody. Our competency development solutions help personalize learning for every clinician so you can confidently bridge the gap between theory and practice for your nurse residents while meeting the unique development needs of your seasoned clinician.
View All ProductsHealthcare workforce management is essential. We provide advanced scheduling solutions for organizations to solve issues such as nurse retention
View All ProductsTackle all the challenges of provider directory management within a health plan with a single solution tailored to your specific needs.
View All ProductsOur affordable CVO credentialing services establish patient safety by enabling primary source verification for your healthcare organization.
View All ProductsFinally, a comprehensive resource to support collecting, storing, and sharing credentialing data with ease.
View All ProductsIntegrate with Epic to validate and add new providers directly to your provider master file.
View All ProductsMitigate risk and elevate your quality of care. Improving both clinical and business outcomes starts with a smarter, more integrated approach to regulatory training, continuing education and quality management.
Learn MorePerformance appraisal and competency assessment fall into the same basic family, but they also have some differences. Performance appraisal often refers to the overall employee evaluation
There has been plenty written on developing an engaged workforce with recommendations that point to hiring the right people in the first place (Bowen, Ledford, Nathan, 2013, and Kristof, 2006). The importance of manager competence in screening, interviewing, and identifying the personal characteristics and competencies of individuals who will best complement their teams cannot be overstated.
When I first heard Marie Manthey state, “Primary Nursing is the only care delivery system that nails professional practice,” I wanted to know more. At the time I’d just begun what was to become an intense interest, belief, and later a transference of information to care providers about this way of delivering care to those experiencing illness, a procedure/surgery, or wellness care.
There has never been a time in our history with greater focus or energy on how patients are experiencing their care. In a recent Beryl Institute study, 70% of CEOs identified the patient experience as being among their top three priorities for organizational excellence and success.
Here’s an issue that managers across the health care spectrum deal with all the time: Today is the monthly leadership meeting for our organization. The agenda was posted yesterday and includes a review of the following items:
Learn about 5 essentials of nursing orientation and its pivotal role in the competency and retention of newly hired registered nurses, from HealthStream.
I believe Nurse Managers have the toughest job on the planet. They are accountable for operations, budget, staff satisfaction, patient satisfaction, staffing, quality outcomes—heck, all outcomes!
This guest blog from our partner, Medical Simulation Corporation, is published in support of World Sepsis Day, whose goal is to reduce the global incidence of sepsis by 20% by 2020.
Through its partnership with HealthStream (NASDAQ: HSTM), Precyse University, the most innovative, complete and widely adopted on-site, online and mobile ICD-10 education solution, has launched a powerful and unique ICD-10 education program for the physician office/ambulatory market.
As a young nursing professional development specialist I learned a very valuable lesson: It’s extremely important to understand exactly what the desired outcome of an educational program is.
I have to admit that I am dumbfounded by the resistance I’ve encountered from direct care providers, right up to the CNO, to Primary Nursing. The first time I heard a colleague share an example of a Primary Nurse explaining his or her role to a patient, I remember thinking, “This is great; I would really feel safe as a patient or family member if my nurse spoke those words.”
HealthStream has formed a strategic partnership with Health Care Compliance Strategies, Inc. (HCCS), a leading provider of online compliance and competency training courses. The partnership enables HealthStream clients to train their staff using well respected online compliance education directly on their existing HealthStream Learning Center platform.
Appreciative questions are a simple and effective way to inspire people and reinforce desired behavior. They can put a positive spin on huddles, staff meetings or during casual rounds with staff.
I get many questions from people about how detailed to get when writing a healthcare competency statement. Should you write a competency statement and then add a sub-set of details that reflect all the skill aspects of that competency or details that describe the steps of a given procedure? The answer to this is, “Not necessarily.”
I recently surveyed a group of clinical managers who were identified by their supervisors as exemplars based on these key outcomes:
I know if I said “Nurses have an amazing capacity to do more” in a speech before an audience of nurses many would get angry, and some would probably walk out. And yet, it is something that I believe to be true. Not for all nurses, not in all work situations, not all the time, but something we would be foolish to deny.
To all of my fellow professional development specialists out there: If someone asked you what your outcomes are this month, how would you answer?
We need to empower families to be partners with us, not visitors to the room. This is true patient/family empowerment in their care—inviting their input so that we design the best care for that individual and help them to be a healing presence for their loved one.
AHA Instructor Essentials courses are new online courses that have replaced the AHA Core Instructor Course, which has been discontinued. The Instructor Essentials courses are a required step to become an AHA Instructor, to add a discipline, and for all AHA Faculty.
In Part II of the HealthStream Mentoring Matters series, I defined the three top priorities for developing a successful mentor/mentee relationship as: 1) defining the mentor/mentee goals, 2) formalizing the goals by writing them out and articulating who is responsible for what, and 3) developing an actionable timeline for accomplishing the agreed upon goals.
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