Learning and Development for Healthcare
Training planned from need rather than from the calendar.
What this looks like in healthcare
The parts of learning and development that are specific to this sector, rather than general.
Competency Framework
What good looks like, by role and level.
What this coversHide
Competency Framework
What good looks like, by role and level.
What this coversHide- Clinical competence
- Patient communication
- Teamwork
- Leadership
- Documentation
- Problem solving
- Service orientation
- Empathy
- Discipline
- Process adherence
- Managerial capability
- Technical competency
Competencies are mapped along one line:
- Role
- Level
- Required competency
- Current competency
- Development need
Learning and Development
Training planned from need, not from the calendar.
What this coversHide
Learning and Development
Training planned from need, not from the calendar.
What this coversHide- Induction
- Department training
- Role-specific training
- Technical training
- Patient-service training
- Communication training
- Manager training
- Leadership development
- Safety training
- Process training
- Software training
- Compliance-related training
- Training need
- Training plan
- Calendar
- Attendance
- Assessment
- Effectiveness
Manager and Leadership Development
Technical expertise is why they were promoted; it is not what the job needs.
What this coversHide
Manager and Leadership Development
Technical expertise is why they were promoted; it is not what the job needs.
What this coversHideMany hospital employees are promoted into supervisory roles because they are good clinicians or good administrators. Managing people needs a different set of skills.
Who this is for
- Nursing supervisors
- Department heads
- Team leaders
- Administrators
- Operations managers
- HR managers
- Functional heads
What it covers
- People management
- Communication
- Delegation
- Conflict management
- Performance conversations
- Feedback
- Accountability
- Team development
- Leadership
The general method — what learning and development covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the learning and development process page. What is above is the part that differs for healthcare.
Other HR topics for healthcare
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.