Evaluating the quality of the learning outcome in healthcare sector

Abstract

Purpose – This paper aims to present the Expero4care model. Considering the growing need for a training evaluation model that does not simply fix processes, the Expero4care model represents the first attempt of a “quality model” dedicated to the learning outcomes of healthcare trainings. Design/Methodology/Approach – Created as development of the Expero model (Cervai et al., 2013), the Expero4care model has been tailored for workplace learning in the healthcare sector and tested in six organizations across Europe. The model has been validated through the review of an international team of experts and its approval as QualiCert standard. Findings – Expero4care allows the evaluation of the quality of learning outcomes focusing on competences, impact in the workplace, transferability, participation and credits. The evaluation process involves different categories of stakeholders (learners, trainers, colleagues, managers, internal or external bodies that can benefit the training’s results, i.e. final users of the service, such as patients and citizens), and it is based on a systematic data collection and comparison among expectations and perceptions. The implementation of the Expero4care model gives the opportunity to start a continuous improvement process of the trainings in the healthcare service. Research limitations/implications – Expero4care has been tested in both university courses and organizational trainings dedicated to professionals in the healthcare sector. The initial sample is not wide enough to cover all the countries and the types of trainings, so a larger implementation is needed to validate its appropriateness. Social Implication – Expero4care is the first model created specifically for organizations providing training in the healthcare sector. The implementation of the Expero4care model – adaptable to different kind of organizations and trainings – means that it is possible to highlight the value of the training considering its impact on the workplace and on the citizens. Originality/value – As the most commonly used tools to assess the quality of trainings consist of questionnaires submitted to participants at the end of the training and considering that quality models have not been utilized to analyse learning outcomes in healthcare, Expero4care represents the first quality model dedicated to training in healthcare service.

Workplace identity as a mediator in the relationship between learning climate and job satisfaction during apprenticeship

“…The recent literature on the learning climate has shown that specific organizational conditions may be capable of either hampering or stimulating learning activities as well as being a motivation to learning (Eraut, 2004;Nikolova et al, 2014). In particular, the climate and culture towards learning may play a crucial role (Tracey and Tews, 2005;Cervai et al, 2013;Cervai and Polo, 2015).…”

“…Several measures of the learning and training climate have been proposed in literature (for a brief review, see Nikolova et al, 2014;Cervai and Polo, 2015). For this paper's aims, we will consider the instrument developed by Nikolova et al (2014), which includes the dimensions of facilitation, appreciation and error avoidance.…”

Understanding Factors That Enable and Inhibit Assessment of Outcomes of Competence Development

“…A macro-level analysis of the articles (see Appendix) shows that the majority ( n = 17) were based on quantitative data (e.g., Saks & Burke, 2012; Takase et al, 2015; Tsyganenko, 2014), while only six articles were based on qualitative studies (e.g., Amalou-Döpke & Süß, 2014; Tootell et al, 2009; van Rooij & Merkebu, 2015) and nine combined qualitative and quantitative data (e.g., Brandi & Christensen, 2018; Cervai & Polo, 2015; Dhliwayo & Nyanumba, 2014; Ho et al, 2016; Throgmorton et al, 2016). There was variation regarding both the journals in which the articles were published (24 different journals) and the countries from where data had been collected (20 countries).…”

Training culture

“…At first, we conducted an in-depth interdisciplinary literature review on training and organizational culture, both from the theoretical and methodological standpoint. Further, we discussed the findings with experts and practitioners, also involving the staff of the organization where we conducted the preliminary study [1], to verify the need for the new measure and provide a content domain specification (Cervai and Polo, 2015). On the basis of the results of the literature review and discussion with experts, we developed a pool of items following the criteria of clearness, simplicity and shortness.…”