Reflexion health - Gamification in healthcare - Manu Melwiin Joy

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Reflexion Health aims to “reimagine the physical therapy experience.”Co-founder and CMO, Ravi Komatireddy explains the basis for his company, “As a physician, I saw a big problem with traditional PT (physical therapy), namely that it wasn’t being done by patients.”

Education

Reflexion Health
Gamification in Healthcare

Prepared By
Manu Melwin Joy
Assistant Professor
SCMS School of Technology and Management
Kerala, India.
Phone – 9744551114
Mail – manu_melwinjoy@yahoo.com
Kindly restrict the use of slides for personal purpose.
Please seek permission to reproduce the same in public forms and presentations.

Reflexion Health
• Reflexion Health
aims to “reimagine
the physical therapy
experience.”

Reflexion Health
• Co-founder and CMO, Ravi
Komatireddy explains the
basis for his company, “As a
physician, I saw a big
problem with traditional PT
(physical therapy), namely
that it wasn’t being done by
patients.”

Reflexion Health
• Reflexion Health
developed a virtual
instruction platform to
solve this issue.

Reflexion Health
• In the comfort of their
own home, patients
watch an animated
instructor model a
particular exercise on
their t.v. or computer
screen.

Reflexion Health
• They are prompted
to follow the
instructor in doing
the same exercises.

Reflexion Health
• Motion guided technology
is then able to compare
the patient’s performance
to the sample and point
out any needed
adjustments.

Reflexion Health
• Physicians can see if their
patient is following
through with the exercises
by following their
progress. Issues with form
can be then corrected as
needed.

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Born on January, 30th 1980 at Toraja, Sulawesi Selatan, Indonesia Graduated Diploma Nursing in 2005 from Adventist University of Indonesia Graduated his BS Nursing in 2008 from Adventist University of Indonesia Work Experiences - 2005 – 2007 International SOS as Paramedic - 2007 -2008 Nurse Practitioner at Adventist University Clinic. - 2008 – 2012 Clinical Instructor at Adventist University of Indonesia He is now pursuing his Master degree in Nursing at Adventist University of the Philippines.

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1 Training Plan for New System Implementation Training Plan for New System Implementation As the training manager for a healthcare organization with 250 employees, I have been asked to determine the skills required for the new IT system that will be implemented in the purchasing department. I have been asked to suggest a needs analysis process and supply recommendations for how to address organizational constraints related to time and performance. I will find the linkages between performance, training and needs and recommend the best option for the needs analysis and a training design. Needs Analysis Training needs analysis (TNA) is "a systematic method for determining what caused performance to be less than expected or required. Performance improvement is the focus of training" (Blanchard & Thacker, 2013, Chapter 4). The result of performing a TNA will be to ensure that the training involved with the new IT system is targeted and effective. Through the TNA I will be able to see what content is currently missing and how I can deliver consistent training. Costs, organizational needs, training methods and competencies will need to be evaluated in order to determine what skills are required for the new IT system in the purchasing department. First I will develop a workforce profile in order to determine the skills and knowledge that will be required. I will be capturing education levels, experience and even literacy of current employees for statistical meanings. Then, compliance regulations will be reviewed and met. After the educational needs of each employee in the purchasing department have been captured, the training will be sourced, analyzed and mapped so check for gaps and any related impacts. This step is extremely important as it will allow us to find what is working and what is not as far as the training. Finally, I will provide my report that recommends and advises on the most effective training methods and products. Recommendations for Organizational Constraints (Time and Performance) The likelihood of having some type of time and performance constraint will be inevitable. As far as time constraints, currently there have not been any; however there may be performance constraints. The ability for employee(s) to retain information varies. The performance constraints may affect the efficiency of training results. Further training and coaching may be required. A suggestion would be to have a pre-service training or orientation to support the learning needs of employees. Hands-on training with an instructor(s) can help with analyzing and adjusting training for each employee. Linkages: Performance, Training and Needs Assessment Performance, training and needs can all be linked together. Performance assessments check ones application of knowledge, skills and abilities or attitudes. We discussed the training needs assessment and how training can be most effectively and efficiently be developed for the purchasing departme ...

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