PERSONNEL TRAINING IS A KEY COMPONENT TOWARDS
                  ACHIEVING PROFESSIONAL EXCELLENCE AND QUALITY
            ...
Upcoming SlideShare
Loading in …5
×

PERSONNEL TRAINING IS A KEY COMPONENT TOWARDS ACHIEVING PROFESSIONAL EXCELLENCE AND QUALITY IN THE HEALTHCARE PROVIDED BY THE ANDALUSIAN HEALTH SERVICE (SAS)

516 views

Published on

Published in: Business, Technology
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
516
On SlideShare
0
From Embeds
0
Number of Embeds
5
Actions
Shares
0
Downloads
6
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

PERSONNEL TRAINING IS A KEY COMPONENT TOWARDS ACHIEVING PROFESSIONAL EXCELLENCE AND QUALITY IN THE HEALTHCARE PROVIDED BY THE ANDALUSIAN HEALTH SERVICE (SAS)

  1. 1. PERSONNEL TRAINING IS A KEY COMPONENT TOWARDS ACHIEVING PROFESSIONAL EXCELLENCE AND QUALITY IN THE HEALTHCARE PROVIDED BY THE ANDALUSIAN HEALTH SERVICE (SAS) Authors: Gómez, S; Morián, MJ; Burgos, R. Directorate General for Personal and Professional Development. Servicio Andaluz de Salud Andalusian Health Service. Health Deparment. Andalusian Government. CONSEJERÍA DE SALUD Training service. e-mail: susana.gomez.sspa@juntadeandalucia.es INTRODUCTION OBJECTIVE The SAS training is an essential Offer a general view of the SAS training investment and development instrument to get a permanent updating of employees and the evolution of this training during the last years, in of knowledge, modernization of connection with budget, activities, hours and number of participants. procedures, to provide incentives, and continuous improvement of sanitary professional skills. DATA AND METHOD Data from the Human Resources software of the SAS. In our organization training is based on Cross sectional descriptive analysis of Continued Training (CT) activities the professionals and it is focused to 2005-2008. satisfy necessities, requests and health expectations of citizens. RESULTS INVESTMENT IN CONTINUED TRAINING 2005-2008 PROGRAM BUDGET 41B: TRAINING AND TEACHING 2005-2009 INCREMENT Nº ACTIVITIES/ HOURS TC 2006-2008 NUMBER OF PARTICIPANTS 2005-2008 € 12.000.000 176.485 € € 180.000 % 60 300.000 10.712.936 € 154.592 € 258.112 9.964.057 € 160.000 10.000.000 50 250.000 8.650.385 € 140.000 8.045.402 € 117.183 € 8.000.000 120.000 111.255 € 40 200.000 178.360 106.574 € 25% 100.000 39% 150.306 6.000.000 30 150.000 80.000 26% 118.925 4.000.000 60.000 20 100.000 40.000 24% 2.000.000 10 50.000 20.000 14% 14% 0 0 0 0 2005 2006 2007 2008 2005 2006 2007 2008 2009 2006 2007 2008 2005 2006 2007 2008 % on Total % Increment 7,52% 15,19% 15,19% Budget SAS 1,59% 1,48% 1,47% 1,77% 1,96% % Increment 26,39% 18,66% 44,71% % Increment Nº HOURS % Increment Nº ACTIVITIES % Increment 4,39% 5,33% 31,92% 14,16% Note 1. The investment include: Material, Managment and teaching, Expences of the participants, Colaboration agreement. Note 2. The investment include Funds MAP y ESF (European Social Fund). Note 3. Indirect costs not included: Substitution of employee in the job place. CONCLUSIONS > Currently, investment training has suffered a slow-down. > Important increment of activities and number of participants. > There is a tendency to reduce the number of hours in training activities. “Shorter courses and more practical”. > Work place starts to be the place to receive training. > E-learning continues increasing. > 56% of the training activities are aimed at medical and nursing graduates. In 2009 it shows an increase of over 5% in the training of medical graduates. > SAS has invested over 37 millions of € in the development of its professionals in the period 2005-2008, and in this way the Public Sanitary System of Andalusia is one of the biggest suppliers of CT for sanitary professionals in Spain. LESSONS LEARNED • Promote collaboration with other National and International Institutions. • Stimulate impact evaluation and profitability training (Return of the investment: ROI) • Foment the use of new training resources: Second life, Knowledge communities, blogs. • Implement methodologies training innovators: exchange programmes, training stays, rotations, training portfolio. • Incorporate tools for detection of necessities: competitions maps of the position, self-evaluation. “Development professional Individualized”: The Professional is the director of his own learning process. • Facilitate the accreditation of activities, programs and training units as part of Quality Assurance in the training process. References used: 1.- Memorias SAS 2005-206-2007-2008. http://www.sas.junta-andalucia.es/publicaciones. (Acceso 01/03/2009) 2.- Cifras y Datos 2008. Servicio de Planificación económica. Consejería de Salud. 3.- Informe Élogos: ‘El estado del arte de la formación’. www.elogos.es (Acceso 05/03/2009) Servicio Andaluz de Salud 4.- Ministerio de Sanidad y Consumo. http://www.msc.es/profesionales/formacion CONSEJERÍA DE SALUD (Acceso 07/03/09)

×