This document discusses system implementation, maintenance, and information system training. It defines key terms and outlines several important components: 1. It identifies different types of maintenance including corrective, preventive, predictive, zero hours, and periodic maintenance. 2. It emphasizes the importance of establishing a project timeline for implementation and discusses the differences between test, training, and production environments. 3. It describes factors that contribute to effective staff training like motivation, standardized tools, and assessment of trainee expectations. Methods to evaluate competence include written tests, computerized tests, and observation of actual performance.

1. System implementation &
maintenance
By /Mahmoud Shaqria
‫شقريه‬ ‫محمد‬ ‫محمود‬

2. 1-Define implementation , maintenance & information system
training
2-components of implementation strategy
3-types of maintenance
4-Discuss the importance of establishing a project timeline or
schedule for the implementation of a health care information
system
5-Explain the difference between test ,training and production
environment
6-Discuss the factors that contribute to effective staff training
7-Outline how learning objectives are determined for each group of
users
8-Identify human factors that may negatively affect training
9-Describes methods to evaluate competence in system use
objectives

3. Definition
Implementation
the process of moving an idea from concept to reality results in
finished product system or device
Maintenance
Is a set of organized activities that are carried out in order to keep an
item in its best operational condition with minimum cost acquired
Information systems training
is defined as the software that helps organize and analyze data. So,
the purpose of an information system is to turn raw data into useful
information that can be used for decision making in an
organization.

4. 1- allocation resources
2-establishing strategy supportive policies
3-instituting best practices for continuous improvement
4-installing support system to carry out strategic roles
5-trying rewards to achievement of key strategic targets
6-shaping corporate culture to fit strategy
7-exercising strategic leadership
8-building a capable organization
Components of implementation
strategy

5. Traditionally, 5 types of maintenance have been
distinguished, which are differentiated by the nature of
the tasks that they include:
1-Corrective maintenance:
The set of tasks is destined to correct the defects to be
found in the system and that are communicated to the
maintenance department by users of the same system.
Types of maintenance

6. 2-Preventive Maintenance:
Its mission is to maintain a level of certain service on
equipment, programming the interventions of their
vulnerabilities in the most opportune time. It is used to be a
systematic character, that is, the system is inspected even if
it has not given any symptoms of having a problem.
Types of maintenance

7. 3- Predictive Maintenance:
It pursues constantly know and report the status and
operational capacity of the installations by knowing the
values of certain variables, which represent such state
and operational ability.
This maintenance it is the most technical, since it
requires advanced technical resources.
Types of maintenance

8. 4-Zero Hours Maintenance (Overhaul):
The set of tasks whose goal is to review the system at
scheduled intervals before appearing any failure.
5-Periodic maintenance (Time Based
Maintenance):
the basic maintenance of system made by the users of it. It
consists of a series of elementary tasks (data collections,
visual inspections) for which no extensive training is
necessary, but perhaps only a brief training.
Types of maintenance

9. 1-organize and complete projects in a timely , quality
and financially responsible manner
2-provide a basis for monitoring and controlling project
activities
Importance of establishing a project
timeline or schedule for the
implementation of a health care
information system

10. 3-establish the delivery & availability of project
resources
4-tell about when each activity should be done ,
what has already been completed and the
sequence in
which things need to be finished
5-keep project on track and set realistic time
and manage quality to decrease product errors
Importance of establishing a project timeline
or schedule for the implementation of a
health care information system

11. Test environment
A test plan prescribes what will be examined with in
anew system as well as all systems with which it shares
data .
Must be revised one or more times
Successful testing requires the involvement of staff
who perform work because they are aware of the
current process and expected changes.
Difference between test ,training and
production environment

12. A training environment is a workplace or educational
setting designed to assist individuals in gaining work-
related skills or competencies. When trainees are placed
in a training environment, they are provided with
instruction and guidance toward learning how to
perform specific tasks.
Training environment

13. Production environment refers to the time when the new
system is in operation
Some of the necessary planning surrounding this event
includes the following :
-implementation strategy
-conversion to the new system
-developing the support schedule
-developing evaluation procedures
-developing a procedure to request post go –live change
Production environment

14. 1-full use of skill and knowledge
2-motivation
3-mental revolution
4- availability of standardized machinery ,tools and
equipment
5-reasonable duration of training
6-assessment of trainees expectations
7-effective work habits
8-emphasis on quality improvement
Factors that contribute to effective staff
training

15. Staff training for a particular skill is undertaken to
enable them to be more effective on the job .
Training initiated for imparting knowledge to staff
should consider three aspects:
A-knowledge in general about work environment
B-specific knowledge related to job
C-knowledge related to quality and standards of
product or quality of work
1-full use of skill and knowledge

16. Motivation plays a significant role in making training
program more effective .only the motivated staff
training take interest in learning knowledge and
developing their skills
2-motivation

17. A change in the mental outlook of both the workmen
and the management is the essence of scientific
management.
staff should not think that their interests are opposed
to those of the management. They must realize that
their efficiency cannot increase if they do not really like
the work they do.
3-Mental revolution

18. No doubt trained staff are the assets to an organization,
but the impact of their skill, attitude and knowledge
would be visible only if the machinery, tools and
equipment to be used by them are of high standard.
4-availability of standardized
machinery ,tools and equipment

19. The duration of training varies with the skill to be
acquired, the complexity of the subject, a trainee’s
ability to understand, and the training media used.
The training period may extend from 3 weeks to 6
months or even more, depending upon job
requirements.
5-reasonable duration of training

20. The training program should be designed in such a way
as may fulfill trainees’ expectations. If all the
expectations are fulfilled, the trainees would be
satisfied and their performance would improve thus
benefiting the organization in future. The fulfillment of
expectations would improve the effectiveness of
training program
6-assessment of trainees
expectations

21. Development of effective work habit is a psychological
phenomena .The staff who work with honesty and
integrity and much cautious of their dignity and
responsibility never let the trainees put any kind of
complaint against them. In this way effective work habit
acts as a contributing factor which helps in the
improvement of effectiveness of training program
.
7-effective work habits

22. It improve the reliability of achieving an outcome
TQM
FOCUS ON
1-CONTINOUS QUALITY IMPROVEMENT
2-CUSTOMER SATISFACTION
3-BEST USE OF RESOURCES
8-emphasis on quality improvment

23. 1-identify the things you want users to learn.
2-identify the level of knowledge . It’s important to choose the
appropriate level of learning, because this directly influences the
type of assessment you choose to measure your user’s learning.
3-Add additional criteria to indicate how or when the outcome
will be observable to add context for the user
4-Use technology in the best way, and how to invest techniques,
tools, and modern applications in identifying and tracking your
goals.
5-Planning and focus, includes many features such as the ability
to drag and move to set goals or to rearrange them easily
How learning objectives are
determined for each group of users

24. 1. Intellectual factor:
Trainees with low intelligence often encounter serious
difficulty. Sometimes they do not learn
because of special intellectual disabilities.
2. Learning factors:
Factors owing to lack of mastery of what has been taught,
faulty methods of training, and narrowness of experimental
background may affect the learning process negatively
Human factors that may negatively
affect training

25. 3. Physical factors:
persons suffering from visual, auditory, and other physical
defects are seriously handicapped in developing skills such as
reading and spelling. It has been demonstrated that various
glands of internal secretion, such as the thyroid and pituitary
glands, affect behavior. The health of the trainee will likely
affect his ability to training and his power to concentrate.

26. 4. Emotional and social factors:
Some trainees are in a continuing state of
unhappiness because of their fear of being victims of
the disapproval of their trainers. This is an unhealthy
attitude and affects the learning process to a
considerable degree. This is often times the result of
bad training.

27. *lack of cooperation ,inflexibility & nervousness may
affect negatively on the process of training
5. Trainer’s Personality:

28. 1-Written tests
Advantages include standardization of questions,
objectivity in scoring, and minimal costs. One
disadvantage is that competencies involving physical
skills, traits, and abilities cannot be measured.
Describe methods to evaluate
competence in system use

29. *Major advantages are consistency of the cases, objectivity
in scoring, and low cost once the program is developed.
*Drawbacks include the inability to evaluate competencies
involving physical actions and interpersonal interactions,
high development costs, and lack of computers in many
developing countries.
2-Computerized tests

30. Advantages are
1- low cost compared to other methods.
2-Providersare not aware of or influenced by the data
collection
Disadvantages are
1-patient records are often incomplete.
2-Missing and poor quality records are prevalent in
developing countries, especially in primary care
facilities
3-Review of medical records

31. Advantages include low cost, standardized testing, and
repeated use without burdening patients.
The disadvantages include their inability to simulate: (a)
provider-client interactions(including client feedback)
(b) the complications that occur in real patients, such as
multiple or inconsistent symptoms.
4-Anatomic models

32. Periodic formal evaluation that attempts to evaluate
the individual employee
Advantages Of Performance Appraisals
1. Improves Performance.
2. Employee Development
3. Corrects Deficiencies.
4. Promotion.
5. Motivation.
5-Performance appraisals

33. Disadvantages
1. Rater bias:
For example, a supervisor can underrate an employee based
.on race, sex, religion and appearance
2. Sampling error:
If the rater uses a very small sample of the employee’s work, it may
.be subject to sampling error
3-Time Consuming: Performance appraisals are very time consuming and
can be overwhelming to managers with many employees. I’ve known
managers who were responsible for doing an annual PA on hundreds of
employees.
Performance appraisals