Achieving professional practice change: From training to workforce development
Achieving professional practice change: From training to workforce development
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DOI：
10.1111/j.1465-3362.2009.00111.x
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发表时间：
2009-09-01
影响因子：
3.8
通讯作者：
Freeman, Toby
中科院分区：
文献类型：
--
作者：
Roche, Ann M.;Pidd, Ken;Freeman, Toby
问题。提高保健和公共服务专业人员提供酒精、烟草和其他药物干预的能力的传统办法是通过提供教育和培训培养相关的知识、技能和态度。然而，作为一项独立的战略，教育和培训的影响可能有限。接近。本文不仅考察了成功的培训方案和方法的特征和特点，而且还考察了可能成为实施新知识、技能和临床行为的障碍的更广泛的系统和结构性因素。主要发现。除了传统的“培训”概念之外，还有一系列因素属于“劳动力发展”范畴。含义和结论。劳动力发展办法需要三个层面的行动--全系统行动、能力建设和专业发展，以确保有效应对。[Roche AM，Pidd K，Freeman T.实现专业实践变革：从培训到劳动力发展。毒品酒精修订版2009；28：550-557]。
Issues. The traditional approach to increasing the capacity of health and human service professionals to deliver alcohol, tobacco and other drug interventions has been to build relevant knowledge, skills and attitudes through the provision of education and training. However, as a stand alone strategy, education and training is likely to have limited impact. Approach. This paper examines not only the features and characteristics of successful training programs and approaches, but also the wider array of systems and structural factors that might act as impediments to the implementation of new knowledge, skills and clinical behaviours. Key Findings. There is a constellation of factors that extend beyond traditional notions of 'training' that fall under the rubric of 'workforce development'. Implications and Conclusions. A workforce development approach requires three levels of action-system-wide, capacity building and professional development to ensure effective responses. [Roche AM, Pidd K, Freeman T. Achieving professional practice change: From training to workforce development. Drug Alcohol Rev 2009;28:550-557].