Organizations that offer addiction treatment services must deal with multiple, overlapping requirements to provide initial and ongoing training to their employees. The Joint Commission on Accreditation of Healthcare Organizations (JCAHO), CARF, state regulatory agencies and managed care payers all

But forward-thinking treatment organizations understand that beyond training mandates, an organization's success comes down to its people. Organizations that invest in clearly defined, well-executed training programs and have a culture that values learning see positive effects in critical performance areas, including lower employee turnover and greater client satisfaction.

Making the investment in training has often fallen victim to budget cutbacks necessitated by reductions in reimbursement and funding. New technologies, including web-based Learning Management Systems (LMS's), allow addiction treatment providers to deliver training programs cost-effectively. An LMS has several functions, including:

* Providing online training courses.

* Tracking and reporting on training requirements.

* Online assessments and testing.

* System-generated training reminders.

* Tools to measure training effectiveness.

* Online surveys of users.

Much of the mandated training for addiction treatment providers consists of compliance-related courses (fire safety, infection control, client rights, etc.) that can be easily shifted to an online format. Consistent research has demonstrated that it requires 25 to 60 percent less time to convey the same amount of learning online than in a classroom setting. Shifting classroom training to an online format will result in an overall decrease in paid training time for the organization. Travel costs and time away from the job are also reduced when training is shifted from the classroom to the computer.

Utilizing a computerized system for segments of the hiring and orientation process can produce additional savings by shortening the timeline from hire date to first day on the job. The use of online assessments in the pre-hire phase can efficiently screen out potential employees who do not demonstrate skills and competencies for the target position.

Introducing the use of a web-based training system within an organization provides more than cost efficiencies. Other benefits include:

* Better use of managers' time. Reducing the burden of teaching repetitive compliance courses allows managers to focus their valuable time on training that requires peer interaction, modeling and observation of acquired skills. The tracking functions of a good LMS can also reduce managers' non-productive time by making employees, not their supervisors, accountable for their own training requirements.

* A more consistent message. Computer-based training eliminates the problems associated with different instructors teaching slightly different material on the same subject. In today's litigious health care environment, this can be critical, especially in areas related to clinical practice, corporate compliance and billing practices.

* Self-paced training. Employees control the learning process, taking the time they need to absorb the material before moving on. Employees can move more quickly through familiar material using the computer, saving the organization on paid training hours. Employees sharpen their computer skills by default, which may provide productivity benefits in other areas of their job.

* Material is current. Courses can be easily updated as needed. "Just in time training" can be provided for newly mandated requirements or new service areas within the organization.

* Training is more convenient. Employees can access courses at their convenience, even from home; this also eliminates the scheduling headaches for managers dealing with a variety of shifts, coverage for clinical units, etc.

Blended learning, a mix of instructor-led and computer-based training, can be the answer for organizations seeking to provide their employees with the tools they need to be successful. There can be significant benefits from adding web-based training to the blend, including cost reductions, instant access to organizational knowledge and improved staff retention and recruitment.

In the end, an organization's success comes down to its people. An investment in technology to develop a skilled and knowledgeable workforce provides an enormous competitive advantage.

By Susan Erskine and Lorraine Watson, Ph.D.

Susan Erskine is chief executive and chief development officer of Essential Learning, a provider of web-based training management services for behavioral health and human-service organizations. Lorraine Watson is Essential Learning's president and chief operating officer.