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Achieving professional practice change: From training to workforce development
Author(s) -
ROCHE ANN M.,
PIDD KEN,
FREEMAN TOBY
Publication year - 2009
Publication title -
drug and alcohol review
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.018
H-Index - 74
eISSN - 1465-3362
pISSN - 0959-5236
DOI - 10.1111/j.1465-3362.2009.00111.x
Subject(s) - workforce , workforce development , rubric , professional development , training (meteorology) , psychological intervention , action (physics) , medical education , business , psychology , knowledge management , medicine , nursing , computer science , political science , pedagogy , physics , quantum mechanics , meteorology , law
AbstractIssues.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]