Table of Contents
Education methods are techniques, pedagogy, or strategies used to facilitate the acquisition of skills and knowledge by individuals in formal or informal settings, including classrooms or organizations. There are several education methods as discussed below:
- Instructor-led training
It is a method where the instructor or individual directly delivers skills or material real-time in a classroom, office, conference, or training room through the incorporation of demonstrations, discussions, presentations, or lecturing. It is an effective method of delivering content as the learners can ask questions, and the concepts are demonstrated hence increasing chances for the learner to understand (Kageyama et al. 2014). Learners also have an opportunity to brainstorm, share ideas, and learn from each other, making the learning process easy.
This method can be used in an organization to teach on new or complex materials. Take the case of the introduction of modern technological advancement in an organization. By use of instructor-led training, individuals in an organization can work in groups, pound on ideas, and share them, therefore, enhancing the learning experience of the learners (Kageyama et al., 2014). After each session, instructors can decide to test learners for evaluation of their understanding or to get an insight into how much the individuals could grasp. This also aids in rating the method of delivery of the content to the learners.
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- E-learning
E-learning is the delivery of educational content by the use of electronic technology such as the internet, online. E-learning can be referred to distance learning where an individual need not be in a classroom, office, or training room setting to access learning materials or content. E-learning offers real-time interaction between instructors and learners through programs or courses offered online.
This method is useful in an organization where the managers need the employees to be up to date. In an organization that experiences a consistent change in their features, e-learning can be an effective method of training where updates are done in the learning courses and the content immediately made available for all employees. This improves performance in the organization by having work done in peak efficiency (Kageyama et al., 2014).
In e-learning, its capability to enable real-time interaction and communication between educators and learners enables grading of assessments or tests and participation of an individual or learner. Therefore, one can keep tabs on the progress of a learner.
- Self-guided learning
This a strategic method of learning where an individual formulates plans, sources tools, and resources and techniques that enable learners to take ownership of their learning process. It is individually done or in groups of people with the same interest and strengths. Learners get to choose the scope of focus in their learning process.
The responsibility of an employee to plan organizational events can include self-guided learning. The employee, therefore, tries to understand the mechanics of the task by themselves without being ordered to do so and choosing the methods and strategies of completing the task (Kageyama et al., 2014). The employee can incorporate new skills and techniques when performing a task. In self-guided learning, the individual in charge can evaluate the effectiveness of the method by use of the results of the learning process by an individual or learner.
- Just-in-time learning
Just-in-time learning is based on the learner’s immediate needs. The method actively engages learners in the learning process to ensure that the content delivered is made available as per the scope of the need of the learner as needed. Just-in-time learning cannot be prescheduled, and it is packaged to address one type of need, and only when it arises (Kageyama et al., 2014).
Implementation of just-in-time learning provides solutions to immediate problems or matters in the organization. For example, an employee browsing a topic on a task delegated to them to gain knowledge on how to perform the task. Evaluation of this method is based on the availability of relevant experience as per the needs.
- Blended learning
Blended learning is a method of learning where education programs incorporate traditional classroom learning and learning online. Blended learning provides online interaction and accessibility to learning materials and physical interaction with instructors in classrooms, training rooms, or offices (Stavropoulou & Kelesi, 2012).
Blended learning can be useful when there is a need to offer both instructional education that needs to incorporate the actual performance of tasks for harmonious learning and work in an organization. The integration of web-based learning and physical interaction learning is useful for completion of course work as the employee delivers performance-wise. Evaluation is done based on the understanding of course work and the efficiency of performance in tasks delegated.
Adjunct training material. This is the use of materials that are not entirely incorporated into the education program but are designed to deliver learning on a part-time basis. For example, the use of adjunct professors or instructors. Adjunct learning material is put into use in an organization to provide support and guidance to employees in a timely fashion. The evaluation of adjunct training material is based on the content available and course material available for the learners (Kageyama et al., 2014).
Digitization of patient’s data in healthcare has dramatically improved the quality of healthcare provided, but with such advancement came the consequences. The patient’s data became vulnerable to unauthorized access and attacks. Organizations implemented methods to ensure that a patient’s data is protected as discussed.
Security mechanisms are strategies proposed, such as; implementation of monitoring systems, techniques like encryption, authentication schemes that aim at addressing privacy and security of patients’ data issues in healthcare. Security mechanisms can guarantee the authentication of transmission of patients’ data between healthcare givers, reducing risks such as attacks or exposure to unauthorized personnel (Fernandez-Aleman et al., 2013).
Administrative and personnel issues. Administrates should ensure the adoption of ethics by healthcare providers. Adherence to set ethics of conduct, such as the case of handling confidential patients’ information is not affected by a healthcare provider’s issues.
Data holders are liable for controlling the access of a patient’s information by use of techniques such as; encrypting or creating firewalls. This authenticates the level of access to a patient’s information and can be done by formulating data sharing agreement (Fernandez-Aleman et al., 2013). The agreement binds the person accessing the data to adhering to the privacy measures and adhering to the appropriate level of security when accessing the data.
Handling and Disposal of confidential information. When handling sensitive patient’s information, healthcare givers must adhere to the rules, regulations, and ethical conduct to ensuring privacy and security for patients’ data. Health systems or organizations are advocated to provide a steadfast commitment to protecting patients’ information and should not dispose of such confidential and sensitive information into public trash receptacles. Data holders of classified patients’ information should undergo proper training on ways of handling confidential data (Fernandez-Aleman et al., 2013).
Health organization- based shredding activities for destruction and disposal of confidential information should be compliant to the health insurance portability and accountability act. Retrieval of wrongly disposed of classified information by unauthorized personnel is vulnerable to numerous risks and attacks. Patients’ information confidentiality is essential to any healthcare system or organization; hence the implementation and incorporation of security measures to the systems.
Practical Use of Educational Methods to Teach Phishing and Email Spam to Staff
- Instructor-led training
The instructor can deliver knowledge concerning the phishing and spam email by doing a presentation, giving a lecture on phishing and spam emails that render an individual vulnerable to attacks by hackers, unauthorized personnel. The instructor can engage the staff by giving them a chance to share on encounters with such malicious scams, thus broadening the understanding of the learners on the terms (Stavropoulou & Kelesi, 2012). Evaluation of this method is more straightforward since interaction with the learners, by the instructor can assess the understanding of the topic under discussion by asking questions and letting the learners answer them.
- E-learning
Preparation of pre-scheduled content on the topic of discussion and uploading it via the internet for the learners to access and learn. The instructor can provide learning lessons to the staff in real-time, where there are applications that aid in communication and live to teach the topic online. The instructor utilizes electronic technologies to deliver and make available educational curriculum courses and programs for the staff on phishing and email spam (Stavropoulou & Kelesi, 2012). Grading of the staffs’ participation in the learning process is used for evaluation of the effectiveness of the method.
- Self-guided learning
In this method, the staff is free to choose the technique, strategy, and approach to learning more about the topic of phishing and spam emails. They can choose to do it individually or in groups. The staff can, therefore, evaluate their understanding of the subject by sharing and gaining knowledge of the item from colleagues (Stavropoulou & Kelesi, 2012).
- Just-in-time learning
Provision of content and knowledge by the instructor on the topic of concern. The instructor delivers content based on the demand of the need, which is phishing and spam emails.
- Blended learning
The instructor can deliver some content through online tutoring, for example, providing examples of circumstances when such attacks can occur and further incorporate the knowledge with lectures in a training setting (Stavropoulou & Kelesi, 2012). Measures of end performance can provide staff evaluation on the learning process’s effectiveness.
- Adjunct training material
Provision of material such as reference materials that are not incorporated into the staffs’ systems to aid whenever a member of the team needs confirmation or knowledge on a case of phishing and spam emails.
References
- Fernández-Alemán, J. L., Señor, I. C., Lozoya, P. Á. O., & Toval, A. (2013). Security and privacy in electronic health records: A systematic literature review. Journal of biomedical informatics, 46(3), 541-562.
- Kageyama, M., Odagiri, K., Suzuki, N., Honda, K., Onoue, K., Yamamoto, M., … & Uehara, A. (2014). Educational effectiveness of a group health education program in the workplace and an examination of educational methods to promote behavior modification. Sangyo eiseigaku zasshi= Journal of occupational health, 56(5), 141-151.
- Stavropoulou, A., & Kelesi, M. (2012). Concepts and methods of evaluation in a nursing education-a methodological challenge. Health Science Journal, 6(1), 11.
