Digital learning platforms not only make knowledge transfer more efficient and flexible, but also help to make the nursing profession more attractive and improve the quality of patient care.
Flexible learning for better quality care
Digital learning content gives nurses access to the latest findings and guidelines in nursing. In addition, digital learning platforms offer the possibility of customising content by responding to the existing knowledge level of professionals and taking their specific needs into account. ‘These platforms facilitate training and continuing education even when practical guidance is not immediately available in inpatient facilities or when outpatient nurses need professional support,’ says Dr Sievert Weiss. He is co-founder and clinical director at Amboss, the knowledge and learning platform for medical professionals in Germany. In this way, digital training and continuing education become not only a necessity, but also a motivating and integrated part of professional development. At the same time, according to Weiss, it contributes significantly to improving and standardising the quality of training. The central provision of learning materials ensures that all trainees have access to high-quality and consistent content.
Hybrid instead of one-sided: the future of nursing education and training
Digital learning platforms do not replace traditional training measures, but rather complement them. The future of nursing education and training is hybrid, combining digital learning with practical experience and personal exchange.
‘Digitalisation serves as a tool to make complexity manageable,’ Anne-Katrin Gerhardts is convinced. She is an organisational developer at the Württembergische Schwesternschaft vom Roten Kreuz e.V. (Württemberg Red Cross Nursing Association) and a member of the founding committee of the Baden-Württemberg Nursing Chamber. According to Gerhards, making conscious decisions about how digitalisation is used in nursing – for example, to simplify work processes – helps to master the complex challenges of everyday nursing. ‘This is how digital tools become important work instruments.’
Innovative forms of learning: chatbots and micro-learning on the rise
Over the next three years, chatbots are expected to play a significant role in the field of digital learning. The 2023/2024 trend study on the development of digital learning shows that 79 per cent of respondents consider this AI-supported learning method to be very relevant – a significant increase compared to 54 per cent in the previous year. However, the frontrunners remain the same as before: blended learning (89 per cent), video tutorials (85 per cent) and micro-learning (85 per cent).
Gerhards recommends that care facilities secure the knowledge they have acquired in a sustainable manner. This ensures that all employees have equal access to it. Offerings such as webinars, communities of practice and e-portfolios support employees in advancing their own competence development processes.
Reducing complexity through didactic knowledge sharing
To integrate continuous learning into everyday life, Heike Jurgschat-Geer recommends structured handover processes, micro-training sessions and peer consultation. According to the healthcare consultant, it is important to consciously design training courses.
The advantages and goals of structured handover are to pass on relevant knowledge, differentiate between what is important and what is unimportant, use time resources efficiently, and communicate in a focused and professional manner. She recommends a structure based on the SBAR scheme: Situation: What happened? (current situation), Background: What is the history? Assessment: What is the probable problem? Recommendation: What needs to be done? (e.g. discussions with relatives, transfer)
Micro-training breaks knowledge down into small chunks. It aims to promote active learning, refresh, deepen and consolidate knowledge, and thus complements traditional training. ‘This portioned knowledge reduces didactic complexity,’ says Jurgschat-Geer. Well-known examples include fact sheets, one-minute wonder posters and quick reference cards, which are short guides in the form of infographics. Such displays help to activate and refresh existing knowledge. At the same time, they close gaps in knowledge and stimulate interest in further study. Last but not least, visual stimuli support the transfer of theory into practice. Heike Jurgschat-Geer suggests using them specifically as a building block in topic-specific training concepts.
Peer counselling: reflection and problem solving in a team
The collegial consultation method is more complex. It serves the purpose of systematic reflection and resolution of professional problems. In a group of colleagues, everyone shares their knowledge and experience on an equal footing. They adhere to a specific structure and act in clearly defined roles: the nurse seeking advice, in the role of the case narrator, describes the initial situation, developments over time and previous attempts at resolution, including their own thoughts, explanations and feelings. They formulate the key question and present the request for advice to their colleagues, who act as advisors. Consulting methods include, for example, hypothesis development, sharing similar experiences or brainstorming for solution ideas. One person takes on the role of moderator, who ensures that the structure is adhered to and supports the case narrator in the process.
Creating the framework for successful learning
Anne-Katrin Gerhardts emphasises the importance of digital infrastructure in care facilities. In addition to technical requirements, communication structures, leadership styles and time management are also crucial. These factors influence how learning technologies are used and developed in care. "The technical – digital – requirements of a facility, as well as established communication structures, a lived understanding of culture and values, resource-focused time management, personnel planning and development, and leadership understanding and competence are factors that characterise the respective facility and have a decisive influence on the orientation of learning opportunities and tools for employees.