Compilation of the Model for the Development of Health and Medical Services Education in the Universities of Medical Sciences of the Country

 Education and development are an important part of human resources development. Education is the basis of all learning and one of the most important factors in improving human resources. Education is the most effective tool and the strongest process available to transfer knowledge and skills to human resources and prepare and strengthen them to perform tasks. Training and development play an important role in the advancement of technology, which has led to increased competition, increased customer expectations of quality and service, and subsequently resulted in the subsequent need to reduce costs. Prominent management writer Peter Drucker said that the fastest growing industry is training and development as a result of the replacement of industrial workers with knowledge-based workers. Training and development is one of the main functions of human resources. Many organizations consider training and development as an integral part of human resource development. The new century has also witnessed the focus on this issue in organizations globally. Technical training involves a change in a person's attitude, skill, or knowledge with the resulting improvement in behavior. For training to be effective, a planned activity should be implemented after a complete needs analysis and target specific competencies. Most importantly, education should be done in a learning environment. While designing the training program, both individual and organizational goals should be kept in mind. Although it may not be possible to guarantee a synchronized training program, the competencies are selected in such a way that a win-win relationship is created for the employee and the organization. Training is often confused with development. However, these two concepts are different in some specific dimensions, although they are still parts of the same system. Development means opportunities created to help employees grow. Unlike training that focuses on the current job, development is more of a long-term or forward-looking nature. Development is also not limited to job options in the current organization but may also focus on other aspects of development. Therefore, the main difference between training and development is that training often focuses on current employee needs or competency gaps, while development deals with preparing people for future tasks and responsibilities. Meanwhile, continuous training is an inseparable part of the activities of any organization, which has received significant attention in most countries of the world during the last five decades. Continuous training is a process that prepares employees during their service to improve and increase their efficiency in current and future job positions, to improve their way of thinking and acting, and to provide job information that is relevant and consistent with the need to achieve organizational goals. Places employees. A review of the conducted studies indicates the lack of a comprehensive and appropriate model in this field and the absence of a known and visible model that is effective in improving human resources in medicine according to the conditions and culture of our country. As a result, there is a need to provide an effective model for medical manpower empowerment programs and the possibility of implementing these programs with the conditions and facilities of Iran's hospitals so that it is possible to meet the needs of medical education and then provide care with methods be implemented scientifically. In other words, a model that can be used in applying the taught items improve the quality of medical services and ultimately leads to professional development. Considering that continuing education programs in medical empowerment have positive goals and functions for doctors, paramedics, managers, patients, organizations, and professions, the achievement of which requires the use of the applied model of continuing education in medical improvement. It is effective and efficient, to design a suitable model in continuous education in improving and empowering medicine and to provide a suitable model in this field. To improve the quality of medical services to patients and medical professional development, and in general to achieve greater productivity, which is the effectiveness of continuous education programs in improving medicine.

The present research was an exploratory study in terms of the nature of the research. The statistical population of this research was 90 employees of Ahvaz University of Medical Sciences, and 74 people were selected as a sample using the Cochran sampling method. The data collection tool was a standard 100-item questionnaire. The reliability of the questionnaire was confirmed with Cronbach's alpha of 0.8 and its validity was confirmed by face validity with the opinion of experts. SPSS statistical software was used for data analysis.

As a result of this research, it can be seen that the significance level of the test is less than 0.05 (sig < 0.05), which means that it can be said with 99% confidence that there is a significant difference between the priorities of the continuous education components. You have According to the statistical analysis, the ethical components and technology and design have the highest average and are more influenced by the education of health and medical services than the other factors.

 Compilation of educational content in the education of health and medical services is considered one of the main challenges of learning and the key to the success of this educational system, which is the factors of education management and technical support, technology and design, pedagogical, institutional, ethical, evaluation and feedback and format. Blended learning has a significant impact on the development of medical education. It is suggested that Jundishapur University of Medical Sciences should go through the following steps to implement the personal development program based on learning in the workplace: obtaining the commitment of the executive directors and senior managers to implement and follow up the personal development program based on learning in the workplace; Examining each component in the form of separate studies to investigate and extract sub-components that have an impact on continuous medical education; Compilation of goals and strategies of the organization and formulation of a charter for supporting training plans; Needs assessment and identification of the current situation of organizational education and learning. Human considerations such as respondents' dishonesty and the interference of others' opinions, especially colleagues, could be effective in people's responses to questionnaires. Restrictions in attracting the cooperation of some people with the researcher due to the spread of the coronavirus the distribution of questionnaires and the delay in returning several questionnaires, as well as the restriction in holding group classes due to the spread of the corona disease were limiting factors of the research.