Scholarlink

Background <p>A training system that supports continuous learning and career development is vital to healthcare institutions. However, the current landscape is constrained by a fragmented training system: the lack of standardized training programs, the fragmentation of curricula, and insufficient emphasis on continuing education have caused significant disparities in the competencies of medical professionals, thereby undermining healthcare quality. This study aims to develop and validate a needs-based, systematic, and scalable Life-Cycle-Career Training System (LCCTS) framework.</p> Methods <p>Guided by the Soft Systems Methodology (SSM), we first distributed a training perceptions questionnaire to define the problem situation. To further analyze the context, we conducted 3 rounds of structured workshops with 30 experts, implementing a CATWOE analysis. Based on these insights, we developed conceptual models and compared them with real-world situations. The effectiveness of the resulting framework was evaluated using training records from a tertiary public hospital, covering the period from January 2019 to December 2024.</p> Results <p>Based on the Soft Systems Methodology (SSM), we developed a comprehensive Life-Cycle-Career Training System (LCCTS) framework. This framework categorizes career development into five stages: exploration, discovery, maturity, harvest, and homing, and provides hierarchical and role-specific training courses with defined learning paths. From 2019 to 2024, a total of 3,506 training projects were successfully completed. Survey results from 1,337 valid questionnaires showed high reliability (Cronbach's α &gt; 0.967) and validity (KMO = 0.949). The overall satisfaction score exceeded 9 out of 10, indicating that the system effectively meets training needs, improves professional capabilities, and supports career planning.</p> Discussion <p>The LCCTS integrates career development into the hospital's talent management system, providing a structured approach to lifelong learning for staff. Tested in a healthcare setting, the system fills a theoretical gap by systematically aligning training with career stages. Its multi-subsystem design ensures operational sustainability, offering a practical and scalable model for medical institutions to implement life-cycle career training.</p>

错误：搜索内容不能为空，请输入英文关键词
错误：关键词超出字数限制，请精简
高级检索

Developing a Life-Cycle-Career Training System (LCCTS) in healthcare: a Soft Systems Methodology (SSM) approach

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2026年3月25日

查看全文
  • Xingrui Wang,
  • Lu Li,
  • Yinglun Zhang,
  • Jinhui Li,
  • Shunyu Ren,
  • Hong Zhang,
  • Hua Chai,
  • Hanmin Liu,
  • Yujiang Yan

摘要

Background

A training system that supports continuous learning and career development is vital to healthcare institutions. However, the current landscape is constrained by a fragmented training system: the lack of standardized training programs, the fragmentation of curricula, and insufficient emphasis on continuing education have caused significant disparities in the competencies of medical professionals, thereby undermining healthcare quality. This study aims to develop and validate a needs-based, systematic, and scalable Life-Cycle-Career Training System (LCCTS) framework.

Methods

Guided by the Soft Systems Methodology (SSM), we first distributed a training perceptions questionnaire to define the problem situation. To further analyze the context, we conducted 3 rounds of structured workshops with 30 experts, implementing a CATWOE analysis. Based on these insights, we developed conceptual models and compared them with real-world situations. The effectiveness of the resulting framework was evaluated using training records from a tertiary public hospital, covering the period from January 2019 to December 2024.

Results

Based on the Soft Systems Methodology (SSM), we developed a comprehensive Life-Cycle-Career Training System (LCCTS) framework. This framework categorizes career development into five stages: exploration, discovery, maturity, harvest, and homing, and provides hierarchical and role-specific training courses with defined learning paths. From 2019 to 2024, a total of 3,506 training projects were successfully completed. Survey results from 1,337 valid questionnaires showed high reliability (Cronbach's α > 0.967) and validity (KMO = 0.949). The overall satisfaction score exceeded 9 out of 10, indicating that the system effectively meets training needs, improves professional capabilities, and supports career planning.

Discussion

The LCCTS integrates career development into the hospital's talent management system, providing a structured approach to lifelong learning for staff. Tested in a healthcare setting, the system fills a theoretical gap by systematically aligning training with career stages. Its multi-subsystem design ensures operational sustainability, offering a practical and scalable model for medical institutions to implement life-cycle career training.