LMS for HIPAA Training

Did you know that the global learning management system market is expected to reach a value of $23.21 Bn by 2023? Approximately 83% of organizations currently use a learning management system of some sort, including many healthcare organizations. Why? Because a learning management system can also help ensure compliance with HIPAA.

A learning management system (LMS) is a software application or web-based technology that can be used to create, manage, and deliver educational content. Such applications can be used to plan, implement, and assess a specific learning process. Many companies use learning management systems to train and educate their employees by creating online courses. Healthcare providers, as well as other types of organizations that handle patients’ health information, can benefit from using a learning management system because of HIPAA compliance obligations.

HIPAA Compliance Training Requirements

HIPAA’s far-reaching standards have made workforce training absolutely essential so that an organization can function effectively while meeting its objectives without being penalized. When it comes to HIPAA compliance, you cannot afford not to train your employees. HIPAA regulations are vast and vague with extensive training requirements. The rationale behind HIPAA compliance training is to make sure all employees are up to date on the latest regulatory standards and understand the appropriate procedures when dealing with patients’ protected health information (PHI). 


One of the most common questions that providers ask is “how often should HIPAA training be provided”? Because how often training should be provided is not specifically mentioned anywhere. All that is mentioned is that training should be offered “periodically”, and therefore, it is open to interpretation by each organization. 

Both the HIPAA Privacy Rule and the Security Rule have different training requirements. According to the HIPAA Privacy Rule, all new staff members must receive HIPAA training within a reasonable time from their joining date. And training should be provided when there is a material change in the company’s policies and procedures. Last but not least, organizations providing training to employees must keep documentation of the training their employees received. 

The HIPAA Security Rule, on the other hand, requires organizations to implement a “Security and Awareness Training” program that addresses security reminders, procedures for protection from malicious software, procedures for monitoring log-ins, and password management. However, there is flexibility in the implementation of a security training program, and allows organizations to use discretion to meet their security needs as each specification is either categorized as “addressable” rather than “required”. Note, however, addressable does not mean optional.

To learn more about the difference between addressable and required HIPAA implementations, read this: HIPAA Implementation Specification – Required vs Addressable.



Published by Riyan N. Alam

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