Competency Management ~ Part 3 of 3

Posted by Annett Winiarz

Feb 9, 2015 9:23:23 AM

Monitoring Compliance

Our Competency Management allows you to track completion of certifications and regulatory requirements to ensure skills are up to date with certifications and regulatory requirements. This allows your department and company to stay on track. The software also:

  • Tracks a wide range of regulatory requirements including Sarbanes Oxley, ISO, FDA, OSHA, NRC, DOT, FCC, and many others
  • Automatically tracks the completion, expiration and renewal of certifications and generates reports
  • Creates clear audit trails
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Topics: Competency Management

Competency Management ~ Part 2 of 3

Posted by Annett Winiarz

Feb 4, 2015 11:23:11 AM

Standardization for Employee Mobility

Organization with multiple facilities can develop and maintain standards for company-wide functions. Management can standardize roles, tasks, and competencies to ensure that all employees have the same training, skills, and certifications no matter which facility they work in. Now managers can search the entire organization.

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Topics: Competency Management

Competency Management ~ Part 1 of 3

Posted by Annett Winiarz

Feb 2, 2015 9:26:30 AM

Competency Management and Resource Planning

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Topics: Competency Management

Impact of Competency Management: Metrics that Indicate Business Value

Posted by Kim

Nov 20, 2012 12:20:00 PM

impact of competency management

Competency management enables Mountain States Health Alliance to impact its operations in two significant ways:

  1. Potential reduction of staffing costs in the future
  2. Minimization of potential litigation related to noncompliance with regulatory standards for clinicians’ on-the-job performance
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Topics: Healthcare Reform, Talent Management, Competency Management

Implementing a Standardized Competency Management Solution

Posted by Kim

Nov 12, 2012 1:15:00 PM

Mountain States Health Alliance Leadership sought to transform its paper-based list of nonstandard competencies to an automated model creating a single, accurate view of job role competencies aligned with its business goals. With the standardization of competencies and the implementation of TEDS competency management platform, MSHA anticipates enhanced operational efficiency; eased regulatory compliance; mitigated staffing costs; and standardized selection, development, and management of its employees.

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Analyzing the Problem of Decentralized Competency Management with Mountain States Health Alliance

Posted by Kim

Nov 1, 2012 11:44:00 AM

Mountain States Health Alliance (MSHA) healthcare delivery is facility-centric with more than 90 percent of all care delivery taking place within MSHA’s 13 hospitals. This decentralized management and governance make the identification, review, deployment, and optimization of standardized competencies difficult. Apart from MSHA leaders, these challenges especially apply to the nursing staff, which comprises a large portion of MSHA’s employee population.

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Topics: Healthcare Reform, Talent Management, Competency Management

The Value of Competency Management

Posted by Kim

Oct 25, 2012 12:05:00 PM

(This post is a continuation from Key Learnings of Implementing Competency Management.)

Standardizing and then automating competencies enable Mountain States Health Alliance (MSHA) to create a real-time inventory of the collective skills and competencies of its workforce. By integrating leaders’ and clinicians’ job roles, tasks, and competencies, MSHA leaders readily identified skill gaps. Once identified, skill gaps were closed through tailored learning programs to meet current needs, safety, and regulatory requirements.

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Topics: Healthcare Reform, Talent Management, Competency Management

Key Learnings of Implementing Competency Management

Posted by Kim

Oct 19, 2012 4:34:00 PM

implementing competency management

In standardizing competency models and moving to an online platform Mountain States Health Alliance (MSHA) shares eight lessons learned:

  1. Define Terminology. One of the first steps in implementing a new process is settling on process-related definitions. The implementation of MSHA’s competency evaluation and tracking system was hampered by not defining terms such as “competency,” “proficiency,” and “checklist” early in the process.
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Topics: Talent Management, Competency Management

Ensure Current and Future Corporate Needs by Matching Competencies to Job Descriptions

Posted by Dr. Robert A. Chamberlain, Jr.

May 4, 2012 4:01:00 PM

The job hunt has become almost a distinct discipline, one in which I soon expect colleges to offer majors and degrees. In fact, aligning potential candidates with possible positions has become an entire industry unto itself, with headhunters and recruiters actively engaged in matching personnel and positions. The printed (electronic and physically published) literature on this subject is vast: a quick lookup for "job hunting" on Amazon.Com yields over thirteen thousand results, and a review of the entry "job search" yields over twenty-five thousand results. The World Wide Web, of course, may have more sites associated with job searches—as both part of the recruitment industry and as merely a place for un- or under-employed people to share experiences and both success and sob stories—than it has sites devoted to pornography. A lot of this information is quite good. Many of the books, such as Richard N. Bolles' What Color Is Your Parachute?—newly revised for 2012—are deserved classics, and a large number of the Websites, such as, for example, Randy's Career Tips, are surprisingly helpful and offer excellent advice. But they focus almost exclusively on career building from the point of view of the job seeker rather than from the point of view of the candidate seeker.

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Topics: Competency Management