What Drives Employee Engagement? Part 4: Having an Encouraging System at Work

Posted by April

Sep 5, 2013 3:14:00 PM

Does money really buy happiness? Sure money can buy the latest in fashion, the fastest car, and the biggest house; but at the workplace, is it more important to have a higher salary or have lasting relationships based on encouragement?

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Topics: Leadership, Employee Engagement, Employee Recruitment and Retention, Talent Management

What Drives Employee Engagement? Part 3: Receiving Recognition

Posted by April

Aug 23, 2013 10:47:00 AM

Today, I want to talk about receiving recognition. This is very important because it shows the employee that someone cares about their work and appreciates their efforts in the company. Don’t you agree that it feels great when your supervisor or a colleague compliments your work or says a simple “great job” to you once you’ve completed a task? It’s nice to know that your efforts are being recognized.

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Topics: Leadership, Employee Engagement, Employee Recruitment and Retention, Talent 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

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

How Health Care Reform is Eliminating Zombies in the Healthcare Industry

Posted by Dr. Robert A. Chamberlain, Jr.

Oct 12, 2012 2:28:00 PM

How Health Care Reform is Eliminating Zombies in the Healthcare Industry
"A crowd flowed over London Bridge, so many; I had not thought death had undone so many" (T. S. Eliot, The Waste Land).

Zombies are numerous. The real threat zombies present are through sheer numbers that overwhelm and devour resources. Prior to health care reform, zombies represented quantity in hospitals' efforts to keep their beds full and to generate volume through retention and readmission. In the post zombie era, volume remains a significant source of income, but this volume results from increased numbers of insured who will finally be able to use America's health care networks. As new ranks of the insured pass through hospitals, patient cycle time will become critical and will increase such institutions' emphasis from in-house treatment to pre- and post-hospital stay care. Such a shift will require the expansion of employees' job descriptions and, probably, the creation of entirely new roles for existing and onboarded personnel. In such cases, success and more efficient hospitals will require more sophisticated training management and personnel recruitment systems such as those provided by TEDS' Learning Management and Talent Acquisition Solutions.

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Topics: Healthcare Reform, Empowering Your Workforce, Talent Management