The care industry has been struggling and it is not a secret.
in this slideshow, we show some of the major stumbling blocks that are not being addressed and a solution to them.
Today’s job seekers think and act differently. Attracting and retaining top talent takes a mix of new-school technology and old-school sensibility. The good news: Developing a sound strategy is well within your reach.
Stacy Bauer, Co-Founder of BauerGriffith, LLC, Heidi Hoyt, Skoda Minotti's Managing Director of Staffing, and Laura Rohde, Skoda Minotti's Managing Director of HR Services, share their views about staffing challenges and opportunities for organizations of every size and scope.
Ignite your ... success through your employees Julia BarnettAlan Scrase
Presenter – Julia Barnett,director of Performance HR. With over 20 years’ first hand managerial and consultancy experience, Julia has worked in and alongside companies from SME status to multi-nationals in a wide range of business sectors. Julia will be presenting on:
“Employee #1 – The challenges”
Taking on your first employee is a significant milestone in the life of any business, but ensuring you get the right employee can be a challenge for any size of business. With its first employee a business is establishing its culture, modus operandi and future success. The character of any organisation should come from the top, be clear from the outset and understood by every employee. Business success through effective staff performance is about setting the ground rules that offer your employees room to grow and to give of their best.
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee...MassTLC
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee Success, Constant Contact presented at MassTLC and General Assembly's Tech Community's Guide to Onboarding 2/2/16 at WeWork Boston
How to Conduct Employee Onboarding Effectively - Best Practices by Jerry Chit...Jerry Abey Chittooran
Employee On-boarding is the first step in Employee Lifecycle Management. This process includes initial induction and Orientation Sessions along with other Learning and Development initiatives. Sharing a perspective based on my experience on the subject.
Due to the fear and ambiguity generated by the pandemic, resignation rates fell in 2020. Individuals quit their employment at historic rates one year later, as the workforce suffered collective burnout, prompting some to label this phenomenon as the “Great Resignation.”
Today’s job seekers think and act differently. Attracting and retaining top talent takes a mix of new-school technology and old-school sensibility. The good news: Developing a sound strategy is well within your reach.
Stacy Bauer, Co-Founder of BauerGriffith, LLC, Heidi Hoyt, Skoda Minotti's Managing Director of Staffing, and Laura Rohde, Skoda Minotti's Managing Director of HR Services, share their views about staffing challenges and opportunities for organizations of every size and scope.
Ignite your ... success through your employees Julia BarnettAlan Scrase
Presenter – Julia Barnett,director of Performance HR. With over 20 years’ first hand managerial and consultancy experience, Julia has worked in and alongside companies from SME status to multi-nationals in a wide range of business sectors. Julia will be presenting on:
“Employee #1 – The challenges”
Taking on your first employee is a significant milestone in the life of any business, but ensuring you get the right employee can be a challenge for any size of business. With its first employee a business is establishing its culture, modus operandi and future success. The character of any organisation should come from the top, be clear from the outset and understood by every employee. Business success through effective staff performance is about setting the ground rules that offer your employees room to grow and to give of their best.
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee...MassTLC
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee Success, Constant Contact presented at MassTLC and General Assembly's Tech Community's Guide to Onboarding 2/2/16 at WeWork Boston
How to Conduct Employee Onboarding Effectively - Best Practices by Jerry Chit...Jerry Abey Chittooran
Employee On-boarding is the first step in Employee Lifecycle Management. This process includes initial induction and Orientation Sessions along with other Learning and Development initiatives. Sharing a perspective based on my experience on the subject.
Due to the fear and ambiguity generated by the pandemic, resignation rates fell in 2020. Individuals quit their employment at historic rates one year later, as the workforce suffered collective burnout, prompting some to label this phenomenon as the “Great Resignation.”
5 Hiring and Onboarding Practices That Create Engaged EmployeesQualtrics
Many companies tackle employee engagement through reactionary programs. The best companies take a more proactive approach. In this session you'll learn five hiring and onboarding practices LinkedIn is using to unlock the power of employee engagement.
Presenting this set of slides with name - Employee Engagement Strategy Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thirty-eight slides. Our tailor-made Employee Engagement Strategy Powerpoint Presentation Slides editable presentation deck assists planners to segment and expounds the topic with brevity. Content and design of slides are fully editable make changes to colors, data, and fonts if needed. PPT slides are accessible in both widescreen and standard format. PowerPoint templates are compatible with Google Slides. Quick and risk-free downloading process. It can be easily converted into JPG or PDF format.
AceNgage was engaged by a leading IT company to conduct a study of employees who left from a particular department in the last 6 months. The organization was facing serious client dissatisfaction as attrition was high.
According to the ACFE, organizations lose an average 5% of their annual revenues to fraud. Protecting the financial interests of yourself, the company and the employees is now more important than ever. Knowing what to protect against can help the team prepare for the worst while expecting the best. In this hour webinar, we will explore and discuss best practices for mitigating the risk of payroll fraud while maintaining compliance with payroll laws.
Best Practices in Managing Employee TurnoverBambooHR
You spend too much time and energy to get the right people on your team to just stop worrying about them once they're on. This slideshare looks at employee turnover and how you can minimize it.
How To Retain Employees When Your Top Talent Is LeavingCornerstone India
Does it seem like your recruitment firm is constantly working towards making up for the high attrition rate your company is suffering from? Are those people leaving too who have not worked for the company for long? Then it is time for either your HR Strategy Consultants to try to understand the root cause of this or your Strategy Consulting Firms India need to step in. It is a simple fact that an employee who is satisfied would not think of leaving the job. So if you have a high attrition rate, it is time to make a change and bring in a few changes in your organisation.
Here are few things you can do in order to address the issue:
• Advancement Potential
• Flexible Working Arrangements
• Attractive Benefits Package
• Positive Work Environment
• Recognition For Achievements
Human by nature is adaptable. A positive work environment would motivate people to do their work efficiently whereas an environment with high turnover rates can lead to low employee morale, decreased productivity, and huge costs directly impacting your business. This problem becomes even bigger if your key team members are leaving the company. The higher attrition rate needs to be addressed proactively and immediately, before it becomes an even bigger problem.
Is employee experience the secret to proving business value of managed servic...Pasi Nikkanen
Presentation made at London Olympia SITS 18 expo by Pasi Nikkanen from HappySignals. Employee experience measurement and analytics made easy and actionable.
Employee Induction Policies Strategy Vision Corporate Social Media AccessSlideTeam
It covers all the important concepts and has relevant templates which cater to your business needs. This complete deck has PPT slides on Employee Induction Policies Strategy Vision Corporate Social Media Access with well suited graphics and subject driven content. This deck consists of total of twelve slides. All templates are completely editable for your convenience. You can change the colour, text and font size of these slides. You can add or delete the content as per your requirement. Get access to this professionally designed complete deck presentation by clicking the download button below. https://bit.ly/3cwubLQ
Businesses that do a good job of onboarding have higher
engagement and retention rates than those that don’t,
and it doesn’t take long for new hires to decide whether
or not they’re going to stick around.
The first few months are critical, so you really need to
make sure your onboarding programs are pulling their
weight.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
5 Hiring and Onboarding Practices That Create Engaged EmployeesQualtrics
Many companies tackle employee engagement through reactionary programs. The best companies take a more proactive approach. In this session you'll learn five hiring and onboarding practices LinkedIn is using to unlock the power of employee engagement.
Presenting this set of slides with name - Employee Engagement Strategy Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thirty-eight slides. Our tailor-made Employee Engagement Strategy Powerpoint Presentation Slides editable presentation deck assists planners to segment and expounds the topic with brevity. Content and design of slides are fully editable make changes to colors, data, and fonts if needed. PPT slides are accessible in both widescreen and standard format. PowerPoint templates are compatible with Google Slides. Quick and risk-free downloading process. It can be easily converted into JPG or PDF format.
AceNgage was engaged by a leading IT company to conduct a study of employees who left from a particular department in the last 6 months. The organization was facing serious client dissatisfaction as attrition was high.
According to the ACFE, organizations lose an average 5% of their annual revenues to fraud. Protecting the financial interests of yourself, the company and the employees is now more important than ever. Knowing what to protect against can help the team prepare for the worst while expecting the best. In this hour webinar, we will explore and discuss best practices for mitigating the risk of payroll fraud while maintaining compliance with payroll laws.
Best Practices in Managing Employee TurnoverBambooHR
You spend too much time and energy to get the right people on your team to just stop worrying about them once they're on. This slideshare looks at employee turnover and how you can minimize it.
How To Retain Employees When Your Top Talent Is LeavingCornerstone India
Does it seem like your recruitment firm is constantly working towards making up for the high attrition rate your company is suffering from? Are those people leaving too who have not worked for the company for long? Then it is time for either your HR Strategy Consultants to try to understand the root cause of this or your Strategy Consulting Firms India need to step in. It is a simple fact that an employee who is satisfied would not think of leaving the job. So if you have a high attrition rate, it is time to make a change and bring in a few changes in your organisation.
Here are few things you can do in order to address the issue:
• Advancement Potential
• Flexible Working Arrangements
• Attractive Benefits Package
• Positive Work Environment
• Recognition For Achievements
Human by nature is adaptable. A positive work environment would motivate people to do their work efficiently whereas an environment with high turnover rates can lead to low employee morale, decreased productivity, and huge costs directly impacting your business. This problem becomes even bigger if your key team members are leaving the company. The higher attrition rate needs to be addressed proactively and immediately, before it becomes an even bigger problem.
Is employee experience the secret to proving business value of managed servic...Pasi Nikkanen
Presentation made at London Olympia SITS 18 expo by Pasi Nikkanen from HappySignals. Employee experience measurement and analytics made easy and actionable.
Employee Induction Policies Strategy Vision Corporate Social Media AccessSlideTeam
It covers all the important concepts and has relevant templates which cater to your business needs. This complete deck has PPT slides on Employee Induction Policies Strategy Vision Corporate Social Media Access with well suited graphics and subject driven content. This deck consists of total of twelve slides. All templates are completely editable for your convenience. You can change the colour, text and font size of these slides. You can add or delete the content as per your requirement. Get access to this professionally designed complete deck presentation by clicking the download button below. https://bit.ly/3cwubLQ
Businesses that do a good job of onboarding have higher
engagement and retention rates than those that don’t,
and it doesn’t take long for new hires to decide whether
or not they’re going to stick around.
The first few months are critical, so you really need to
make sure your onboarding programs are pulling their
weight.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Assembling Your Staff
The practice of medicine is by far one of the most important fields in which people can work. Taking care of peoples health is such an important profession that it should have only employees who take pride in their job and want to come to work each week
Pathway2 work presentation- plan to become a successful work programme providerThe Pathway Group
plan to become a successful work programme provider, work programme provider training, work programme provider performance, improving performance as a DWP Work programme provider,work programme providers birmingham, work programme providers list
Build it | Glenn Elliott & Debra Corey | A guide to the best Employee Engagem...Muhammad Nizam Uddin
Build It: The Rebel Playbook for World Class Employee Management by Glenn Elliott (A software engineer by training and MBA drop out by choice, it took a ten-year corporate career for him to understand how employee disengagement feels.) & Debra Corey (Author, speaker, global rewards director and employee engagement rebel).
The Future of Employee Benefits: Trends to Retain and Attract Top TalentAggregage
https://www.compandbenefitstoday.com/frs/23182614/the-future-of-employee-benefits--trends-to-retain-and-attract-top-talent/email
The employee benefits landscape has changed significantly since the pandemic. As a result, benefits products and services have evolved and will continue to do so. Employee preferences are also evolving. How do you find the balance between equity, diversity, alignment, and affordable benefits? The key to employee retention and attraction in this new era is a holistic approach to your total rewards strategy.
Join Sharell Thomas-Hodge, total rewards director and consultant, for this engaging and informative conversation.
Learning objectives:
• Examine the latest benefits trends and innovations
• Review what best practice actually looks like and how your organization can achieve it
• Explore cost-effective options that provide competitive benefits that will retain and attract talent
This presentation was made by Brisbane Family Law Centre Director, Clarissa Rayward, on behalf of the Queensland Law Society.
Clarissa was asked to present on this topic as a result of her experience owning and operating two small businesses.
Age diverse work groups are more productive!Joe Slade
According to the Bureau of Labor Statistics (BLS), age-diverse teams demonstrate both deep business experience and a network of friends and colleagues built over 3-5 decades. They also found that workers over 55 are more loyal. In 2016, workers above the age of 55 had a median tenure of more than ten years with an employer vs. 2.8 years for Millennials. We’re not knocking Millennials, just making sure you are aware of why skill sets are not always the answer.
When recruited and managed purposefully, multi-generational work forces are more productive and have less turnover than those in companies without age diversity.
The dimensions of healthcare quality refer to various attributes or aspects that define the standard of healthcare services. These dimensions are used to evaluate, measure, and improve the quality of care provided to patients. A comprehensive understanding of these dimensions ensures that healthcare systems can address various aspects of patient care effectively and holistically. Dimensions of Healthcare Quality and Performance of care include the following; Appropriateness, Availability, Competence, Continuity, Effectiveness, Efficiency, Efficacy, Prevention, Respect and Care, Safety as well as Timeliness.
CHAPTER 1 SEMESTER V PREVENTIVE-PEDIATRICS.pdfSachin Sharma
This content provides an overview of preventive pediatrics. It defines preventive pediatrics as preventing disease and promoting children's physical, mental, and social well-being to achieve positive health. It discusses antenatal, postnatal, and social preventive pediatrics. It also covers various child health programs like immunization, breastfeeding, ICDS, and the roles of organizations like WHO, UNICEF, and nurses in preventive pediatrics.
Medical Technology Tackles New Health Care Demand - Research Report - March 2...pchutichetpong
M Capital Group (“MCG”) predicts that with, against, despite, and even without the global pandemic, the medical technology (MedTech) industry shows signs of continuous healthy growth, driven by smaller, faster, and cheaper devices, growing demand for home-based applications, technological innovation, strategic acquisitions, investments, and SPAC listings. MCG predicts that this should reflects itself in annual growth of over 6%, well beyond 2028.
According to Chris Mouchabhani, Managing Partner at M Capital Group, “Despite all economic scenarios that one may consider, beyond overall economic shocks, medical technology should remain one of the most promising and robust sectors over the short to medium term and well beyond 2028.”
There is a movement towards home-based care for the elderly, next generation scanning and MRI devices, wearable technology, artificial intelligence incorporation, and online connectivity. Experts also see a focus on predictive, preventive, personalized, participatory, and precision medicine, with rising levels of integration of home care and technological innovation.
The average cost of treatment has been rising across the board, creating additional financial burdens to governments, healthcare providers and insurance companies. According to MCG, cost-per-inpatient-stay in the United States alone rose on average annually by over 13% between 2014 to 2021, leading MedTech to focus research efforts on optimized medical equipment at lower price points, whilst emphasizing portability and ease of use. Namely, 46% of the 1,008 medical technology companies in the 2021 MedTech Innovator (“MTI”) database are focusing on prevention, wellness, detection, or diagnosis, signaling a clear push for preventive care to also tackle costs.
In addition, there has also been a lasting impact on consumer and medical demand for home care, supported by the pandemic. Lockdowns, closure of care facilities, and healthcare systems subjected to capacity pressure, accelerated demand away from traditional inpatient care. Now, outpatient care solutions are driving industry production, with nearly 70% of recent diagnostics start-up companies producing products in areas such as ambulatory clinics, at-home care, and self-administered diagnostics.
Telehealth Psychology Building Trust with Clients.pptxThe Harvest Clinic
Telehealth psychology is a digital approach that offers psychological services and mental health care to clients remotely, using technologies like video conferencing, phone calls, text messaging, and mobile apps for communication.
Global launch of the Healthy Ageing and Prevention Index 2nd wave – alongside...ILC- UK
The Healthy Ageing and Prevention Index is an online tool created by ILC that ranks countries on six metrics including, life span, health span, work span, income, environmental performance, and happiness. The Index helps us understand how well countries have adapted to longevity and inform decision makers on what must be done to maximise the economic benefits that comes with living well for longer.
Alongside the 77th World Health Assembly in Geneva on 28 May 2024, we launched the second version of our Index, allowing us to track progress and give new insights into what needs to be done to keep populations healthier for longer.
The speakers included:
Professor Orazio Schillaci, Minister of Health, Italy
Dr Hans Groth, Chairman of the Board, World Demographic & Ageing Forum
Professor Ilona Kickbusch, Founder and Chair, Global Health Centre, Geneva Graduate Institute and co-chair, World Health Summit Council
Dr Natasha Azzopardi Muscat, Director, Country Health Policies and Systems Division, World Health Organisation EURO
Dr Marta Lomazzi, Executive Manager, World Federation of Public Health Associations
Dr Shyam Bishen, Head, Centre for Health and Healthcare and Member of the Executive Committee, World Economic Forum
Dr Karin Tegmark Wisell, Director General, Public Health Agency of Sweden
R3 Stem Cells and Kidney Repair A New Horizon in Nephrology.pptxR3 Stem Cell
R3 Stem Cells and Kidney Repair: A New Horizon in Nephrology" explores groundbreaking advancements in the use of R3 stem cells for kidney disease treatment. This insightful piece delves into the potential of these cells to regenerate damaged kidney tissue, offering new hope for patients and reshaping the future of nephrology.
Navigating Challenges: Mental Health, Legislation, and the Prison System in B...Guillermo Rivera
This conference will delve into the intricate intersections between mental health, legal frameworks, and the prison system in Bolivia. It aims to provide a comprehensive overview of the current challenges faced by mental health professionals working within the legislative and correctional landscapes. Topics of discussion will include the prevalence and impact of mental health issues among the incarcerated population, the effectiveness of existing mental health policies and legislation, and potential reforms to enhance the mental health support system within prisons.
2. Who is NCI?
• Notable Change International was founded in December 2018 to help
the care industry with budgeting, staffing and most importantly care
for service users by going ‘back to basics’, giving employers vital
information to allow the business to prosper and give the best service
possible to its users.
• 10 months of investigations within the care industry have given us the
details needed to come up with the solution to many factors within
the care industry and improve services around the UK and globally.
3. Workplace Culture
• The only thing that makes us different as human beings is the way we
act and interact with other people on the daily.
• Work culture should be based on building strong teams on how staff
gel rather than peoples race, religion, age or orientation.
• We at NCI analyse the business and gather the information needed to
give employers, directors and managers a proper understanding of
the workplace culture, how to improve and how to adapt based on
the business and service users needs.
• Knowing your workplace allows you to know where to adapt and
overcome the challenges within the care industry and employ the
perfect fit for the business.
4. Challenges Within the Care Industry
Lack of staff… but why?
• Agencies crippling businesses with costs but not giving quality.
• Old style management in a new age world causing problems.
• Bias decision making.
• Over-worked staff.
• Favouritism/work-based conflict.
• Wages.
• Nothing to deter staff from leaving as demand is so high.
5. Agencies….
• Agencies stop staff wanting to go full/part time on a permanent basis as
staff can pick and choose when they are available.
• Agencies charge A LOT of money but do not give the quality of staff
required.
• Agency staff know they are only there for a short period and know they will
always be sent somewhere else (even if they aren’t a good employee)
Imagine people had to be profiled to come in as agency or bank staff and the
positive effect it would have on the industry!
Imagine the industry taking its power back and people moving from Agency
to permanent work because its too difficult to get work!
6. Management Styles
• People are usually promoted by having most experience- experience
can also mean a lot of bad habits and the person might not have
natural leadership traits.
• This can cause workplace conflicts, mental health issues for
management and staff because of the stress and pressure. This
causes people to be signed off sick and the service users to lose faith.
They are old… not daft.
• You can’t ask a fish to climb a tree so why employ a leader that
cannot lead or a carer who doesn’t really care?
• We can show WHO can lead from the people you have and who
would be best to bring in from future candidates.
7. Bias Decision Making
• Everything we do in life has a BIAS.. From what we eat to what we
wear. Why would it be any better for hiring staff within the care
industry?
• Just because a manager feels or thinks the candidate is good for
them, this does not mean the candidate is good for the business or
the service users and 94% of people embellish or lie at interview
stage just to get the job!
• We can show the persons internal and external traits and show how
they will fit the business and the culture within.
8. Over-worked Staff
• Staff being over worked is not a new thing to any industry. It is too
easy for people to pull the “stress” card and become absent due to
work being a little much at times.
• What if you could find out the likelihood of a person being absent
before you employ them and it’s too late?
• What if you could receive information to show you who can cope well
within a stressful or fast paced environment?
• We at NCI can give you this and alleviate the stress from certain
management/staff members going forward by hiring in staff to
support them.
9. Favouritism/W-based Conflict
• The care industry is bad for managers/staff hiring friends, family or
friends of family and this is 8/10 not good for productivity.
• The new starts hired in this manner get better shifts, more shifts,
protection (as such) and this causes longer serving members of staff
to leave or become unhappy.
• No matter who knows who, staff should be hired based on how they
can add value to the business and service users and not because they
are a friend or relation to an existing staff member.
• We can minimise staunch favouritism and help the workplace be
more balanced.
10. Deter Staff from Leaving?
• A member of staff can leave and literally fall into a job within a couple
of miles radius of their previous employment due to the staffing
issues within the care industry because there is nothing in place to
make them think twice.
• Imagine staff had to ‘fit in’ with the work culture and there was no
guarantee they would get in to the next place if everyone was asking
for a profile to match with their way of working!
• We can start a whole new way of working and it costs less than hiring
and losing one wrong member of staff!!
11. Wages
I’m sure you’d love to pay the staff more money but the budget will not
allow it and the agency/bank staff get paid more… which stops
permanent staff coming in.
• Taking on the wrong person costs on average £1000 to £3000 and
sometimes more! How many times does this happen a year?
• The money saved can go to higher wages to attract better/more
carers and for better facilities to allow the lovely souls we care for to
feel more settled.
• We do not want you wasting or spending unnecessary funds on the
wrong people or methods!
13. We Guarantee to Instantly:
• Give factual culture information that will help the business grow.
• Show WHO is the perfect fit for each workplace.
• Lower work-based conflicts.
• Give much more insight into the management structure.
• Build stronger teams and manage shifts better based on facts not a
BIAS.
• Save you wasting funds on the wrong people being hired.
• Work with your recruitment department/consultancy and stop the
wrong people disrupting the workplace.
14. We Guarantee in Time:
• To stop agencies giving the WRONG staff and charging fortunes.
• To encourage staff to come back and stop working agency.
• To raise staff retention by 30-70% by hiring right first time.
• A more happy and balanced workplace.
• Allow businesses having their power back and the best care possible
for the service users.
• That businesses will save fortunes and be able to afford better
facilities which will lead to better care.
