This document summarizes a webinar discussing reasons for staff turnover in the healthcare system. It identifies four main reasons for turnover: 1) shortage leads to more shortage as burnout increases, 2) the importance of building the right team through proper recruiting and mentoring, 3) lack of clear onboarding practices for new employees, and 4) poorly supported change management when organizations undertake initiatives. The webinar featured a physician speaker who discussed these challenges from her perspective and provided recommendations such as focusing on workforce design, candidate sourcing, emphasizing diversity, maintaining a positive culture, dedicated onboarding processes, and change management essentials like communication and participation. Unified talent management solutions were presented as helping to address these turnover factors through
This Isn’t Why I Went to School! – 3 Ways to Deal with Change for Clinical StaffCornerstone OnDemand
Staff turnover in healthcare is high, costly, and is causing hospital leadership to panic. Replacing just one nurse, for example, can cost upwards of 1.3 times their salary, so care centers need to learn why this is happening - Are team members disengaged? Do they have the right resources? – and how they can provide top quality patient care while also meeting the evolving needs of their staff. This requires a modern, proactive approach to talent management that will enable them to maximize retention rates and provide an engaging environment for healthcare professionals.
Join us for this free webinar sponsored by Cornerstone OnDemand. Dr. Tom Tonkin, Principal Consultant of Thought Leadership & Advisory Services at Cornerstone OnDemand, will share his thoughts and strategies to help identify and reduce the risk of staff departures to healthcare organizations.
During this webinar, Dr. Tonkin will provide easy-to-understand insights on:
• Current attrition trends and challenges that have disrupted traditional recruiting and retention strategies;
• The needs (and demands) of today’s healthcare workforce; and
• Talent strategies that create a more engaged, productive, and passionate workforce.
Driven by increased competition for talent and a shortage of critical skills, U.S. companies surveyed increased their talent acquisition spending by 7% on average during 2014 with Healthcare organizations having the largest increase in spending among industries at 16%. However, Healthcare also reported the highest new hire turnover of all industries.[1] So how can Healthcare organizations better attract and retain skilled employees to care for the people who need them?
In this webinar, Robin Erickson, Ph.D., VP of Research for Talent Acquisition, Engagement and Retention for Bersin by Deloitte, Deloitte Consulting LLP, and Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss:
• Why hiring in Healthcare is different and the difficulties companies typically face; and
• What tools and strategies companies can used to address Healthcare hiring challenges
Participants can learn:
What’s Wrong: Why Healthcare tends to have both an easier and more difficult time in finding and keeping employees.
Diagnosis: Each organization’s hiring challenges will be different depending on its size, systems and processes, and hiring practices.
Prescription for Health: Dr. Erickson and Dr. Tonkin will discuss suggestions and tools to make more effective Healthcare hires by working on relationships between recruiters and hiring managers and developing an integrated and effective talent acquisition strategy.
The challenges to recruiting, hiring and retaining the best and the brightest in government have never been more intense. Workforce demographics and the retirement bubble are two common factors and another is the difficulty in competing with the private sector on pay and job mobility. As organizations struggle to overcome these challenges, positions remain unfilled and workloads increase.
Join Government Technology and the Center for Digital Government as we hear from Dr. Alfonz Ruth, Chief Learning Officer for the Department of Transportation in Washington, DC and Steve Dobberowsky from Cornerstone OnDemand for an insightful webinar on new strategies being employed to improve the situation. Topics will include:
-How to retain and recruit millennials
-Reliance on competencies and skill sets rather than conventional rules for hiring
-Succession management
-The importance of identifying skill gaps and more
Hard Talk HR - How Performance Management is Killing PerformanceThe HR Congress
M. Tamra Chandler will provide you with all the tools and practical techniques you’ll need in order to be able to successfully rethink, redesign, and reboot performance management in your own organization.
How do employees reach their maximum potential? What is the one thing that is proven to transform "good enough" into "great? The simple answer: an accelerator. O.C. Tanner offers insights based on a 10-year, 200,000 person study of managers and employees, that unveils new tips, including groundbreaking statistics, strategies, and benchmarks for increasing employee engagement, retention, and results.
Work-life balance implies a zero-sum game that says we can't have it all. Integration lets us coordinate, blend and bring elements of work and life into a unified whole.
The result: a more engaged, healthier and happier workforce.
We collaborated with Tracy Brower, Ph.D., author of Bring Work to Life by Bringing Life to Work for a Sept. 9 webinar to dig into the topic and provide you with tips and tricks to implement integration at your company.
Download the accompanying e-book here: http://sip.limeade.com/work-life-integration
This Isn’t Why I Went to School! – 3 Ways to Deal with Change for Clinical StaffCornerstone OnDemand
Staff turnover in healthcare is high, costly, and is causing hospital leadership to panic. Replacing just one nurse, for example, can cost upwards of 1.3 times their salary, so care centers need to learn why this is happening - Are team members disengaged? Do they have the right resources? – and how they can provide top quality patient care while also meeting the evolving needs of their staff. This requires a modern, proactive approach to talent management that will enable them to maximize retention rates and provide an engaging environment for healthcare professionals.
Join us for this free webinar sponsored by Cornerstone OnDemand. Dr. Tom Tonkin, Principal Consultant of Thought Leadership & Advisory Services at Cornerstone OnDemand, will share his thoughts and strategies to help identify and reduce the risk of staff departures to healthcare organizations.
During this webinar, Dr. Tonkin will provide easy-to-understand insights on:
• Current attrition trends and challenges that have disrupted traditional recruiting and retention strategies;
• The needs (and demands) of today’s healthcare workforce; and
• Talent strategies that create a more engaged, productive, and passionate workforce.
Driven by increased competition for talent and a shortage of critical skills, U.S. companies surveyed increased their talent acquisition spending by 7% on average during 2014 with Healthcare organizations having the largest increase in spending among industries at 16%. However, Healthcare also reported the highest new hire turnover of all industries.[1] So how can Healthcare organizations better attract and retain skilled employees to care for the people who need them?
In this webinar, Robin Erickson, Ph.D., VP of Research for Talent Acquisition, Engagement and Retention for Bersin by Deloitte, Deloitte Consulting LLP, and Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss:
• Why hiring in Healthcare is different and the difficulties companies typically face; and
• What tools and strategies companies can used to address Healthcare hiring challenges
Participants can learn:
What’s Wrong: Why Healthcare tends to have both an easier and more difficult time in finding and keeping employees.
Diagnosis: Each organization’s hiring challenges will be different depending on its size, systems and processes, and hiring practices.
Prescription for Health: Dr. Erickson and Dr. Tonkin will discuss suggestions and tools to make more effective Healthcare hires by working on relationships between recruiters and hiring managers and developing an integrated and effective talent acquisition strategy.
The challenges to recruiting, hiring and retaining the best and the brightest in government have never been more intense. Workforce demographics and the retirement bubble are two common factors and another is the difficulty in competing with the private sector on pay and job mobility. As organizations struggle to overcome these challenges, positions remain unfilled and workloads increase.
Join Government Technology and the Center for Digital Government as we hear from Dr. Alfonz Ruth, Chief Learning Officer for the Department of Transportation in Washington, DC and Steve Dobberowsky from Cornerstone OnDemand for an insightful webinar on new strategies being employed to improve the situation. Topics will include:
-How to retain and recruit millennials
-Reliance on competencies and skill sets rather than conventional rules for hiring
-Succession management
-The importance of identifying skill gaps and more
Hard Talk HR - How Performance Management is Killing PerformanceThe HR Congress
M. Tamra Chandler will provide you with all the tools and practical techniques you’ll need in order to be able to successfully rethink, redesign, and reboot performance management in your own organization.
How do employees reach their maximum potential? What is the one thing that is proven to transform "good enough" into "great? The simple answer: an accelerator. O.C. Tanner offers insights based on a 10-year, 200,000 person study of managers and employees, that unveils new tips, including groundbreaking statistics, strategies, and benchmarks for increasing employee engagement, retention, and results.
Work-life balance implies a zero-sum game that says we can't have it all. Integration lets us coordinate, blend and bring elements of work and life into a unified whole.
The result: a more engaged, healthier and happier workforce.
We collaborated with Tracy Brower, Ph.D., author of Bring Work to Life by Bringing Life to Work for a Sept. 9 webinar to dig into the topic and provide you with tips and tricks to implement integration at your company.
Download the accompanying e-book here: http://sip.limeade.com/work-life-integration
Description:
2016 Glassdoor Summit
Josh Bersin, Principal, Bersin by Deloitte, Deloitte Consulting LLP -- The New World of Employment Brand: Culture, Engagement, Career, Wellness
https://www.youtube.com/watch?v=jKcVisrqfNo
How to Identify and Hire ‘A’ Players Who Will Drive SuccessHuman Capital Media
Not all employees are created equal. Research shows that “A” players outsell their peers by at least 48 percent in sales positions, have a more positive effect on customers than other employees, and deliver superior team performance when included in a work group. A small team of “A” players can run circles around a giant team of “B” and “C” players.
Identifying great candidates usually starts with an impressive resume, but that only provides part of the story. To gain more insight into a candidate’s past performance, a scientifically valid, objective assessment is needed to provide a fuller picture. Hiring managers can greatly improve the odds of hiring “A” players by using scientifically validated surveys created by industrial psychologists, to help screen potential applicants. By discovering what previous managers and colleagues openly say about a candidate’s strengths, weaknesses and behaviors, “A” players can be selected 90 percent of the time!
Learn how automated online reference-checking has introduced a way to capture behavioral feedback from five references in two days for each job candidate. Also, see a demonstration of how this software infuses consistency, reliability and validity, and how to identify which candidates display the characteristics of an “A” player.
What will participants learn?
How to identify and hire “A” players.
How to capture behavioral feedback from five references in two days for each candidate.
How to infuse consistency, reliability and validity into each reference check.
How to identify developmental needs of each candidate.
How to provide information to hiring managers that influences decisions.
Predictive Hiring: Find Candidates Who Will Succeed in Your OrganizationHuman Capital Media
The facts are clear: Most companies today need to do a better job selecting talent. Recent survey data collected by the Corporate Executive Board indicates that nearly a quarter of all new hires leave their companies within a year, and that hiring managers wish they never extended an offer to one of every five members of their team. And a recent Gallup survey found that 52 percent of American workers were “not engaged” with their work.
Can you afford to miss an opportunity to learn how best-in-class organizations are using new technologies to scientifically assess talent before hiring, resulting in lower turnover, higher job performance and greater employee engagement?
In this presentation, you will:
Learn about new solutions that predict candidate success.
Discover how best-in-class organizations are incorporating these new solutions into their hiring process.
See the bottom-line results realized by these best-in-class practitioners.
Reinventing Performance Management - How to do it rightBambooHR
Performance reviews have a bad rep—and often for good reason! This slideshare looks at how 100+ professionals and managers view performance reviews and how we can do them right.
The State of Corporate Reputation in 2020: Everything Matters NowWeber Shandwick
This new survey was conducted among executives from 22 markets worldwide and examines what drives a company’s reputation, why it is important to be highly regarded and the benefits that come with having a strong corporate reputation.
A high performance culture is one with high employee engagement, transparent and open communications, timely information sharing, individual ownership, and one in which innovation and creativity is celebrated.
There's a science to creating a highly engaged organization. In this Slideshare, discover the strategies of leaders who are already using real-time people data to drive sustainable employee engagement.
How the Golden Rule should be part of your Employee HandbookLisa Marie Wark, MBA
The Golden Rule should incorporate rules of conduct that everyone understands. If you don’t have them, create them immediately, make them retroactive and make everyone, including yourself, sign on to them. Granted, even if you have the gold and make the rules, the Golden Rule is not a set of laws, but an internalized belief in how an individual should relate to others. The least you can do is create boundaries for everyone including a fair, accountable review process, so you can weed out the team killers expeditiously.
An introduction and resource guide for HR staff and organizations to use in exploring, anticipating and tailoring talent management strategies to leverage strengths of an aging workforce.
“Did you know that approximately 10,000 people will retire each day? This means 43 percent of the current workforce will retire in the next decade,” stated Steve Dobberowsky, Principal, Thought Leadership & Advisory Services at Cornerstone.
There are many challenges that government agencies face today, such as shrinking budgets and the Baby Boomer retirements. So, how are HR professionals adopting a talent management strategy that will drive positive results in this day and age?
In this training with GovLoop, we'll examine how the workforce is rapidly changing and the challenges and solutions that HR professionals are dealing with - including developing a Unified Talent Management strategy.
The number of at-risk youth in children and family services care is staggering. Programs and facilities within juvenile justice, foster care, psychiatric care, and residential care have a tremendous responsibility for these youth, yet lack cutting-edge tools to simplify data collection, standardize reporting and monitor outcomes to gain actionable insights.
To help improve youth care organizations facing these challenges, Qualtrics---provider of the world’s leading research and insights platform---has partnered with Multi-Dimensional Education Inc. (MDed) to offer the Multi-Dimensional Youth Assessment 360 (MDYA 360).
Today’s webinar dives deeper into the issues these facilities face and, more importantly, how the MDYA 360 can address them. Key topics include:
Challenges within the At-Risk Youth Sector
Overview of the MDYA 360 Methodology and Solution
Preview of the MDYA 360 and Reporting
Q&A
As employees continue to demonstrate low levels of engagement, organizations are increasingly asking themselves what they need to do differently to improve the talent experience. Bersin research shows that organizations with superior business, talent, and financial outcomes are not just making incremental changes to the talent experience, but are instead fundamentally rethinking it, focusing on creating a “systemic relationship with talent.” The end goal of this new approach is to create a talent experience for employees that makes them feel heard, valued, and supported throughout their employee lifecycle.
In this webcast, Stacia Garr, Madhura Chakrabarti, and Michelle Deneau share:
- The benefits of creating this new talent relationship
- Three areas organizations should focus on to create this new talent relationship as well as specific action steps to get started
- The implications of this new approach on how organizations assess employee engagement and act upon it
- Examples of how Intuit is creating this new talent relationship, focusing especially on employee engagement
Elevating Well-Being as a Business Strategy with NWILimeade
Research shows a clear connection to business results, but even the best programs remain siloed, underutilized, and are often the first to get cut when budgets tighten. In this session, learn how to elevate your well-being program as a business imperative through strategic planning, bridge-building, and thoughtful analytics.
Description:
2016 Glassdoor Summit
Josh Bersin, Principal, Bersin by Deloitte, Deloitte Consulting LLP -- The New World of Employment Brand: Culture, Engagement, Career, Wellness
https://www.youtube.com/watch?v=jKcVisrqfNo
How to Identify and Hire ‘A’ Players Who Will Drive SuccessHuman Capital Media
Not all employees are created equal. Research shows that “A” players outsell their peers by at least 48 percent in sales positions, have a more positive effect on customers than other employees, and deliver superior team performance when included in a work group. A small team of “A” players can run circles around a giant team of “B” and “C” players.
Identifying great candidates usually starts with an impressive resume, but that only provides part of the story. To gain more insight into a candidate’s past performance, a scientifically valid, objective assessment is needed to provide a fuller picture. Hiring managers can greatly improve the odds of hiring “A” players by using scientifically validated surveys created by industrial psychologists, to help screen potential applicants. By discovering what previous managers and colleagues openly say about a candidate’s strengths, weaknesses and behaviors, “A” players can be selected 90 percent of the time!
Learn how automated online reference-checking has introduced a way to capture behavioral feedback from five references in two days for each job candidate. Also, see a demonstration of how this software infuses consistency, reliability and validity, and how to identify which candidates display the characteristics of an “A” player.
What will participants learn?
How to identify and hire “A” players.
How to capture behavioral feedback from five references in two days for each candidate.
How to infuse consistency, reliability and validity into each reference check.
How to identify developmental needs of each candidate.
How to provide information to hiring managers that influences decisions.
Predictive Hiring: Find Candidates Who Will Succeed in Your OrganizationHuman Capital Media
The facts are clear: Most companies today need to do a better job selecting talent. Recent survey data collected by the Corporate Executive Board indicates that nearly a quarter of all new hires leave their companies within a year, and that hiring managers wish they never extended an offer to one of every five members of their team. And a recent Gallup survey found that 52 percent of American workers were “not engaged” with their work.
Can you afford to miss an opportunity to learn how best-in-class organizations are using new technologies to scientifically assess talent before hiring, resulting in lower turnover, higher job performance and greater employee engagement?
In this presentation, you will:
Learn about new solutions that predict candidate success.
Discover how best-in-class organizations are incorporating these new solutions into their hiring process.
See the bottom-line results realized by these best-in-class practitioners.
Reinventing Performance Management - How to do it rightBambooHR
Performance reviews have a bad rep—and often for good reason! This slideshare looks at how 100+ professionals and managers view performance reviews and how we can do them right.
The State of Corporate Reputation in 2020: Everything Matters NowWeber Shandwick
This new survey was conducted among executives from 22 markets worldwide and examines what drives a company’s reputation, why it is important to be highly regarded and the benefits that come with having a strong corporate reputation.
A high performance culture is one with high employee engagement, transparent and open communications, timely information sharing, individual ownership, and one in which innovation and creativity is celebrated.
There's a science to creating a highly engaged organization. In this Slideshare, discover the strategies of leaders who are already using real-time people data to drive sustainable employee engagement.
How the Golden Rule should be part of your Employee HandbookLisa Marie Wark, MBA
The Golden Rule should incorporate rules of conduct that everyone understands. If you don’t have them, create them immediately, make them retroactive and make everyone, including yourself, sign on to them. Granted, even if you have the gold and make the rules, the Golden Rule is not a set of laws, but an internalized belief in how an individual should relate to others. The least you can do is create boundaries for everyone including a fair, accountable review process, so you can weed out the team killers expeditiously.
An introduction and resource guide for HR staff and organizations to use in exploring, anticipating and tailoring talent management strategies to leverage strengths of an aging workforce.
“Did you know that approximately 10,000 people will retire each day? This means 43 percent of the current workforce will retire in the next decade,” stated Steve Dobberowsky, Principal, Thought Leadership & Advisory Services at Cornerstone.
There are many challenges that government agencies face today, such as shrinking budgets and the Baby Boomer retirements. So, how are HR professionals adopting a talent management strategy that will drive positive results in this day and age?
In this training with GovLoop, we'll examine how the workforce is rapidly changing and the challenges and solutions that HR professionals are dealing with - including developing a Unified Talent Management strategy.
The number of at-risk youth in children and family services care is staggering. Programs and facilities within juvenile justice, foster care, psychiatric care, and residential care have a tremendous responsibility for these youth, yet lack cutting-edge tools to simplify data collection, standardize reporting and monitor outcomes to gain actionable insights.
To help improve youth care organizations facing these challenges, Qualtrics---provider of the world’s leading research and insights platform---has partnered with Multi-Dimensional Education Inc. (MDed) to offer the Multi-Dimensional Youth Assessment 360 (MDYA 360).
Today’s webinar dives deeper into the issues these facilities face and, more importantly, how the MDYA 360 can address them. Key topics include:
Challenges within the At-Risk Youth Sector
Overview of the MDYA 360 Methodology and Solution
Preview of the MDYA 360 and Reporting
Q&A
As employees continue to demonstrate low levels of engagement, organizations are increasingly asking themselves what they need to do differently to improve the talent experience. Bersin research shows that organizations with superior business, talent, and financial outcomes are not just making incremental changes to the talent experience, but are instead fundamentally rethinking it, focusing on creating a “systemic relationship with talent.” The end goal of this new approach is to create a talent experience for employees that makes them feel heard, valued, and supported throughout their employee lifecycle.
In this webcast, Stacia Garr, Madhura Chakrabarti, and Michelle Deneau share:
- The benefits of creating this new talent relationship
- Three areas organizations should focus on to create this new talent relationship as well as specific action steps to get started
- The implications of this new approach on how organizations assess employee engagement and act upon it
- Examples of how Intuit is creating this new talent relationship, focusing especially on employee engagement
Elevating Well-Being as a Business Strategy with NWILimeade
Research shows a clear connection to business results, but even the best programs remain siloed, underutilized, and are often the first to get cut when budgets tighten. In this session, learn how to elevate your well-being program as a business imperative through strategic planning, bridge-building, and thoughtful analytics.
At the end of this presentation you will be able to:
Define evidence-based practice
Describe process & outline steps of EBP
Understand PICO elements & search strategy
Identify resources to support EBP
The focus of this presentation is nursing practice, although it is still of value to physicians and other health care professionals.
HealthcareSource® Behavioral Assessments: Recruit for Higher Retention in Hea...HealthcareSource
By harnessing behavioral assessment solutions from HealthcareSource that are designed to increase retention and improve patient satisfaction, HR teams can help leaders, managers, and employees reduce costs and improve the patient experience—the ultimate goal for any healthcare organization. In addition, Southwest General Health Center shares their success story with using Staff Assessment to develop high performers.
Dr. Edward Wagner, Director (Emeritus) MacColl Center, Senior Investigator, Group Health Research Institute addresses the 2014 Weitzman Symposium on The Future of Primary Care
Patient & Family Advisory Councils: the Business Case for Starting a PFAC & P...EngagingPatients
This webinar was presented on March 12, 2015 by Barbara Lewis. It looks at the prevalence and roles that Patient & Family Advisory Councils (PFACs) are playing in U.S. hospitals today, and builds a business case for their implementation:
Choosing your career is one of the most important decisions that you will ever make. When asked why they chose to pursue medicine, most physicians respond that they wanted to make a difference by helping people and positively impacting their lives through health care. Serving others as a physician is a noble and challenging way to invest your intellect, skills, and passion in a demanding and rewarding profession.
Ever had this nagging feeling you just weren't sure why a physician referred his or her patients to a competitor over you? You have the advanced technology, latest clinical trials, and maybe even a top-notch team of liaisons. Outside of insurance, there are many other functional and emotional factors affecting physician referral behaviors. Most of these can be indicated by leakage reports, but these don't explain the WHY behind them.
In this presentation, given with St. Jude Children's Research Hospital, we explore the combined use of experience map and decision factors research to get at the heart of the issue...which ultimately drives clinical volume.
Skip Out on the Classroom: How to Transform Learning in the Clinical SettingHealth Catalyst
EHR and data literacy training can be arduous, time-consuming, and costly. Furthermore, learning science demonstrates that a one-size training approach is ineffective and fails to meet individual learners' needs.
Dr. Brent James; Tom Burton, Health Catalyst Co-Founder; Bob Burgin, CEO of Amplifire; and leaders from UCHealth share how they developed an EHR training solution that shortens time to proficiency, significantly reduces costs, and keeps clinicians where they are needed most—on the floor with patients.
During this webinar, you will learn about:
- Advances in learning science that are transforming training and learning in healthcare organizations.
- Evaluating your competency gaps in clinical practices, EHR use, analytics, and improvement literacy.
- Developing a business case for a more effective training approach that could save your organization millions of dollars and deepen analytics, improvement, and clinical learning across your organization.
Similar to Why staff are leaving your health system (20)
Compliance is an essential part of HR, but it is always the bare minimum and should be assessed and analyzed as part of an overall culture strategy. Issuing a policy that says "We don't discriminate" is not the same as a comprehensive inclusion and diversity program.
Following the rules and filing reports are just part of creating a work environment where compliance happens on the way to larger goals for learning, performance, and wellness. But since HR never has to make the business case for compliance, it can be a persuasive approach to larger culture initiatives.
In this presentation, we survey compliance issues, who they affect, and why it's essential to see compliance as a culture issue.
You will learn:
- What compliance issues create risk for the organization.
- What compliance issues create risk for employees.
- Why people are the most important aspect of all compliance issues.
- When compliance problems are symptoms instead of causes.
- How to approach different compliance issues using tech, training, coaching and data.
- How to make compliance an effective part of a comprehensive approach to work culture and strategy.
The original webinar featured Mike Bollinger, Vice President-Thought Leadership and Advisory Services, Cornerstone OnDemand and Heather Bussing, Employment Attorney and Principal Analyst at HRExaminer.
Cornerstone has been spending a lot of time gazing into our crystal ball and thinking about the future. More specifically, how organisations like yours can navigate the future and prepare for the emerging Skills Economy. The way we see it, we are at a critical juncture where the world is experiencing a major shift in the way everyone works and learns.
The most successful companies continually reinvent themselves during these times of disruption. And continually developing their talent is the differentiator. No matter what sector or industry, increasing employee's knowledge, skills, and abilities in this continually changing environment is fundamental in futureproofing success.
In our webinar, we explore the increasingly fluid nature of learning, the skills workers will need to learn, and how leaders can build a culture of learning from the top down.
Coffee with Cornerstone: How to Deliver Training to Franchisees and DealersCornerstone OnDemand
You know that educating your network of franchises, dealers, and partners is critical to your organization's success, but how can you best deliver training to an external audience?
Grab a coffee and join Cornerstone for a discussion and demonstration of some of the latest trends in franchisee and dealer training.
During the webinar, you'll see how you can:
• Deliver training content to franchisees and dealers
• Measure the impact of your training programs
• Generate revenue from training courses
HCI Webinar: Changing a Company Culture, One Technological Performance Module...Cornerstone OnDemand
Sometimes the best systems aren’t all in place when it comes to talent management. Processes may need improvement and people likely want more support, but a knowledge gap and lack of experience in change management blocks companies from adopting the finest practices and implementing helpful technology. Success, as seen by leaders, is achieved by doing what works best for the business. Top managers take on the constant task of determining how to make each process more efficient and improve what’s needed to maximize productivity.
The Evolution of HR: Embrace an Analytics Mindset to Unlock HR’s PotentialCornerstone OnDemand
Highlights:
• Approaches for developing an analytics mindset and a culture of curiosity about talent
• The art of interpreting and visualizing analytics outcomes
• How to craft a compelling story to drive change, starting with where you are today and how to achieve the talent future state
Learning objectives:
• What is the VUCA world?
• Evaluate what areas of HR will be impacted by changes.
• Establishing and advocating for needs of HR and your employees.
• Aligning processes with the new initiatives in your organization.
Big data is not only transforming the way we make decisions, but also the way that organizations recruit, manage and develop their people, driving engagement, innovation and productivity to new peaks.
Explore the future of cloud-based human capital management, and demonstrate how what you do today will influence and energize your company for decades to come.
Sarah Brennan, Principal Consultant, Talent Acquisition at Cornerstone OnDemand, provides easy-to-understand insights on:
o Evolution of the role of recruiting in business from reactive to strategic partners
o How a unified approach to looking at talent acquisition can benefit core HR and business drivers
o The impact employment branding and candidate experience have on influencing employee engagement and retention (and vice versa)
Presented by: Mike Erlin, Managing Director, Australia & New Zealand
Some questions we answer:
Compliance
•Where do the highest risk levels reside & why?
•What are my risks if employees do not finish a course on time?
Succession Planning
•Which employees are ready for a new role?
Career Mobility
•What are possible career paths based on current role and career interests?
Employee Growth
•What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
•What courses drive the most impactful development?
•How can I effectively assign courses & optimise our catalog?
Embracing Disruption: How One Multinational is Changing its ApproachCornerstone OnDemand
Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives.
Emerging Trends in Learning & Performance: Shift Your Performance Discussions...Cornerstone OnDemand
In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.
In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.
Learning and Business Impact: Making the Case through Metrics and AnalyticsCornerstone OnDemand
Proving the impact of a single learning investment is relatively easy. Answering the broader question of "What impact is L&D having on the business?" is hard.
Revising your Enterprise Learning Strategy: It Starts with CommitmentCornerstone OnDemand
As a $1 billion growth company, AthenaHealth had grown rapidly over a relatively short period. As a result, their learning and development department was faced with new challenges related to leadership commitment, employee engagement and scalability to support the organization’s pace of change. During this spotlight webinar, AthenaHealth’s chief learning officer, Karen Hebert-Maccaro, shares how she stewarded the organization into the next phase of their enterprisewide learning strategy, through senior leadership commitment and the development of tailored learning experiences for each employee.
During this spotlight webinar, viewers will learn:
•How AthenaHealth took a contemporary approach in developing their learning strategy.
•Lessons learned as the organization underwent a significant change modernizing the L&D department and introducing a learner-centric culture.
•The risks and rewards in overhauling your organization’s learning strategy.
Emerging Trends in Performance Management: Diagnose, Discern & Develop - Part 1Cornerstone OnDemand
In this session, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand, will explore several emerging trends through examining case studies of companies using these new performance management concepts. Discussing specific actions, Mr. Spake steps us through how to diagnose your current performance strategy, the benefits the latest trends have on employee engagement as it pertains to performance management, as well as discerning between learning activities and development achievement.
Preventing Staff Burnout: Strategies for Happier Staff and Healthier PatientsCornerstone OnDemand
There is a fine line between stress and passion in the workplace. Both require extreme dedication, time and commitment, however, one is not pleasant, while the other, completes the reason for your existence. The term ‘burnout’ in the workplace suggests that people are tired of working to the point that they no longer want to continue at their current pace. We often consider burnout as a ‘bad thing’ in the workplace and overall that is correct, however, this can emanate from both a stressful position as well as a passionate position.
According to of a comprehensive study conducted within the nursing ranks, there are three types of stress; eustress, distress and severe distress (i.e. burnout). Eustress is the kind of stress that generates either fear or excitement, often see to be ‘good stress.’ Distress is what we all think of when we speak of stress, the bad kind. Distress generates depression, sadness, and pessimism to name of few. Lastly, severe distress is extreme stress. This is the type of stress that causes emotional exhaustion to the point of coronary heart disease. Stress is no laughing matter and a very real issue in clinical operations. Arguably, organizations must address these issues intentionally and for multiple reasons.
In this session, Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss the challenges of dealing with both stress and passion in the workplace, both leading to staff burnout. He will go over the causes of stress in the clinical workplace as well as some struggles to help alleviate some of the issues.
Shifting Away From Annual Performance Reviews to Increase Productivity and En...Cornerstone OnDemand
Discover how shifting away from annual performance reviews can boost employee engagement and productivity within your organisation.
Presented by Geoffroy de Lestrange, Product Marketing Manager, EMEA Cornerstone
Driving Engagement: The Link Between Staff Buy-in and Quality CareCornerstone OnDemand
Employee engagement is good for both the employee as well as the organization; when employees are happy, they’re more productive, and the institution delivers higher levels of patient care while keeping overall costs down. As they say, it’s a win-win. Just 44% of healthcare workers are engaged (HBR) and engagement was the top variable for mortality rates (Forbes). What might be a good solution to boost engagement?
The crux of this issue is that employee engagement is 'over' defined. Search for the term on Google and you will get a myriad of definitions that lead to confusion about what you’re trying to solve and how to solve it. In this webinar, we will address the history of employee engagement, where the confusion lies, and implications for the clinical staff relevant to competency and patient outcomes. We will also propose some areas for immediate focus to get ahead of this issue.
In a similar format to Part 1 of this series, the webinar will address a strategic view of employee engagement, while attendees will receive an eBook describing some practical steps to increase overall employee engagement. Click here to access previous sessions:
Our presenters for Part 1 will be Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services and Lynn Howe, Regional Sales Manager for Cornerstone on Demand. Dr. Tonkin has over 25 years of experience in human resources challenges and focuses on the Healthcare sector for Cornerstone. Howe, RN, MS, CEN, and CCRN is a Registered Nurse, former Director of Education with 30 years of clinical experience, holds a graduate degree in Human Resource Management and is currently a regional sales manager in the healthcare vertical.
Onboarding in Healthcare that Sticks: It's More Than Just the PaperworkCornerstone OnDemand
Unfortunately, staff turnover in the healthcare industry has now become a characteristic of the sector. Research reports that half of the nurses leave their current positions after two years. Care centers report significant turnover that equates to a $7 million a year problem. Adding to that is a two-headed dragon: the workforce that is retiring 10,000 people per day, yet the average adult lifespan is increasing.
That’s why Cornerstone OnDemand is proud to present a four-part series that addresses weaknesses in employee development to shine a light on a persistent, yet fixable problem.
The first of the series will address onboarding issues. We know that hospitals on board their employees in just one day. The rationale for this timeframe is that healthcare in America is a ubiquitous industry; however, many onboarding programs in hospitals disregard the fact that each institution holds different values, beliefs, and shared norms, many of which can’t be fully addressed in one day.
Join Tom Tonkin, Principal Consultant, Thought-Leadership and Advisory Services at Cornerstone OnDemand, for the first webinar in our series on staff burnout in healthcare and how to treat it across the entire employee life cycle! Topics covered in this webinar include:
-The importance of strong onboarding on day 1
-How to set clear goals and expectations from the beginning
-The importance of opening up job-roll-specific training early in the onboarding process
Performance, Comp, Succession First Looks - Oct. 16
Why staff are leaving your health system
1. Preventing Turnover: Four
Reasons Staff Are Leaving
Your Health Care System
Steve Dobberowsky, Principal Consultant, Cornerstone OnDemand
Rebecca Parker, MD, Board Chair, American College of Emergency Physicians
2. Today’s Webinar Speaker
Feature Speaker
Dr. Rebecca Parker - MD, FACEP, and Chair of The American
College of Emergency Physicians Board
Moderator:
Steve Dobberowsky - Principal Consultant , Thought
Leadership & Advisory Services at Cornerstone OnDemand
3. Today’s Agenda
1. Overview of Current State of Healthcare
2. Turnover As a Major Challenge
3. Four Reasons Driving Turnover in Healthcare
4. Feature Speaker – Dr. Rebecca Parker
a. Observations & Recommendations from a Physician’s Perspective
5. The Opportunity for Unified Talent Management
6. Q&A
4. 4
The Workforce is Changing
Proportion of the population
aged 60 years+
20202010200019701950
8%
9%
10%
15%
21%
In 2020, half of our workforce
will be Millennials
50%
5. 5
Healthcare is Also Changing
Key Driving Forces:
• ACA & Healthcare Reform
• Rise of ACOs, Shifts to Value-Based Payment, and Population Health
Mgmt.
• ‘Big-Bang’ Changes
• Transition to EMRs & Meaningful Use and ICD-10 Cutover
• Shifts in the U.S Population
• Newly Insured & Retiring Baby Boomers
• Increasing Provider Shortages
• Aging Workforce and Limited New Entry
6. 6
Consequences of High Turnover
Staff Turnover Directly Impacts:
• Ability to Fulfill Mission & Provide Quality Care
• Excess Costs & Missed Revenue
• The Patient Experience
• The Organization’s Reputation
7. 7
Four Reasons for Staff Shortage
1. Shortage Leads to More Shortage
2. Toxic Employees & Importance of Building the Right Team
3. Lack of Clear Onboarding Practices
4. Poorly Supported Change Management
8. Preventing Turnover – From
the Physician’s Perspective
Rebecca Parker, MD, FACEP
Chair, ACEP Board of Directors
8
9. 1. The Physician Shortage
36% of all physicians in the U.S. are 55 or older
11% of physicians 50-65 years old suggest they will retire in the
next three years
17% suggest that they will significantly reduce their practices
Source: American Medical Association
Challenge
10. Physicians Feel the Shortage Squeeze
Merrit Hawkins’ 2014 Physician Survey - Changing of the Guard
81% physicians feel overextended/full capacity
Only 19% have more time for patients
44% take on more step to reducing access to patients
39% accelerate retirement because of changes
72% believe there is a physician shortage and more GME funding
is needed
Challenge
11. Hospitalist Boom
Surgery and OB Laborists
Increase in Diversity of the Physician Workforce
Earlier Recruitment of Residents and Fellows
Increased Signing Bonuses, Loan Repayment
Quality of Life Becomes Top Priority
Factors Impacting Recruitment
Challenge
13. Candidate Sourcing
“How Physicians Search for Jobs”
347 responses / 2,000 sample
(17%)
Final year residents and those in
practice 1-3 years
Source: NEJM, “How Physicians Search For Jobs” 2007
Sources for Job Search – Top 6
Personal/Prof. Referral 81%
Physician Recruiters 74%
E-Mail 72%
On Line Job Sites 71%
Classified Ads 70%
Residency Staff 69%
Recommendation
14. 2. Building the Right Team
Interview with Coach Pat Fitzgerald
Challenge
15. It All Begins with Recruiting
Academics
Character
Leader on and off the field
Willing to go outside comfort
zone
Shares vision of striving for
excellence
“What do they do when no one
is looking”
Player skills
Recommendation
16. Help Become the Best They Can Be
Teach about being on a Team
Servant Leadership
Prioritize inner character
Small groups with leadership
council
Recommendation
17. Promote Team Engagement
Get to Know the Team
Weekly with nursing leader counterpart
Monthly departmental meetings
Monthly c suite meetings
Quarterly physician/APN/PA dinners
Provide Structure
Established regular meetings
Establish regular communication methods
Continue rounding
Recommendation
18. Focus on Team Mentoring
Managing Individual Team Members
Coaching versus Mentoring
Understand the role they play and knowledge
Help discover their talents
Match abilities and interest to topic
Understand their diversity
Gender
Generational
Cultural
Recommendation
19. 1/23/2015 Sheryl Sandberg: Why we have too few women leaders | Talk Video | TED.com
Log
Sheryl Sandberg:
Why we have too few women leaders
TEDWomen 2010 · 14:58 · Filmed Dec 2010
Subtitles available in 44 languages
View interactive transcript
Emphasize Diversity
Recommendation
22. Maintain a Positive Atmosphere
When it doubt, round
Follow up, follow up, follow up
Thank you notes work wonders
Have private conversations
privately
Honesty goes a long way
Always do what is right for the
patient and you can never be
wrong
Recommendation
23. 3. Lack of Dedicated Onboarding
New hires lack healthcare system “culture knowledge”
Lack of transparency in expectations and measures of success
Lacking communication from supervisors
Need dedicated time and resources
Challenge
24. Focus on Onboarding Practices
Crucial for retention
Set up process
Checklist
Set expectations
Provide training and resources
Recommendation
25. The 90 Day “Test Drive”
Engage: Engage the provider and their spouse and peers to increase
the cultural and community fit and connection.
Mentorship: Assign a mentor to the provider.
Set Expectations: Set clear expectations for the provider.
Training: Provide resources for any training needs. Make sure during
“90-day-test-drive” that the provider is getting support.
Feedback: Get feedback from the Provider to improve the practice.
Provide feedback during the “90-day-test-drive.
Recommendation
26. Goal Setting
Prioritize Issues
Rounding logs
Standardized goals
Tools to engage (e.g. LEAN)
Research and identify benchmarks
Set reasonable expectations
Develop Action Plans
Review with Key Players
Recommendation
27. Many organizations are undertaking major organizational
initiatives (consolidation, ICD-10, EMR conversion)
Poor change management lead to staff feeling:
Unprepared to do their job
Overwhelmed by the change
“In the Dark” with what is going on
Unsupported by the organization
27
4. The Need for Change Management
Challenge
28. 28
52% 50%
43%
34% 33%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Developing skills as a
physician
Keeping up with new
technology and info
Continuing education
within specialty
Remaining
comfortable
w/specialty choice
Compliance w/new
healthcare
regulations
Most Pressing Professional Issues
Top 5 Professional Concerns
ACEP 2013 Member Survey
29. 29
Top 5 Personal Concerns
ACEP 2013 Member Survey
75%
59%
33%
24% 23%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Maintaining Work
Life Balanace
Trying to build wealth Being Overwhelmed
w/workload
Upcoming Retirement Unsettled over
personal options
(finances, family, etc.)
Most Pressing Personal Issues
30. Physicians want to participate
Tools needed:
Leadership training
Leadership Council
Answer the “Why”
On the ground approaches: Standard work/LEAN
Rounding
Feedback and follow up
30
Change Management Essentials
Recommendation
31. Team Mentoring
Team goals and mission established
Recruit your Leadership Council
Break projects in to teams with
leaders
Recruit your teams from your
rounding knowledge
Match skills and interest to
assignment
Allow these groups to brainstorm
and give input
Recommendation
32. Team Mentoring
Support your leaders
Review action plan
Help them identify the solutions
Set a timeline and help them be accountable
Each shift/room is a small group of leaders
Team leaders: physician/charge nurse
Goal: taking care of patients
Recommendation
33. Focus on Work-Life Balance9/13/2015 Stanford’s “time banking” program helps emergency room physicians avoid burnout | Scope Blog
Published by
Stanford Medicine
Emergency Medicine, Health and Fitness, Mental Health
Stanford’s “time banking” program helps
emergency room physicians avoid burnout
Holly MacCormick on August 21st, 2015 No Comments
For emergency room doctors, few things are more
important than time. They’re trained to work quickly and efficiently to gain the moments, minutes and hours
that can be the difference between life or death for a patient. Yet, few ER doctors have the luxury of time in
their personal lives.
According to a 2012 study, physicians’ work weeks are roughly ten to 20 hours longer than that of other
professionals. This means that it would take the average professional about a year and a half to accomplish
what a hard-working physician does in a single year. With a schedule like this, it’s no wonder that burnout is
an issue for many physicians.
So, Stanford’s Department of Emergency Medicine adopted a “time banking” program that allows doctors to
log the time they spend doing often under-valued activities, such as mentoring and covering colleagues’ shifts,
to earn credits for the work and home-related services that would normally gobble up their free time.
Recently, the Washington Post highlighted this time-saving initiative in a story featuring emergency
Recommendation
34. Leadership
Leaders are made, they are not born. They are made by hard effort, which is the
price which all of us must pay to achieve any goal that is worthwhile.
37. How Can UTM Help Healthcare
Challenge Cornerstone Offering
Staff Shortages Recruiting & Onboarding
Building the Right Team Recruiting & Selection
Lack of Clear Onboarding Onboarding
Poor Change Management Learning & Performance
Cornerstone also offers a full range of Advisory Services