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Best-in-class providers recognize the impact of talent on HCAHPS patient satisfaction scores and are more likely than other providers to develop clear processes to manage workforce performance.* With Oracle Modern Best Practice, you can use mobile, social, analytics, AI, machine learning (ML), and the cloud to ensure that talent goals are aligned with your institution’s business objectives, such as improved patient satisfaction. Track the goals and activities that affect the performance of your physicians, nurses, and administrative staff. Draft, review, and finalize individual goals using private, secure social collaboration. Find out which employees are aspiring to further their careers with automatic status updates of employee certifications and education, for example, an informatics degree. Proactively address turnover by identifying employees with a high risk of leaving.
*Aberdeen Group: Workforce Management in Healthcare: Taking Care of Talent and Patients, December 2015.
Define and align employee milestones and goals to organizational (e.g. clinical, quality, research, business) objectives, including relevant succession plan needs. Review goals and milestones regularly via dashboards.
Review talent profile and career plan to cross reference evaluation with any relevant career goals. Employee shares with manager the first draft of objectives for achieving set goals.
Use embedded, secure social collaboration to enhance goal processes and increase likelihood of success. Goal processes can include QA, pharmacy, and/or credentialing areas for upcoming TJC/NCQA (re)certification.
Agree and finalize objectives based on feedback.
Employees (e.g. admin staff, nurses, physicians) conduct self-evaluation to measure performance on goals and competencies. Update talent profile with competency and career goal changes.
Employee identifies and asks relevant co-workers and colleagues to provide feedback on individual performance.
Review feedback from others, perform a fit/gap analysis on relevant pre-defined competencies and update evaluation validating attainment. Provide performance reviews, finalize evaluation, and update career plan.
Predict voluntary turnover by analyzing risk of leaving and performance and determine which recommended pre-emptory actions to take. Motivate and retain top performers.