No results found

Your search did not match any results.

We suggest you try the following to help find what you’re looking for:

  • Check the spelling of your keyword search.
  • Use synonyms for the keyword you typed, for example, try “application” instead of “software.”
  • Try one of the popular searches shown below.
  • Start a new search.
Trending Questions

Oracle Modern Best Practice for Healthcare Provider—Talent Review to Succession

Providers Must Plan for the Future
Providers Must Plan for the Future

Talent Review to Succession

76 percent of healthcare organizations cited overcoming the skills gap as a significant challenge toward achieving their other operational goals.* Oracle Modern Best Practice helps you reduce talent gaps by enabling you to quickly and easily assess the strengths and weaknesses of your physicians, nurses, technicians, and administrative staff. Using modern mobile, social, analytics, and cloud technology, you can identify staff capabilities through insight-driven, collaborative, and secure interactive online discussions. Use advanced visualization to evaluate your staff’s education, credentialing, certifications, and risk of leaving. Fulfill future market demands (such as expansion into telehealth) by placing staff into talent pools and developing succession plans to prepare for staff adjustments.

*Source: Aberdeen Group: Healthcare Succession Planning: A New Old Essential, December 2016


Review Talent
Mobile. Analytics. Social. Big Data. icon Mobile. Analytics. Social. Big Data.

Review Talent

Assess talent (e.g. nurses, physicians, administrative staff) capabilities through insight-driven, collaborative, and interactive online discussion, on a continuous basis.


Rank and Assess Talent
Mobile. Analytics. Social. icon Mobile. Analytics. Social.

Rank and Assess Talent

Evaluate/calibrate talent using advanced visualization to assess factors, such as education, credentialing, certifications, risk of loss, potential, and past performance.


Placement
Mobile. Analytics. Social. icon Mobile. Analytics. Social.

Review Current and Future Talent Needs

Based on institution approved workforce plans, identify short- and long-term talent needs (e.g. retirements, market expansions, or high turnover ratios) and create talent pools (e.g. to track emerging research leaders or budding artificial intelligence or blockchain experts) or succession plans to track potential gap/fit candidates.


Organize Talent
Mobile. Analytics. Social. icon Mobile. Analytics. Social.

Organize Talent

Place staff (e.g. nurses, physicians, managers) into talent pools and succession slates based on ranking, qualifications (e.g. credentialing, certifications), assessment data, engagement indicators, and reputation metrics.


Analyze Talent Pools
Mobile. Analytics. Social. AI/ML. icon Mobile. Analytics. Social. AI/ML.

Analyze Talent Pools

Discover recommended development needs of talent pool members (e.g. credentials, education) and automated learning paths to address skill gaps.


Assess Succession Plans
Mobile. Analytics. icon Mobile. Analytics.

Assess Succession Plans

Analyze staff capabilities including compliance with educational and institutional requirements. Track bench strength and succession slate readiness.


Get Started