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
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
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.
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.
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.
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.
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.
Mobile. Analytics.Assess Succession Plans
Analyze staff capabilities including compliance with educational and institutional requirements. Track bench strength and succession slate readiness.