- Connect forecasting, training, and hiring departments
- Connect programming to health system diversity and outreach goals
Collaboration between human resources, forecasting departments, and organizational learning
Just like pipeline programs, frontline worker training programs can be leveraged to address pressing hiring needs. Hiring internal candidates is more cost efficient than recruiting, vetting, and training external candidates. Moreover, managers already have on-the-job experience with candidates and understand their competencies and skillsets. Connecting employee services, such as coaching and skills assessments to forecasting not only helps in planning, but it also ensures that employees are connected to training opportunities for available jobs within the institution.
Connection to health system diversity and outreach goals
Pipeline programs can provide an important entry point for diverse candidates. But, unless there are ladders up within the institution, they may not make a significant difference in terms of organizational diversity. As articulated by Debbi Perkul, senior workforce development professional at University Hospitals in Cleveland, Ohio: “the trick is that over time we want to continue to push people up once they’re here. The further up we can push people, the more it will add to the organization’s diversity.”1Debbi Perkul and Danielle Price, interview by David Zuckerman and Katie Parker, Cleveland, OH, January 11, 2016, transcript Linking incumbent worker training programs to diversity goals can also help expand the impact of local hiring efforts. Tying diversity goals to training programs can help make the advancement of frontline workers a strategic priority. This principle has helped grow the workforce development programs at Partners HealthCare in Boston, Massachusetts. As they emphasize about their priorities: “Both being more diverse and being more culturally competent are very important…We recognized early that if we’re going to do something both about poverty as a way of improving health and about improving care, one place to pay attention to was our incumbent workers”2Anchor Institution Toolkit Meeting (Partners HealthCare, Boston, MA, January 19, 2016), transcript.
Core elements of building career pathways
- Offer job coaching for new hires and map out potential career pathways
- Provide tuition assistance for trainings accessible to frontline employees
- Locate training programs...
Best practices for facilitating internal advancement
- Utilize a cohort training model focused on specific positions
- Partner with local educational institutions and community organizations
- Provide additional...
References [ + ]
|1.||↑||Debbi Perkul and Danielle Price, interview by David Zuckerman and Katie Parker, Cleveland, OH, January 11, 2016, transcript|
|2.||↑||Anchor Institution Toolkit Meeting (Partners HealthCare, Boston, MA, January 19, 2016), transcript.|