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Results for “workforce development”

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At least 469 records · Page 26Linked to original sources
PubMed1996

Physician career development: toward building a model.

Virtually no managed care organization provides a comprehensive and integrated program for physician career development. That's the principal finding of a survey we carried out in Spring 1994 in which we interviewed several individuals who have proven instrumental in the creation of career development programs at their managed care organizations. We started our research with the hypothesis that career development programs for physicians--frequently the most highly paid category of employees and the ones often most directly involved in the delivery of health care--should parallel the mission of the organization. In many of the organizations we surveyed, the mission included clinical excellence, managerial competence, research, teaching, community service, and building shareholder equity. While each organization offered some component of career development--usually clinical improvement and management development--very few offered programs that fostered the continued professional development of physicians in other aspects of their missions. In most cases, even in organizations with stronger career development agendas, the programs were passive and were rarely linked to the overall "corporate" goal of the managed care institution. This critical disconnect makes it extremely difficult for health care organizations to develop a workable system of accountability for their career development programs.

Career Mobility↗
PubMed1995

Estimating your educational investments. Tips, tricks and traps.

Education investments will more than likely consume the majority of every restructuring dollar you spend. So start estimating them early. Additionally, ensure they are properly budgeted in the appropriate years. Base your investment estimates on the number of people you intend to educate and the time required to do it. Lastly, when it comes time to actually spending the money, "layer-in" your educational requirements over time, when appropriate educate where the work gets done, and "back-fill" staff only when necessary, always using the least cost approach available at the time. Most importantly, don't undervalue the return on your educational investment. It will undoubtedly be one of the best "moves" you ever make.

Budgets↗
PubMed1991

Pre-employment back injury screening. The employer's crystal ball.

A properly designed pre-employment screening process can prevent unnecessary headaches for the EMS provider and service alike. This article describes various back-screening processes that can help determine whether an EMS responder is at risk of injury.

Back Injuries↗