Transform your quality of work and patient care

Dynamic learning experiences to connect, retain, and grow your members

Memberships are foundational to the success of many associations, and for good reasons — they represent professionals that establish standards and ethics in a given industry and tie into increased revenue. Offering training and development is an effective way to support professional development, build and retain memberships, and generate greater revenue for your organization. Delivering professional development through in-person events is a common strategy for many associations. While they remain a great option, remote and hybrid models are an excellent (and cost-effective) way to engage with your members continually. Providing digital on-demand and live virtual learning experiences creates a new meeting destination for members and can lead to financial payoffs like greater inclusion, revenue, and reduced costs.

Talent Management for Healthcare

In the last few years, our old pals at Bersin & Associates argued that healthcare has lagged behind other industries in adoption and implementation of talent management automation and processes and that many healthcare organizations are working to make up for lost time. (Bersin & Associates 2009 Talent Management Factbook) Any healthcare organization looking to jump-start a talent initiative should keep a few things front of mind: Build with an eye toward integration - E-learning may be a natural starting point for healthcare organizations implementing new talent initiatives, but onboarding, performance management and succession initiatives all benefit from strong tie-ins to a learning management system (LMS). For example, performance assessments can automatically generate development plans for any area where deficiencies are identified. Don’t overlook targeted, formal development programs for employee supervisors. Extra training will prepare them to mentor and coach employees and maximize the value of your investment. Automate job descriptions with a foundation of competencies - Establishing the competencies – the knowledge, skills and behaviors that are used to develop people in your healthcare organization – is a critical step for success of any talent management initiative. In the healthcare setting, it’s a requirement because compliance demands it. Maintaining one set of job descriptions and competencies is one way to integrate multiple locations common in large healthcare systems into a single culture and to build job profiles that will guide career development, training and performance improvement across your organization. You will also find it easier to deliver the ROI because the business impact of career planning is 45 percent higher for organizations with good or excellent leadership competencies. (Bersin & Associates, Competency Management 2008) Build internal talent pools - Every healthcare organization needs to fill positions in critical roles such as nursing, IT and senior management. Yet, suitable candidates are hard to find. Most healthcare employers understand that the only solution is to "grow their own" talent. Implementing appropriate talent management and learning tools and processes makes identification of high-potential employees and development of critical skills far easier to accomplish. Collaborate to build a comprehensive succession strategy - Most healthcare organizations have a critical need to develop their next generation of leadership. The current senior leaders must understand the critical need to address this gap. HR can – and must – play a crucial role in facilitating this conversation, and technology can provide a key assist to identify the gaps and assign development plans for designated successors. Leverage the power of Software-as-a-Service (SaaS) - SaaS technology allows healthcare employers to rapidly implement talent solutions at a far lower cost and with greater operational efficiency than traditional legacy on-premises ERP implementations of the past. The advantages include rapid deployment and easy scalability, and a lower cost with higher satisfaction, as well as less time to ROI. In the end, empowering your people is the essential first step toward addressing talent challenges and delivering safer, higher-quality patient care and satisfaction. Using talent management technology, employers can manage their staffing, training and performance operations with healthcare-specific functionality, including competency-based job descriptions, pre-integrated training and continuing-education content – all in a single, secure location.

Strategies and Tools for Driving Learner Engagement

Many organizations are prioritizing learning to attract, retain, and grow top talent, but implementing the strategies at the right time for the right learner can be tough. Doing it with tight resources, even tougher. Andersen Corporation has experienced this. They knew it wasn’t enough to follow the standard “if you build it, they will come” mentality for learning. In this session, Strategies and Tools for Driving Learner Engagement, you’ll come away with: New ideas from the Andersen team as they share how they’ve been able to achieve a consistent increase in the consumption of Cornerstone Content Anytime (CCA) courses month over month Considerations to help you get started building your own effective communications strategy Tips and tools for executing a sustainable plan that drives continuous engagement and builds a culture of passionate learners In addition to hearing about Andersen’s content journey, you’ll also get a refresher from the Cornerstone team on the learner engagement tools we have available and ways that you can leverage your partnership with Cornerstone to get the most out of your learning content. Watch Now