Learning and Development
Texas Health Resources believes that employees want to succeed at work. They want to understand what they are supposed to do and how they can meaningfully contribute – and then excel and be rewarded for their efforts.
Stimulated employees improve organizational health, which is why we make considerable investments in employee development. First, we assess existing competencies through our Performance Excellence Acknowledgement Program, new hire cultural assessments and competency evaluations. This helps us match employees’ strengths, talents and abilities to the right job.
Employees and their supervisors then establish and discuss long-term development plans through MyTalent, an online tool that helps illustrate how daily activities contribute to our strategic plan. MyTalent also provides virtual access to 2,500 courses and development programs that support evidence-based practices.
Additionally, our Center for Learning & Career Development delivers relevant and advanced educational programs that are designed to introduce new skills, procedures and practices; improve decision-making and problem-solving; develop more efficient practices; and help avoid costly mistakes.
Texas Health also:
- Offers preceptorships, residency and leadership programs.
- Reimburses tuition to encourage employees who want to continue their formal education.
- Provides career/academic counseling and leadership forums to help staff advance as they desire.
To enhance our learning and development programs, we solicit feedback from coaches, preceptors, health system leaders and employees. We also evaluate learning effectiveness through skill demonstrations, checklists, job aids, trainer check-offs, exams, surveys, focus groups and interviews.
An aging, diverse population, increases in complex health conditions, advances in medical technologies and treatments, and the numerous implications of the Affordable Care Act have made training and development of clinicians and staff essential to our viability and competitiveness.
Texas Health Resources created a Talent Academy in 2011 that identifies, develops and equips high-potential clinical and non-clinical directors with the skills and competencies they need to become successful leaders. Organizational leaders developed and facilitated curriculum for participants that culminated in systemwide projects to support our strategic plan.
Additionally, we began systematically aligning individual jobs with organizational strategic objectives. Leaders engaged all employees to describe and share how their individual job responsibilities support our mission and strategy. This process is now integrated into our new employee orientation.
Other progress made in 2012 includes increasing participation in clinical education and academic programs by 53 percent. We also developed and facilitated curriculum to support the nursing strategic plan that culminated in systemwide projects.
In 2013, Texas Health plans to:
- Pilot six Leadership Behaviors courses with high-potential physicians in an effort to improve their dialogue with patients and staff.
- Develop and train physician practice managers, who serve as liaisons with physician partners.
- Launch a series of interprofessional clinical practice workshops for nursing and allied health clinicians to improve communication and patient safety.
- Offer enhanced, web-based continuing education opportunities for nursing and allied health employees.
- Develop a performance journal to capture real-time employee feedback on development events and offerings.
- Continue to roll out leadership competency training and implement a new “Fit to Lead” program.
- Standardize stroke training for clinicians and non-clinicians to improve patient outcomes.