GI Unit Leadership: (Re)Starting Your Quality Program (On-demand) | February 2023-04_Sauls

04_Sauls_Personnel Recruitment Training

Pdf Summary

This document discusses effective recruitment and training practices, as well as strategies for handling disruptive employees in a healthcare setting. The author emphasizes the importance of optimizing the recruitment process by carefully selecting candidates and conducting thorough interviews. Key elements in successful recruitment include being realistic about job expectations, identifying warning signs from applicants, and involving informal leaders in the training and competency processes. The document suggests that larger practices may benefit from having a recruiter on their HR team, while smaller practices can consider using search firms for recruiting quality staff. <br /><br />In terms of training, the author recommends having formal training outlines and schedules, using standardized skill check-off and competency forms, and engaging staff in the development of training processes. It is also suggested to tie training to a clinical ladder and incentivize performance and certifications. Annual evaluations and setting goals are important for retention and development.<br /><br />When it comes to handling disruptive employees, the author advises against hiring them in the first place and emphasizes the need to be cautious when considering transfers or employees who need a break. Disruptive behavior is defined as conduct that interferes with the effective operation of the unit, while dangerous behavior poses a threat of harm to others or the environment. Immediate intervention is required for dangerous behavior, with zero tolerance and termination being necessary for the safety and well-being of patients, staff, and the practice. Policies and procedures should clearly define disruptive and dangerous behavior, and employees should sign off on these definitions during onboarding. Best practices for handling disruptive employees include counseling, specific written performance improvement plans, documenting the process, and following up with meaningful feedback.<br /><br />In conclusion, this document provides guidance on optimizing personnel recruitment and training, as well as strategies for addressing disruptive employees in a healthcare setting. The importance of careful selection, effective training, and clear policies is emphasized throughout.

Keywords

recruitment

training practices

disruptive employees

healthcare setting

job expectations

formal training

dangerous behavior

zero tolerance

policy and procedures

counseling