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

04_Sauls_Personnel Recruitment Training

Pdf Summary

This document discusses the process of optimizing recruitment and training for effective staff selection and development. It emphasizes the importance of finding the right fit for the role and being transparent about job expectations during the interview process. The document also suggests considering the use of recruiters or search firms for quality staff recruitment. <br /><br />For training, the document recommends having formal training outlines and schedules and using standardized skill check-offs and competency forms. It also suggests engaging staff in the development of training processes and tying training to a clinical ladder to incentivize performance and expertise. Additionally, it emphasizes the importance of setting specific goals and providing annual evaluations.<br /><br />The document also addresses the issue of handling disruptive employees. It advises against hiring disruptive individuals and warns against taking transfers from other departments as a solution. It suggests addressing red flags during the interview process, and if an employee isn't working out, cutting ties early on. The document differentiates between disruptive and dangerous behavior, emphasizing that dangerous behavior requires immediate intervention and zero tolerance.<br /><br />Best practices for addressing disruptive behavior include defining disruptive and dangerous behavior in policies and procedures, reinforcing the organization's lack of tolerance for such behavior, and providing examples of unacceptable behavior. The document also recommends having performance improvement plans, scheduling follow-ups, and documenting all interactions with the employee.<br /><br />In summary, the document emphasizes the need for thorough recruitment and training processes, as well as proactive measures for addressing disruptive behavior in the workplace. It highlights the importance of finding the right fit for the role, investing in staff, and taking action when necessary.

Keywords

recruitment

training

staff selection

job expectations

interview process

disruptive employees

dangerous behavior

performance improvement plans

workplace behavior

staff engagement