FlexIt Inc.的动态

?? Thursday Tune-Up: The Importance of Cross-Training in Healthcare Teams ?? Cross-training is a game-changer in healthcare, especially in high-demand environments. By cross-training staff members, teams can cover each other’s roles when needed, reducing burnout and increasing overall efficiency. It builds flexibility, fosters teamwork, and ensures that operations run smoothly, even in times of high pressure. Not only does cross-training prevent workflow disruptions, but it also empowers employees by expanding their skillsets. In turn, this leads to greater job satisfaction and resilience in healthcare settings. ?? Key Insight: Cross-training allows healthcare teams to be agile and adaptable. Encourage team members to learn new skills and step outside their usual roles. It’s a win-win for both individual growth and organizational success. #CrossTraining #HealthcareEfficiency #TeamBuilding #BurnoutPrevention #ThursdayTuneUp

If you want to be a neuro inclusive workplace and not sure where to start, reach out to the team at Welcome Brain Consulting they have a range of services available and understand how valuable and powerful it is to support ND workers with implementing neuroinclusive strategies. #neuroinclusivity #welcomebrainconsulting #training #neurodiversity #healthydiscussion

The Department of Employment and Workplace Relations (DEWR) will roll out significant updates to enhance Training.gov.au (TGA) on 23 October 2024. For the past 13 years, TGA has been a vital resource for the #VET sector. However, as the platform’s infrastructure has aged, maintaining it has become more challenging. To address this, the department has collaborated with stakeholders across Australia to understand industry needs and ensure the new TGA will support the essential work you do. ? What’s New? The enhanced TGA is designed to be more intuitive, accessible, and user-friendly, featuring: ? Improved usability ? Streamlined interface ? More powerful search features ? Enhanced reporting functions ? Key Information Same Web Address: Training.gov.au will still be your go-to, and most of your bookmarks will continue to work. Manage Notifications: Easily adjust your subscriptions via the "Manage your notifications here" button on the homepage. Webservice Connections: No changes to your existing webservice connections at go-live. Try It Out: Explore the preview version now at beta.training.gov.au. ? DEWR has been actively engaging with industry representatives to prepare everyone for this change, ensuring you have everything you need to make the most of the enhanced TGA. Get ready for a smoother and more powerful TGA experience from 23 October 2024! For more information: Department of Employment and Workplace Relations | LinkedIn ? #TrainingGov #VET #NorthernTerritory #IndustryUpdate #WorkplaceSkills #TGAEnhancements #DEWR

Skills for Care have developed a new induction toolkit to help managers plan and deliver a high-quality induction that fully supports new starters to quickly settle into their roles. Managers have a key role in ensuring new starters are inspired and understand how to put expected standards and behaviours into practice. They also have a role in noticing how staff are working during their induction period, identifying and challenging any behaviour that’s not in line with their expectations, and supporting staff to succeed. The new toolkit will support you to offer a robust induction to fully support new starters and ensure you create the right first impression. The checklists at each stage provide lists of activities to consider with signposts to resources and templates which you can tailor. It draws heavily on what providers across health and social care have told Skills for Care works for them. You can access the toolkit via the link in the post below. ?? #socialcare #staffdevelopment

Interested in wellbeing of the healthcare workforce? What can we learn from wellbeing initiatives implemented during the pandemic? Read on... - ?? Supported wellbeing centres established during the COVID-19 pandemic provided high quality rest spaces and access to peer-to-peer psychological first aid for healthcare workers (HCWs). - ?? We conducted secondary analysis of data from 819 HCWs from an acute hospital trust who completed an online survey as part of the COVID-Well study. Measures included mental wellbeing, job stressfulness, job satisfaction, presenteeism and turnover intentions. - ?? We found that HCWs who had not accessed the wellbeing centres had lower wellbeing, higher job stressfulness, lower job satisfaction, higher presenteeism and were of younger age. Centre use was associated with wellbeing irrespective of job stressfulness. Those reporting presenteeism and who accessed the centre had higher wellbeing than those who accessed the centre but did not report presenteeism . Centre use was not significantly associated with turnover intentions, while job stress and job satisfaction showed significant effects. - ?? We concluded that accessing wellbeing centres was associated with higher wellbeing of HCWs, particularly for those reporting presenteeism. Therefore, the centres may have provided greatest respite and restoration for those present at work but not in optimal health. Younger workers were disproportionately affected in terms of wellbeing, and targeted support for this population is needed. - ?? Strategies to decrease presenteeism and maximise job satisfaction are urgently required. Healthcare organisations should provide rest spaces and psychological support to HCWs for the long-term, as part of a systems-wide approach to improving workforce health and wellbeing. Read more here: https://rdcu.be/dNpQD #Workforce #Wellbeing #Pandemic #Healthcare Joanne Cooper. PhD, MA, BSc (Hons). RN (Adult). FAAN The British Psychological Society Society of Occupational Medicine

Perhaps you need a refresher on a particular element of your job or maybe you would like from-scratch training on something that could enhance your chances of career progression. However, maybe you're worried about the cost and that's why you have put off pursuing it. Did you know that, when you become a HRC Healthcare candidate, you will automatically gain access to our FREE training platform? We have lots of online courses that you can complete at your leisure. These include topics such as: ?????? Moving & Handling ?? Medication ?? Working with Epilepsy ?????? Working with Challenging Behaviour You can choose which topics are of interest to you (and of benefit to you career, of course) and complete as little or as many as you want. You don't have to wait for sign up or funding from your employer and there is no time limit as to when you can access the learning modules, so long as you're a HRC temp. If you would like to speak to me about care roles across Edinburgh and the East coast, drop me an email ?? [email protected] #healthcare #recruitment #training

Are you using your training time investment to help develop/refine resources like your practice manual? Undoubtedly, you and your team invest a lot of time and energy in each new starter. And it’s often at a time when you’re short-staffed – the reason you’re expanding the team… To capitalise on the time spent plus prepare your new team member to perform the role, the training process can present an excellent opportunity to review your training resources and practice or admin manual! Most new starters make lots of notes in their early days. If you don’t already have a manual, their training can include typing these notes. Reviewing what they create, you’ll also spot gaps in their knowledge. If you already have written content, the trainee can be running through this as they’re being trained, and together you can ensure the content reflects the most up-to-date way you do things. The result will be a trained staff member, plus a refined practice manual ?? For more healthcare HR management tips and tricks, follow this link https://lnkd.in/g4BSXTWT #HRManagement #HealthcareLeaders #Documentation

Are you using your training time investment to help develop/refine resources like your practice manual? Undoubtedly, you and your team invest a lot of time and energy in each new starter. And it’s often at a time when you’re short-staffed – the reason you’re expanding the team… To capitalise on the time spent plus prepare your new team member to perform the role, the training process can present an excellent opportunity to review your training resources and practice or admin manual! Most new starters make lots of notes in their early days. If you don’t already have a manual, their training can include typing these notes. Reviewing what they create, you’ll also spot gaps in their knowledge. If you already have written content, the trainee can be running through this as they’re being trained, and together you can ensure the content reflects the most up-to-date way you do things. The result will be a trained staff member, plus a refined practice manual ?? For more healthcare HR management tips and tricks, follow this link https://lnkd.in/g4BSXTWT #HRManagement #HealthcareLeaders #Documentation

This free course pilot encourages frontline practice staff by using peer-to-peer learning. Attendees will be able to take back practical ideas to try in their own practices and feed back on how they have successfully adapted them to fit their working culture. The aim is to offer an alternative to top-down NHS models of working and provide a space for ground-up ideas from people who are actually doing the job. We know practices are under a lot of pressure and want attendees to go away with new approaches that can work within the difficult confines teams find themselves working in. https://ow.ly/wRX050QZOKU

One of my favourite types of projects to work on is a complex service mobilisation!...But what are some of the key things that providers tend to overlook in the midst of mobilising a new service? Often providers only have a few months between notification of award, and the date in which the service must go-live. The mobilisation of 111 / OOO services and UTC’s in particular are often fast-paced and complex projects, making it easy to overlook tasks of critical importance! Some of the things that providers might overlook, or fail to do in a timely manner when mobilising a new service are: 1. Engaging with the commissioner – making time to keep the commissioner up to date with progress, potential challenges and timelines can make things easier later down the line. If your commissioner is kept abreast from the offset, they will have an existing awareness of the position and possible obstacles, and in turn be better equip to help and respond quickly when key issues need unblocking, or extensions on go-live dates need negotiating! 2. Developing a visual pathway & process map – operational and clinical ?teams need to be clear on the scope of the service, patient pathways and overall, what activities happen, when, where, with who, and what systems, documents and oversight should be involved; SOP’s alone are often too lengthy and wordy to provide the quick clarity needed in a new service environment. 3. Taking a pragmatic approach to recruitment and training - the process of recruitment is often initiated too late, and organisations seem to prefer having their new recruits on-boarded and trained at the same time, often meaning that sufficient resource is not in place in time for go-live. Whilst it is convenient and sometimes more cost-effective to on-board and train new recruits simultaneously, a staggered approach could benefit meeting service demand post go-live. It is better to be overstaffed than understaffed, especially in the first few weeks of running a new service, in which inevitable ‘teething’ issues will occur and need ironing out. 4. Updating the DoS - simple, but easily forgotten! Be sure to engage with your DoS lead, and provide information and instructions that are both up to date and clear. If you are interested in learning more about my experience of service mobilisations, best practice approaches, and lessons learned, feel free to send me a message on here, or reach me via email - [email protected]