Pioneer Employer Hospitals: Getting Ahead by Growing Your Own

"The report addressed the following three objectives: 1) assess and describe the range of different types of frontline workforce development programs developed within our eleven case studies; 2) discuss outcomes that resulted from the implementation of these programs, including the return on investment perceived by health care executives and program staff; and 3) address some of the challenges that organizations experienced during the implementation process and in sustaining their programs" (p. 2). (Abstractor: Author)

• Hospitals are investing in frontline health care workforce development in a variety of different ways, including traditional tuition supported credential programs, basic skills programs, leadership programs, and targeted skills development (p.16). • Different types of programs result in different outcomes. “While credentialing programs helped reduce shortages in professional and mid-level staff, targeted skills training improved employee performance and satisfaction. Leadership programs were related to improvements in management, workflow, and care delivery. Basic skills programs helped improve diversity” (p.16). • “Strategies that helped make these programs successful relate not only to the strategic design and implementation of the programs, but also to the significant institutional supports available to workers more generally (e.g., benefits eligibility at .4 FTE and tuition remission) and the hospital culture overall” (p.16). (Abstractor: Author and Website Staff)

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• Resource Publication Date: No listed publication date
• Author(s): No individual author identified
• Organizational Author(s): Washington State Hospital Association
• Funding Source: Hitachi Foundation
• Resource Availability: Publicly available
• Posted by: Wesley Peterson
• Posted in: Workforce System Strategies