[ad_1]
The 2024 MHA HR Conference brought together nearly 100 healthcare HR leaders to explore innovative recruiting and succession planning strategies and network face-to-face with peers across the state for the first time in four years.
Following panel discussions and learning labs, attendees were provided with innovative, actionable solutions to overcome HR challenges within their organizations.
Groups share their thoughts at the end of the Learning Lab, and individuals share their key takeaways at the end of the activity. Here are some highlights from the event.
- Establish partnerships with educational institutions (K-12, college level and above) and state agencies Collaborate on solutions to labor shortages.
- Leverage government programs and available resources to attract future healthcare talent. Rely on organizations like the Michigan Economic Development Corporation and Michigan Works! Explore partnership opportunities. The MI Hospital Careers website also provides resources and information about healthcare careers.
- Meet candidates where they are. Don’t expect candidates to come to your organization or even your website. It’s important to be where they are and put the content where they are.
- Learn what makes you unique and promote it! Understand what makes you unique as an employer. Is this your culture? Is this your benefit or a training program? Sell your unique value to potential candidates.
- Think outside the box when recruiting. Highlight your organization like never before. Also, please note that this doesn’t end with recruiting – provide new employees with opportunities to build careers and meaningful relationships.
- Connect with individual team members to learn about their goals and career aspirations. To make progress with succession planning, regularly ask employees about their skills, personal career goals and any aspirations, including their willingness (or unwillingness) to become leaders within the organization.
- Intentionally communicate with leadership about potential future leaders. As a follow-up to point 6, don’t wait until there is a management position to fill before reaching out to leadership about team members’ goals and aspirations.
- Use tools that make this process manageable. Use technology to create trackable, frequent conversations between supervisors and employees about career aspirations, strengths, and opportunities.
- Build a culture of trust From top to bottom. Make sure your healthcare team feels supported by leadership at all levels and is comfortable working with colleagues, department heads, and senior executives.
- Reflect on your role as an HR leader in the organization. Consider how others in the organization view you and resolve any inconsistencies between your perceptions and those of others.
At the event, Kerry Ebersole Singh, chief talent and engagement officer for the Michigan Economic Development Corporation, described efforts by Michigan leaders to attract and retain talent in the state.
connect
People interested in connecting with event attendees can use the event app to contact participants and panelists for up to 90 days after the event, including the following individuals:
- Jeremy Cannon, Vice President and Chief Nursing Officer, Kalkaska Memorial Health Center
- Jason D. Graves, System Manager, Recruiting and Workforce Development, MyMichigan Health
- Meleah Mariani, Chief Nursing Officer, Corewell Health Ludington Hospital
- Erin Kujawski, regional director of organizational effectiveness, UM Health Regional Network, UM Health West, Sparrow Health System
- Jeremiah Hodshire, President and CEO, Hillsdale Hospital
- Joel W. McDermott, Vice President of People and Culture, Corewell Health
[ad_2]
Source link