They have been overlooked and underestimated for a long time, but as the Baby Boomers retire, Gen X will be brought to the forefront of the workforce. Check out an NAS White Paper on Generation X and how to attract and then retain this highly desirable talent pool.
Click here to read more.
Wednesday, December 12, 2007
Monday, December 10, 2007
Is There Value in Assessment Testing?
Dr. Kathy Dodaro, Executive Director of NAS Consulting Services, published her findings.
Does pre-employment testing and the use of generic surveys improve an organization's productivity and retention? The Value of Assessment Testing in the Recruitment Process, written by Kathy Dodaro, Ph.D., and Executive Director of NAS Consulting and Healthcare Services, published in the Fall Edition of HR Pulse, the official publication of the American Society for Healthcare Human Resource Administration (ASHHRA), addresses this pertinent issue.
Her article focuses on the correlation between assessing skills and behavior analysis with regards to retention in the healthcare industry. She backs up her findings with a hospital case study that evaluated pre-employment testing and behavioral surveys to see if the results implemented did, indeed, improve the hospital’s productivity and retention. The article also offers advice on avoiding the common mistakes in implementing assessment testing to gauge strategic initiatives.
You can read more articles by Kathy Dodaro, Ph.D., or view her Professional Development Programs, in the Consulting Services Group section of the website. You can also contact NAS for an assessment of your current recruitment strategies.
Does pre-employment testing and the use of generic surveys improve an organization's productivity and retention? The Value of Assessment Testing in the Recruitment Process, written by Kathy Dodaro, Ph.D., and Executive Director of NAS Consulting and Healthcare Services, published in the Fall Edition of HR Pulse, the official publication of the American Society for Healthcare Human Resource Administration (ASHHRA), addresses this pertinent issue.
Her article focuses on the correlation between assessing skills and behavior analysis with regards to retention in the healthcare industry. She backs up her findings with a hospital case study that evaluated pre-employment testing and behavioral surveys to see if the results implemented did, indeed, improve the hospital’s productivity and retention. The article also offers advice on avoiding the common mistakes in implementing assessment testing to gauge strategic initiatives.
You can read more articles by Kathy Dodaro, Ph.D., or view her Professional Development Programs, in the Consulting Services Group section of the website. You can also contact NAS for an assessment of your current recruitment strategies.
Healthcare - Get in on the second phase of our three-year metrics study.
How does your organization measure up?
While there’s really no absolute measure that defines a healthcare organization’s ROI related to human capital expenditures, there are measures that provide a viable scorecard for tracking improvement. These include techniques for comparing your organization to organizations of like size, as well as quantifying more intangible issues such as employee engagement and productivity.
If you’re like many healthcare professionals who struggle with complex or antiquated HRIS and Applicant Tracking Systems, then you’re someone who would benefit from becoming a member of the NAS Strategic Metrics Council Study.
Where to start? First, collect data you think will help us understand your needs, goals and expectations. Then, give your NAS rep a call to register. In January 2008, we’ll begin accepting data from our hospital members, via our Web-based survey, for the second phase of our three-year study.
The NAS Strategic Metrics Council was formed to provide benchmarks that measure healthcare recruitment performance. Results can be used to grow, develop and improve HR initiatives. Register now and we’ll get you started with an in-depth review and analysis of your existing recruitment and retention practices.
Contact us today or call us at 1-800-NAS-HEALTH.
While there’s really no absolute measure that defines a healthcare organization’s ROI related to human capital expenditures, there are measures that provide a viable scorecard for tracking improvement. These include techniques for comparing your organization to organizations of like size, as well as quantifying more intangible issues such as employee engagement and productivity.
If you’re like many healthcare professionals who struggle with complex or antiquated HRIS and Applicant Tracking Systems, then you’re someone who would benefit from becoming a member of the NAS Strategic Metrics Council Study.
Where to start? First, collect data you think will help us understand your needs, goals and expectations. Then, give your NAS rep a call to register. In January 2008, we’ll begin accepting data from our hospital members, via our Web-based survey, for the second phase of our three-year study.
The NAS Strategic Metrics Council was formed to provide benchmarks that measure healthcare recruitment performance. Results can be used to grow, develop and improve HR initiatives. Register now and we’ll get you started with an in-depth review and analysis of your existing recruitment and retention practices.
Contact us today or call us at 1-800-NAS-HEALTH.
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