TRAINING & EDUCATION
Learn and Develop
Investing in the right skills and knowledge can just be lip service for some
organisations. For care group Belmont
Healthcare, however, it’s a way of life. Adam Hutchison, Managing Director of Belmont Healthcare Group, explains more…
Working in the care sector is oſten underrated as a career. At Belmont Healthcare, we take care work very seriously, and for our employees it isn’t just a job- it is a vocation. Investment in individuals’ career development and training, therefore, is paramount.
You’d think this would be a no-brainer! If individuals are not enabled to do their jobs properly, how can you expect them to deliver an exceptional service? Equipping employees with the right knowledge, skills and confidence to make their own decisions, use their initiative and get on with their jobs is the most important aspect of running a care business.
This is why we have invested in ensuring our employees receive continuous professional development. Our in-house, bespoke training programmes ensure we are developing one of the most skilled and knowledgeable care teams in the sector.
Quality operations are vital to the harmonious running of a care home. For me, it’s a natural progression open to all staff at Belmont Healthcare to receive career development opportunities and move through the ranks, taking on new challenges and roles that benefit them but also the people we care for. Continuing Professional Development (CPD) cultivates a growing care group based on the best quality care staff with the most up-to-date knowledge and social care training. This is so much more than simply meeting much- needed compliance requirements.
Motivating, mentoring and recognising individual talent and personal contributions is an integral component in developing the ideal progressive caring culture.
In a previous job, I remember going to work on a Monday morning with trepidation- even as a senior manager, my heart was full of dread. No organisation rises or falls without the influence of the employees on which they rely on so much, but so many companies focus on performance rather than operations. There are no quick fixes; you have to focus on creating a culture of motivation and loyalty - but once you have this cracked, you’ll never look back.
www.belmonthealthcare.co.uk - 32 - Success Stories
Recent successes at Belmont Healthcare Group have seen Lyselle Tart make her transition from a healthcare assistant to deputy manager and now manager; and Zoe Kendall, initially appointed as a night care assistant, work her way up to manager and then regional operations manager.
Zoe Kendall, Regional Operations Manager for Belmont Healthcare Group:
“I joined Belmont Healthcare as a night care assistant 20 years ago and, with no previous experience, I received the support I needed to work up to the role of manager. Now, as Regional Operations Manager, I have a real sense of achievement as I enter this next phase in a role, I can make own.”
Lyselle Tart, Manager at Sandbanks Care Home: “I started working at Sandbanks Care Home during the weekend whilst at college and then became a full-time healthcare assistant at Sandbanks Care Home. The promotion to manager presents an opportunity to expand my knowledge as I progress in the role, it provides me with a real sense achievement, I very much feel valued and appreciated.”
Belmont Healthcare offers multiple forms of long, short, respite or day care for those in need, specialising in dementia, Parkinson’s and Specialist Elderly Support situated in delightful settings around the coastal areas of Kent and East Sussex.
www.tomorrowscare.co.uk
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52
