Care staff technology


employees working for companies that offer resources for learning – from workshops to webinars to formal classes – are more likely to feel happier and stay longer than when these resources are not offered. Aligning employees’ performance and


career progression to organisational goals helps improve operational efficiency and productivity, while improving the quality of patient care. To support career development, healthcare organisations should work to understand employees’ goals and create plans to help them reach milestones, checking in regularly on their progress. In addition to goal-based development,


training should also be par for the course for employees to carry out the tasks expected of them in their roles.


The path forward The pandemic has forced many industries to adapt and none more so than the health and social care sector. The use of technology has accelerated to enable people to carry out their jobs effectively and efficiently. In the years to come, many


employees will have a primary workplace, as well as a mix of secondary employment channels. Who we work for, and when and where we work, will be driven by our happiness, productivity and financial wellbeing more than the fading notion of employment exclusivity. This new, technology-driven


environment requires employers and employees to get comfortable working with new systems and tools quickly. At the same time, patient needs are changing – and so are the skills needed to care for them. Healthcare organisations should build


training into their workforce planning to help their people acquire the right skills for today and in the future. Strategic training programs will help employees stay on top of professional certifications and gain the right skills to deliver best-in- class care, leverage advanced technologies, and become good leaders. Thought should also be given as to how this training is delivered. Employees


– especially millennials – increasingly want a consumerised on-demand learning experience where they can easily access modules that are customized to their own needs. Self-serve training can work well to


empower workers to drive their own development, lessening the burden on HR teams. In these unprecedented times, there is


an opportunity for greatness. People are rising to the challenges, but we also need to think about the structural changes that are needed in the healthcare sector to support our caregivers. Organisations need to treat employee


wellbeing and engagement as high a priority as patientcare to successfully navigate the changing world of health and social care. To deliver top quality care, our caregivers need to receive top quality support.


References 1 Skills for Care, The state of the adult social care sector and workforce in England, 2020 https://www.skillsforcare.org.uk/adult-


Who we work for, and when and where we work, will be driven by our happiness, productivity and financial wellbeing more than the fading notion of employment exclusivity


28


social-care-workforce-data/Workforce- intelligence/publications/national- information/The-state-of-the-adult-social- care-sector-and-workforce-in-England.aspx.


2 Ceridian, 2021 Pulse of Talent, https://www.ceridian.com/resources/talent -management-strategies-pulse-of-talent- report.


TCHE


Rachel Moffat


Rachel Moffat is an enterprise account executive at Ceridian, helping organisations to engage and care for their Healthcare workforce by using industry-leading technology that drives efficiency, boosts engagement, and fosters continuous care. With over 20 years of experience in the SaaS (software as a service) sector, Rachel’s approach has always been customer driven, helping companies with acquisitions and forming strategic partnerships.


www.thecarehomeenvironment.com• February 2021


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