Piedmont's former human resources chief is retiring.
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This is what rebuilding a workforce looks like. In his newest letter, St. Charles CEO and President Dr. Steve Gordon explains how St. Charles has taken steps to rebuild and significantly bolster our retention and recruitment efforts. The graph below shows that these measures are steadily paying off. The difference between those numbers – 95 more hires than departures in October – is the highest it has been in a year. Year to date, our number of voluntary departures and our number of new hires are vastly improved compared with during the pandemic. When we say our priority is our people at St. Charles, we mean it. The progress we are making with our workforce is proof that we back that belief up with action. And we take action because we know that to provide the best possible care for the communities we serve, we need world-class caregivers. Read the entire letter at our website: https://bit.ly/3uMQVT7
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Leadership & Confidence Coach for Senior Living Leaders|Speaker|2023 Bridge the Gap Ambassador|Aspire for More with Erin Podcast Host|Senior Virtual Health Director of Client Services
"A service business is about service. It is where hospitality and healthcare intersect in our industry." Loe Hornbuckle Service based industries are brutally affected by staffing shortages, quiet quitting and no call no shows. Senior living is a service based industry that is struggling with all 3 staffing concerns. People in a service based industry need to be seen and heard, because it is harder than ever to be in a service based industry. We cannot give what we do not have. Truth is people are hurting, people are anxious and people want to feel like they belong. None of the desired outcomes (being seen and heard) come from a commoditized business. People are not a commodity. In our business, people are required. What are we really doing about serving our associates in all levels so they can serve the residents? Is the service we give our residents a reflection of the leadership from corporate down? Thoughts?? Link to listen in the comments. #seniorliving #seniorlivingprofessionals #assistedliving #memorycare #podcastguest
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Celebrating Employee Longevity at Old Colony Hospice By John Zalis, Director of Human Resources In the past, it was common for an employee to stay with the same company for many years, sometimes even for their entire career. More recently, there has been a trend of employees leaving a job for a new one after only a few years or even less. Job-hopping used to be seen as a negative on a resume, but lately employers often do not think twice about hiring someone who has had several jobs in a short amount of time. This can make it difficult for a company to establish a corporate culture because there are not enough long-term employees to help develop it. At Old Colony Hospice, we are fortunate to have many employees who have been with the organization for a long time. A Bureau of Labor Statistics study shows that the median length of employee tenure in health care is 3.4 years. Old Colony Hospice's median length of tenure is 5.3 years, almost 2 years longer than the industry average. This is due to several reasons, including having a great organizational culture that focuses on teamwork, respect and providing compassionate care to our patients. We have a remarkable 17 employees that have been with the organization for over 10 years, and 6 that have been employed here for over 15 years! The great environment that makes Old Colony Hospice such a special place to work can be directly attributed to these employees. In 2022, we were once again voted one of The Boston Globe’s Top Places to Work in MA! This would not have been possible without all of our employees, especially those who have been with us for a long time. We would like to recognize and thank our long-term employees for all they have done and continue to do to make Old Colony Hospice such a great place to work! #OCH
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Because of workforce development’s importance, states, regions, and other localities are taking a workforce and talent-based approach to business expansion and attraction. https://bit.ly/3ZydMx2
Workforce Takes Center Stage in Business Development and Expansion - Expansion Solutions
https://www.expansionsolutionsmagazine.com
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Business Operations Management | Sales & Marketing Management | Service Line Management | Complex Problem Resolution | Workforce Management
🚀 Exciting News! 🚀 Join us at the Organization of Nurse Leaders (ONL) Annual Meeting! Stop by our table to discover our AI-driven innovative solutions that help nurse leaders implement impactful strategies for workforce transformation. #NurseLeaders #WorkforceTransformation #AI #StaffingSolutions #ONLAnnualMeeting #HealthcareInnovation #Vayaworkforce
From developing flexible staffing models to technology for AI-driven workforce planning, Vaya Workforce helps nurse leaders implement impactful strategies for workforce transformation. Stop by our table at the Organization of Nurse Leaders (ONL) Annual Meeting to learn more, plus don't miss your chance to enter our giveaway for a Hypervolt Go 2 mini massager. https://lnkd.in/eYmg7-9j
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Thank you, Deaconess Foundation, for being a respected partner in amplifying and helping to collectively advance our shared efforts to find workforce ecosystem solutions that create a better economy for all Northeast Ohio residents. Finding and keeping a job depends on a host of factors, transportation being a critical one. In a guest post for the Deaconess Foundation blog, Fund for Our Economic Future Senior Director of Applied Research Jeffrey Weston Sleasman elevates worker mobility lessons for workforce development, employers and policymakers emerging from our Where are the Workers and Paradox Prize initiatives. "In late 2021, when the Fund launched a large-scale research and analysis effort to better understand “Where Are the Workers” in a time of seismic labor market shifts, the data further emphasized this situation. Only 4% of employers listed transportation as a top HR/talent acquisition strategy during the previous two years and only 3% said it was something they were considering in the next five years." Read more at https://buff.ly/46gXrPA
Transportation Lessons for Better Worker Mobility from the Paradox Prize | Deaconess Foundation
https://deaconessfdn.org
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"Labor shortages will be our biggest problem going forward." Elizabeth Ramey shared some great information on our national and Colorado economies at the IMA Financial Group, Inc. Employee Benefits Summit last week. Labor cycling is a huge problem right now. Employees are moving from company-to-company at an alarming rate with 47% of workers actively looking for new jobs. The primary reason for all this job-hopping--which leaves 9-in-10 employers struggling with hiring--is to find work that empowers well-being, especially financially. Imagine if work didn't just offer a paycheck, but actually made every dollar worth more. Imagine if benefits had a human guide making sure everyone chose and used them optimally and based on their unique circumstances. Imagine if everyone was connected to the right resources--like government benefits, nonprofit programs, and private solutions--at the right time. Work can be the place you go to access well-being. We do this for organizations and their people at ProsperBridge, and any employer can do it with or without our assistance. Let's make this vision of work a reality! Thank you to Laura Earley, CEBS, ISCEBS Fellow, Peter Sustr and the whole team at IMA for making this event such a success. #futureofwork #peopleovereverything
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The University of Vermont Health Network has been named one of America’s Best Employers on Forbes’ annual state-by-state list, which includes organizations of many types, including hospitals and health systems. To create the list, Forbes partnered with market research firm Statista to survey more than 70,000 employees at companies in all 50 states and the District of Columbia. Participants evaluated their employer based on working conditions, compensation, diversity, potential for advancement and were asked if they would recommend their employer to others. The UVM Health Network topped the list in Vermont, followed by Home Depot, the University of Vermont, the State of Vermont, and GlobalFoundries. As the national workforce shortage continues to impact health care organizations nationwide, the UVM Health Network has been hard at work providing educational and training initiatives, analyzing compensation and negotiating wage increases, offering sign-on and referral bonuses, partnering with local developers to invest in housing and childcare for our workforce, and other efforts to improve employees’ experience and recruit new colleagues. For more information on this work, visit https://lnkd.in/gvda8sJr.
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Senior Executive Healthcare Leader | LinkedIn Top Voice | Purchased Services KOL | Consultant | Growth Strategist | Talent Mentor
Is your organization struggling with retaining good staff? Excited about my latest blog post around the current state of #workforce challenges, specifically how #healthcare is affected. In part 2 I'll share what I believe is the key to identifying, hiring and, most importantly, retaining highly skilled RNs who embrace the mission of delivering world-class healthcare. Excelerant Consulting, LLC #workforcesolutions #purchasedservices #staffretention
Excelerant Consulting, LLC Partner Jeff Little just published a new blog exploring the challenges of attracting and retaining workers in this post-pandemic environment. Read part 1 at the link below, with part 2 coming soon! #medtech #medicaldevices
Where Have All The Workers Gone...? — Excelerant Consulting
excelerantconsulting.com
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