Recruitment And Retention Of Talent In Healthcare by Informa Middle East

Recruitment And Retention Of Talent In Healthcare 25 â&#x20AC;&#x201C; 28 September, 2011 â&#x20AC;˘ Kempinski Hotel, Mall of the Emirates, Dubai, UAE

3 LEARNING OBJECTIVES 1. Transform your organisational performance through an effective talent planning and development strategy 2. Reduce staff turnover, and the associated costs, by implementing performance management and reward strategies and grow your human capital by using the right long-term incentives 3. Attract top talent to your hospital and become the hospital every professional wants to work for using effective employer branding strategies

ORGANISED BY

OFFICIAL REGIONAL RECRUITMENT PARTNER

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Recruitment And Retention Of Talent In Healthcare 25 – 28 September, 2011 • Kempinski Hotel, Mall of the Emirates, Dubai, UAE Meet Your Expert Course Leader B Benedict Stanberry has held healthcarerrelated positions in legal practice, a academia, management consulting and p politics as well as being a senior executive iin a number of healthcare organisations. O Originally trained as a lawyer, Ben has both b bachelors and masters degrees in law, was a faculty member of both the law school and business school at Cardiff University and was named Welsh Lawyer of the Year in recognition of his healthcare advisory work with the Welsh Assembly Government and European Union. Following a move to management consulting in 2001, Ben led the provision of healthcare advisory services to numerous public and private sector organisations and worked extensively with the institutions of the European Union, the European Space Agency and the World Health Organisation. He was an adviser to several government health ministries and interim chief executive of a Brusselsbased NGO. Ben was elected to local government in London in May 2006, where his role included the overview and scrutiny of the capital’s healthcare services. In October of that year, he was appointed commercial and legal director of one of the UK’s leading providers of outsourced diagnostic services. In 2008, Ben was awarded an MBA scholarship by Henley Management College, one of the world’s top business schools. Since October 2009, Ben has been a consultant and advisor to numerous healthcare organisations in the Middle East – including the UAE Ministry of Health – and has delivered executive education and training to all levels of healthcare managers and clinicians in the region. Ben is a Fellow of the Royal Society of Medicine and a Member of the Institute of Directors. He is a frequent speaker at both national and international healthcare events and has written numerous books, book chapters and journal articles on healthcare strategy and management.

Course Overview The need for healthcare talent in the Middle East is greater than ever. The region is in the midst of an unprecedented healthcare boom – on healthcare construction projects alone, investments in the Gulf have reached $14 billion and the sector as a whole is forecast to grow five-fold to be worth $60 billion by 2025. Yet talent management in the region’s healthcare sector is already in crisis. There are critical shortages of clinical leaders, high staff turnover rates and serious difficulties in finding and holding on to physicians, nurses and managers who have more attractive options in other regions. If ever there was a ‘Perfect Storm’ in talent management, it is most acute in healthcare in the Middle East. Now, more than ever, healthcare organisations that want to perform and compete at a high level in the region’s healthcare economy need to recruit and keep top staff in a marketplace where turnover is high and qualified talent is scarce. This course will show you how to introduce appropriate hospital-wide talent recruitment, retention and management plans. You will learn how to design, implement and sustain such plans through a mixture of classroom-based lectures, real life case studies and peer-to-peer collaboration. Over four days you will hear genuine thought leadership and develop practical solutions that will be essential if your healthcare organisation is to maintain exceptional standards of patient care through better workforce management and emerge as a winner in the region’s war for healthcare talent.

Delegates at Ben’s courses have stated: “He is an amazing public speaker. He keeps subjects interesting, respects all people’s opinions and somehow encourages people to participate. Most importantly, he’s sincere and believes in what he says.” “Ben is a great trainer. He gave me extra tools for managing my organisation.” “Ben is extremely energetic and enthusiastic; the course reflected his extensive knowledge of the topic and he had a wonderful way of presenting the material.” “I believe it was an excellent course, interactive with a lot of new tools and ideas. It will be important to implement them and for other colleagues to know about its importance. Ben is an excellent teacher.”

971-4-3352437

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Course Timings Registration and coffee will be at 07:30 on Day One of each course. The programme will commence at 08:00 and conclude at 14:30 with lunch. There will be refreshment breaks at approximately 10:30 and 12:30.

Training Method And Style The lead trainer, course designer and technical expert is Benedict Stanberry. Ben has extensive experience providing management development courses to healthcare organisations in the Middle East and is highly regarded by clients in the region. All Ben’s courses are highly interactive, involving a mixture of learning techniques including PowerPoint presentations, role-playing and small group exercises. You will work both as part of a small team and individually – just as you do in your day-to-day roles. Much of your learning comes from working in teams to tackle real life case studies set in hospitals, clinics and health systems from which invaluable lessons can be taken and applied directly to the challenges you face in your own healthcare organisations.

Day One An Introduction To Talent In Healthcare You will look at the healthcare employment market and identify the key challenges and opportunities that impact recruitment and retention. You will explore how these factors interact with a healthcare organisation’s internal culture to create the working environment within which it must manage talent. Fundamental to your learning will be an examination of the different approaches hospitals and clinics can take to the alignment of organisational strategy with talent management practices. • Why would anyone want to work for you? – Defining talent, talent management and the talent ‘market’ in healthcare • PESTLEID analysis – External factors shaping talent management in healthcare • Stakeholder and cultural analysis – What does the way you manage people today say about you? • ‘Best Fit’, ‘Best Practice’ and the ‘Resource-Based View’ – Three models for aligning talent management with hospital strategy

Day Two Recruiting And Selecting Healthcare Talent The March/April 2009 issue of the journal “Nursing Economics” reported that as much as 5 per cent of a hospital’s budget may go on paying for nursing turnover costs. In an industry that struggles mightily to find enough talent, turnover among staff that the organisation needs to keep is not only profoundly painful but potentially devastating: it erodes morale, reduces the quality of patient care and ultimately leads to cancelled admissions and ward closures. Day 2 starts with an examination of the role of employer branding in turning a hospital or clinic into an ‘employer of choice’ and reducing staff turnover. You will then go on to examine the importance of competency frameworks and how to apply them to the recruitment and selection process. • Employer branding – The benefits for healthcare organisations • Building a competency-based recruitment framework in healthcare • The ‘classic trio’ of application form, interview and references – and why they just don’t work!

971-4-3352437

971-4-3352438

Day Three Retaining Healthcare Talent A recent survey by Development Dimensions International, a HR consulting firm and Monster™, an online career site, found a huge discrepancy between the reasons healthcare organisations think their staff are leaving and why those staff are really leaving. Many healthcare organisations believe family relocation or a return to education is the reason most staff leave. Yet the top reasons healthcare staff themselves give for quitting their jobs are a lack of promotion opportunities, insufficient pay, feeling unappreciated and being treated unfairly. Perhaps even more worryingly, according to the survey, two out of every five healthcare staff were already looking for their next job within six months of arriving in their current job! On Day three you will look at how to keep healthcare talent through enhancing motivation, trust, engagement and commitment of staff. • Motivation and management – Understanding what drives staff performance • Performance measurement vs. Performance development – How do progressive healthcare employers motivate and reward staff? • Total reward strategies – The (very surprising) truth about the link between reward and performance

Day Four Development And Succession Of Healthcare Talent On Day four, you will examine the vital role training, development and learning play in enabling a healthcare organisation to grow and retain its talent, achieve its strategic goals and stay competitive. You will look, in particular, at coaching and mentoring as a means of providing effective on-the-job development and consider the challenges and benefits involved in facilitating the learning and development of others. In the final session of the course you will consider how succession planning can assure a seamless transition between managers in senior and important positions. • The learning lifecycle – Identifying learning needs, designing interventions, measuring their effectiveness • Coaching and mentoring – The crucial role of the line manager • Succession planning – The benefits and the potential pitfalls

Who Should Attend? This course will benefit anyone who is involved in decisionmaking that affects how their healthcare organisation finds and keeps staff, including – • Policy-makers and planners from healthcare ministries and authorities • Executives and strategists from organisations that own or operate healthcare facilities: including public and private sector healthcare providers, oil & gas companies and the armed forces • Hospital directors, executives and managers • Owner-managers of independent hospitals, clinics and practices • Medical directors, heads of departments and senior clinicians • HR directors, managers and co-ordinators

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Recruitment And Retention Of Talent In Healthcare 25 – 28 September, 2011 • Kempinski Hotel, Mall of the Emirates, Dubai, UAE FIVE WAYS TO REGISTER IIR Holdings Ltd. P.O Box 21743 Dubai, UAE

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DISCOUNTS AVAILABLE FOR 2 OR MORE PEOPLE CALL – 971-4-3352483 E-MAIL – a.watts@iirme.com BC4103 Event

Course Fee Before 31 July 2011

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Recruitment and Retention of Talent in Healthcare 25 – 28 September, 2011

US$ 3,695

US$ 4,195

US$ 4,495 Interested in running this course in-house?

Course fees include documentation, luncheon and refreshments. Delegates who attend all sessions will receive a Certificate of Attendance.

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Event Venue: Kempinski Hotel, Mall of the Emirates, Dubai, UAE Tel: 971-4-3410000 Accommodation Details We highly recommend you secure your room reservation at the earliest to avoid last minute inconvenience. You can contact the IIR Hospitality Desk for assistance on: Tel: +971-4-4072693 Fax: +971-4-4072517 Email: hospitality@iirme.com © Copyright I.I.R. HOLDINGS B.V.

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If you are unable to attend, a substitute delegate will be welcome in your place. Registrations cancelled more than 7 days before the Event are subject to a $200 administration charge. Registration fees for registrations cancelled 7 days or less before the Event must be paid in full. Substitutions are welcome at any time.