Using the HealthStream Competency Center (HCC) and HealthStream Learning Center (HLC), Baptist Health Floyd has:
- Established an essential, integrated tool for managing and guiding organizational development.
- Created a unique internal program that not only involves the annual evaluation process, but also maintains ongoing professional development, offering tools and development content for employees—using the Professional Development Discussion (PDD) rather than traditional employee evaluations.
- Achieved significant training time savings per employee, 2.5 hours rather than 8 hours on an annual basis, which has freed Human Resources and Development staff to be more creative, make better use of their time, and offer additional development resources to employees.
- Strengthened employee satisfaction and engagement, as evidenced by the organization’s employee retention and satisfaction scores. Employees recognize and appreciate the organizational investment that has been made in their development.
Baptist Health Floyd, a 236-bed hospital located in New Albany, IN has been serving the healthcare needs of Southern Indiana since 1953. It has approximately 2,500 employees and 600 physicians. Baptist Health Floyd is the most recent addition to Louisville, Kentucky-based Baptist Health.
Jennifer Watson, Manager of Human Resources and Development, has used HealthStream for most of her 27- year tenure at Baptist Health Floyd, but still remembers well the cumbersome, manual process that was used for learning management prior to the adoption of an online LMS. The large volumes of paper associated with the manual process made it difficult for the organization to quickly and easily produce precisely what a regulatory agency needed to see. Moreover, the paper that resulted from the manual and face-to-face classroom training approach also required a significant amount of staff time to manage and file.
Because of the intense leadership and employee development programs that we have, we know we are having an impact on patient care. We are able to quickly educate our staff on what they need to do in order to improve. There have been improvements because of the ease of being able to put programming out there in an efficient manner and to track its efficacy.
Baptist Health Floyd has used HealthStream for learning management since 2003 and our solutions are now the basis for a large part of their daily processes. Prior to the LMS implementation, Baptist Health Floyd used a cumbersome and time-consuming paper-based system. Switching to the HealthStream Learning Center (HLC) made it significantly easier to monitor and track training, as required by regulatory agencies. The reduced time required for tracking and measuring key learning and competencies has freed Human Resources and Development staff to be more innovative in their approach to their jobs.
The LMS has helped Baptist Health Floyd to recognize a significant time savings. Prior to implementation of the HLC, employees would typically spend an entire day in a classroom away from their departments, completing required courses. Subsequent to the implementation of the LMS, employees now spend approximately 2.5 hours to complete these same courses. In addition to the time savings for employees, the Human Resources and Development staff can now more efficiently and accurately produce what a regulatory agency might need to see by simply producing the required report directly from the LMS.
The time savings produced by the LMS has also freed Watson and her staff to use their time more constructively. She shares, “We can think differently and be more creative and offer more resources to staff because we are not having to file a bunch of paper and track things manually.” As just one demonstration among many, the organization recently transitioned to a comprehensive development program for employees and leaders at every level. HealthStream has a key role in this development system. Baptist Health Floyd uses the HealthStream Competency Center (HCC) to define, measure, and track both clinical and non-clinical competencies at every level of the organization. The HCC serves as the evaluation tool and basis for Professional Development Discussions (PDDs) that replace traditional performance reviews with semi-annual conversations about competency, performance, and individual employee development progress. “Our combined tool is more productive for employees. It offers real time feedback that is current rather than retrospective relative to performance. It allows employees to gauge their individual level of competency as well as explore real opportunities for both competency and talent development.
Watson has also led the development of Lead University, or Lead U. Along with competencies and performance, Lead University provides tools in the form of classes to help employees grow their competencies. Managers can point employees in the direction of the appropriate development classes and tools and use the HCC to track improvement.
When asked about the impact on patient care, Watson quickly pointed out the importance of employee engagement. “Because of the intense leadership and employee development programs that we have, we know we are having an impact on patient care. We have made significant improvements in such critical areas as use of restraints and wound care. We are able to quickly educate our staff on what they need to do in order to improve. There have been improvements because of the ease of being able to put programming out there in an efficient manner and to track its efficacy.”
In addition to the improvements in patient care, Watson also reports high scores on employee engagement questions relating to development. “People feel like we invest in them with our development program. In fact, some of our highest employee engagement scores are related to these programs. We are able to do this because our LMS helps support us and has freed up time to devote to the creation of some innovative development tools.”