HRINZ Conference 2005 Working Through Values Working Through Values  

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Day Three – Friday 16 September

2.30pm-3.30pm

C1 Personal Values

   

Values in Careers for Mental Health – a pilot project

Sarah Strong, Bay of Plenty District Health Board

Bay of Plenty District Health Board has embarked on a pioneering project to support the "Employer of Choice" strategy. All staff in Mental Health have the opportunity to be provided with support and expertise in the development of their individual career paths. This initiative has a focus on self–empowerment, ownership and valuing staff – it's about taking control of your career path within an organisation that recognises the importance of a 'sense of purpose' in your work.

Personal values along with other factors are discussed to develop a Career Profile. This is compared with organisational opportunities to help with job satisfaction, staff development and retention. Personal values and beliefs provide insights into "why I work here".

Linkages with existing Human Resource systems impinge on a seamless and succinct delivery. Opportunities have been embraced to contribute information to other workforce development initiatives providing strategic support.

Bay of Plenty District Health Board will share their Career Development programme, including essential tools and resources that are making a positive difference for staff and the organisation.

Career Development and personal values – making it happen for Mental Health.

Bay of Plenty District Health Board has embarked on a pioneering project to support the "Employer of Choice" strategy. All staff in Mental Health have the opportunity to be provided with support and expertise in the development of their individual career paths. This initiative has a focus on self–empowerment, ownership and valuing staff – it's about taking control of your career path within an organisation that recognises the importance of a 'sense of purpose' in your work.

The Career Development system introduced to support staff has been developed to suit individual needs. The occupations within an organisation of 2,800 employees vary greatly and therefore require a dynamic and flexible process.

The development of success measures in quantitative form has been a challenge. Relevant measures are vital for the pilot projects as it may have national implications for similar systems to be implemented.

Personal values along with other factors are discussed to develop a Career Profile. This is compared with organisational opportunities to help with job satisfaction, staff development and retention. Personal values and beliefs provide insights into "why I work here".

Linkages with existing Human Resource systems impinge on a seamless and succinct delivery. Technology assists with gathering information and reporting on trends. Opportunities have been capitalised to contribute information to other workforce development initiatives providing strategic support, such as Succession Planning.

WHY DO CAREER DEVELOPMENT?

  • The impact of stress on professional and family life for members of the Medical profession has been widely studies over the past decade (Firth–Cozens, 1987; BMA, 1995; AMA 2001a). Stress has been associated with poor performance, career changes, "burn–out". Substance abuse, depression and suicide (BMA, 1993; Ritchings et al. 1986)."
  • Research shows 'career indecision" is a contributing factor to stress experienced by the medical workforce and it is suggested that an employee's desire to progress their careers is facilitated, supported and encouraged.
  • BOPDHB Occupational Safety and Health identifies "Career Uncertainty" as a stressor and recognises that "under–utilisation of skill" can contribute to stress (mental harm). BOPDHB has a legal requirement to take all practical steps to prevent mental harm.
  • It has been recognised that paying attention to Career Development contributes to a workers satisfaction with their work environment.

BOPDHB APPROACH

  • Cultural aspects. As we have a diverse workforce, different needs to be considered. The approach utilised with Maori Health employees considers existing protocols, systems and processes to ensure a collaborative approach.
  • Eclectic range of tools and resources. A number of resources have been gathered and developed to individualise the process to meet diverse needs.
  • Continuous Improvement. A pilot group tested the process and provided feedback to improve the systems. Feedback methods are established to continually improve.
  • Focus on the 'Right' people in the 'Right' jobs. Providing assistance and support for self–exploration of traits and preferences.
  • Understanding of career opportunities. Exploring suitable opportunities within BOPDHB; personal and professional development, secondments, job vacancies.
  • Prioritisation of staff for Career Development service. Self–referral or Manager referral using informal systems.

Bay of Plenty District Health Board will share their Career Development programme, including essential tools and resources that are making a positive difference for staff and the organisation.

Career Development and personal values – making it happen for Mental Health.

Sarah Strong, Career Development Advisor, provides organisational career planning to staff in the Bay of Plenty District Health Board, which encompasses both Tauranga and Whakatane hospitals.

Sarah has worked in the Public sector in management roles, and more recently in the private sector providing vocational guidance, one–to–one and in groups. Sarah's qualifications include a Certificate in Quality Assurance, Certificate in Maori Studies and a Graduate Certificate in Career Development.

Experience in Toastmasters has assisted Sarah with delivering professional and valuable sessions to audiences. The topics have included Business Excellence, Motivation and Career Development. Sarah's passion for empowering people to realise and attain career and life goals is evident in her delivery.

Sarah is a Professional member and Treasurer for the Bay of Plenty Career Practitioners Association of New Zealand.

The Career Development Advisor position has resulted from a Workforce Development initiative to assist with the retention and growth of valuable staff. This is a pioneering and innovative role in which Sarah has set a standard at an operational and strategic level for organisational career development systems to support a valued workforce.

C1 Session Indicator    more info

Stream:

Personal Values

Pitch:

All levels

Grunt Factor:

Hybrid

Application:

Results/Outcomes

Style:

Presentation 40%; Q&A 10%; group work 20%; forum 20%; reporting 10%

Type:

Functional/operational


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