Hill K, Meyer B
Sisters of Mercy Health System, St. Louis, MO, USA.
Health Prog. 1998 Mar-Apr;79(2):29-32.
In 1993, Sisters of Mercy Health System-St. Louis (SMHS), having asked itself what kind of employees it would need in the twenty-first century, established a Worker of the Future Task Force to develop tentative answers. The task force began by making projections concerning healthcare, studying the strategic plans of SMHS's members, and surveying its employees. It learned that the system should help workers see how change could benefit them. Next, the task force studied the cultural history of the Sisters of Mercy, developing from it Six Guiding Principles for the evaluation of employee performance. From these principles, the task force derived Twelve Competencies that SMHS will seek in future workers. In 1995 the system's education leaders, with the aid of an internal training organization, decided to develop 17 training modules based on these guiding principles and competencies. Since then, more than 85 SMHS employees have been trained to help coworkers develop customer service skills and other competencies. SMHS has also incorporated the competencies in its job descriptions and performance evaluations, added the Worker of the Future curriculum to its orientation program for new employees, and is currently developing Worker of the Future training sessions for human resources personnel who interview prospective employees.
1993年，慈悲姐妹健康系统-圣路易斯（SMHS）自问在21世纪需要何种员工，于是成立了一个未来员工特别工作组来制定初步答案。特别工作组首先对医疗保健进行预测，研究SMHS成员的战略计划，并对其员工进行调查。它了解到该系统应帮助员工明白变革如何能使他们受益。接下来，特别工作组研究了慈悲姐妹会的文化历史，从中提炼出用于评估员工绩效的六项指导原则。基于这些原则，特别工作组得出了SMHS未来员工应具备的十二项能力。1995年，该系统的教育负责人在一个内部培训组织的协助下，决定根据这些指导原则和能力开发17个培训模块。从那时起，已有85多名SMHS员工接受培训，以帮助同事培养客户服务技能和其他能力。SMHS还将这些能力纳入其工作描述和绩效评估中，在新员工入职培训项目中增加了未来员工课程，并且目前正在为面试潜在员工的人力资源人员开展未来员工培训课程。
