EMHS Learning and Organisational Development
Preparing today for the future of work through learning and organisational development initiatives, positioning EMHS as a great place to work.
We are committed to enhancing our workplace culture by ensuring the design of organisational development initiatives are informed by the voice of our employees. We are prioritising the feedback of our staff, signalling the culture we want to see, and identifying how our initiatives contribute to making EMHS a great place to work.
This year, we launched the Plan for Our People, a forward-facing workforce strategy which has been informed by a year-long process of research and gaining insights from our employees. The plan sets out the challenges of the future, articulates how we intend to respond, and identifies the capabilities we need to best position our workforce, our most valuable asset.
Key achievements:
We launched our EMHS staff engagement survey. The survey measures both staff satisfaction and staff engagement factors, including how content staff are with their job and the emotional commitment and investment in the organisation. The insights inform our work and ensure we are addressing what is important to our people.
We have enhanced our flexible work policy and resources to promote flexible work in areas and roles which have been subject to traditional practices, enabling leaders and teams to rethink the norms and reimagine how work can be done differently. We continue to support new ways of working to ensure we enable an inclusive culture.
Our Diversity, Equity and Inclusion team proudly participated in the Public Sector Commission and Curtin University pilot vacation program, offering 6 Aboriginal students valuable placement opportunities during the 2024 vacation period. EMHS is committed to investing in emerging talent, creating pathways for future careers in healthcare. We continue to host our biannual Aboriginal employee forums providing a dedicated event for Aboriginal employees to build connections, strengthen peer mentoring, and focus on professional and personal wellbeing. We are committed to continuing these forums and to be informed by our Aboriginal workforce on how we can work towards cultural competence, confidence and safety.
Our Learning and Development team continues to enhance our professional and leadership development programs by introducing masterclasses in inclusive leadership, managing flexible teams and Aboriginal cultural awareness.
Our digital MyLearning team has successfully trained 536 staff, equipping them with the skills to enrol staff, track attendance and update mandatory skills. This enables accurate data flow to the mandatory training dashboard, ensuring accurate competency compliance tracking. The MyLearning team supports various departments across EMHS and has now created 832 online modules and face to face courses within our learning management system.
