Test the organisation's response to health employee relations under conditions that are less than ideal.
Managing Employee Relations and Professional Conduct in Health Facilities
A structured, applied course in health employee relations — designed to be used the week you return.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
The data supporting health employee relations is usually present but rarely assembled into a decision. Clinical staff will work around a process for the health and pharmaceutical services capability that obstructs care, and they will be right to. Progress on this aspect of health and pharmaceutical services is usually lost in the gap between approval and execution. Cases are chosen to expose the trade-offs in health employee relations rather than to illustrate ideal conditions. It is pitched for practitioners with responsibility for this strand of health and pharmaceutical services, not for observers of it. Participants develop a defensible line of reasoning for the choices they make about the health and pharmaceutical services capability. Where health employee relations is measured, it improves; where it is only discussed, it drifts. Content is organised around the decisions practitioners actually face in this aspect of health and pharmaceutical services, not around theory headings. The final module sets out how progress on the health and pharmaceutical services discipline will be evidenced six months later.
Expected Learning Outcomes
Control cost per episode within health employee relations without shifting risk to patients.
Establish what evidence would demonstrate that health employee relations is under control.
Build continuing professional development sustaining competence in health employee relations.
Handle the trade-offs in health employee relations between speed, cost and assurance explicitly rather than implicitly.
Design medication and treatment safety controls within health employee relations.
Audit health employee relations in practice, not only in policy.
Who Should Attend
Managers with direct responsibility for health employee relations within the clinical service.
Nursing managers and clinical supervisors delivering health employee relations.
Regulatory affairs specialists handling health employee relations.
Accreditation and compliance officers preparing evidence on health employee relations.
Infection prevention and control practitioners covering health employee relations.
Public sector officials applying health employee relations within a regulated framework.
Course Modules
Health employee relations: supply, cold chain and availability
2 sessions · 8 pointsSession 1Reviewing health employee relations when nothing has gone wrong
- Distinguish symptoms from causes when health employee relations underperforms.
- Rehearse the briefing on health employee relations that would follow an incident.
- Build medication safety checks into health employee relations at the point of highest risk.
- Match staffing levels on health employee relations to measured demand across the week.
Session 2Who answers for health employee relations, and to whom
- Establish what evidence demonstrates health employee relations is under control.
- Define escalation criteria for deterioration detected through health employee relations.
- Anticipate the objections health employee relations will raise and prepare the answers.
- Prepare the summary of health employee relations that senior management will read.
Health employee relations: cost, efficiency and sustainability of the service
2 sessions · 8 pointsSession 1What patients actually experience during health employee relations
- Assign responsibility for keeping documentation of health employee relations current.
- Define acceptance criteria for health employee relations in advance.
- Confirm patient data handled within health employee relations meets confidentiality obligations.
- Close the loop: confirm changes to health employee relations improved the indicator they targeted.
Session 2The evidence assessors will ask for on health employee relations
- Verify cold chain and storage conditions for materials used in health employee relations.
- Set the review interval for health employee relations and who attends.
- Record what was learned when health employee relations did not go as planned.
- Set escalation thresholds for health employee relations that work out of hours.
Health employee relations: clinical process design and workflow
2 sessions · 8 pointsSession 1Investigating an adverse event involving health employee relations
- Reduce unwarranted variation in health employee relations between shifts and sites.
- Confirm licensing and regulatory requirements applying to health employee relations are met.
- Establish who is informed, consulted and accountable in health employee relations.
- Map the clinical workflow for health employee relations as it is actually performed.
Session 2Choosing indicators for health employee relations that reflect outcome
- Draft the minimum viable clinical protocol for health employee relations.
- Collect evidence on the present handling of health employee relations before proposing changes.
- Confirm competence and continuing development for staff delivering health employee relations.
- Assemble the accreditation evidence pack for health employee relations.
Health employee relations: confidentiality, consent and ethics
2 sessions · 8 pointsSession 1Getting other functions to support health employee relations
- Establish the boundary of health employee relations and record what sits outside it.
- Define the trigger that would require health employee relations to be redesigned.
- Select quality indicators for health employee relations that measure outcome rather than activity.
- Plan continuity of health employee relations during surge and outbreak conditions.
Session 2Keeping supply and cold chain reliable for health employee relations
- Measure patient experience of health employee relations and feed it back to the team.
- Identify infection transmission risks created by health employee relations and control them.
- Confirm the incident reporting route for health employee relations is quick and non-punitive.
- Plan the sequence in which improvements to health employee relations will be introduced.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.