The Starting @ RSL Care project team formed in late 2009 to understand what was happening in the space of induction and orientation. The team began to learn and apply a new methodology – Human-Centred Design, to understand the problem. At this point in time, the team has been through the first three phases of the Design process: Problem Definition, Discovery-Immersion and Creation.
The current New Employee Pathway has been designed based on the findings from interviews conducted with new employees in July. This pathway outlines the current experience a new employee has when starting at RSL Care. This has led the team to a number of insights/principles that any solution must meet to improve induction/orientation at RSL Care. Ideas have been developed based on this pathway and the findings from the interview process.
The goal - Design a better experience for new employees using Human-Centred Design.
Our client is one of Australia's largest (not for profit) provider of Aged Care Services. In an competitive employment environment, attracting and retaining talented staff is a major focus for organisations. The problem is extremely acute in health and aged care, one of the fastest growing sectors in Australia.
For an employer, developing a ‘differentiated’ employee value proposition has become a strategic priority. An area of concern for our client was the high churn rate of new employees compared to industry averages and extensive analysis revealed that this was having a significant business impact.