tiag’s Workforce Development framework combines extensive expertise in business strategies with industry best practices in workforce development to customize adaptive, competency based workforce development solutions focused on “the right person with the right skills and competencies” to support operations. Our teams bring a vast scope of understanding having experience in a range of areas including clinical, education, military and business.
Our subject matter experts in workforce development will design and implement strategies and plans that align to current and evolving organizational mission and objectives, and create comprehensive and integrated programs for acquisition, retention, learning & development, onboarding, career management and succession planning. Each workforce development program is unique, yet linked to a comprehensive, role based competency framework linked to professional, industry, and organizational competencies and skills. A critical component of the success we deliver is our understanding and implementation of a flexible program designed to adapt to evolving market or workforce changes
The United States Air Force chose tiag for a systems process improvement project to drive change and improve care delivery across the USAF medical logistics enterprise. Supporting the Air Force Medical Operations Agency (AFMOA) Medical Logistics Division, tiag is implementing innovative IT solutions, optimizing process reengineering and integrating best practices for patient-centered care, while achieving significant cost-savings for the Air Force Medical Service.
Army Medical Department (AMEDD) Chief Medical Information Officer (CIO)
The AMEDD CIO selected tiag to develop a comprehensive workforce development strategy and programs that would enable core informatics functions in AMEDD Regional Medical Commands and Medical Treatment Facilities. tiag was selected based on our intimate knowledge of current and emerging informatics practice in the private and federal sectors.
The Learning & Development Program provided a repeatable and standardized approach to training and professional development that included a library of competency-based development activities designed around industry best practices in adult learning. The program provides focuses heavily on work center level competency development, and experiential learning that leverages expertise across the enterprise.
The Succession Planning Program was the first of its kind in the AMEDD, and is geared toward a repaeatable process for identifying successors, conducting competency assessments, selecting successors , and instituting a needs based development program for key positions. The Succession Plannning Toolkit is used to determine and develop successors for the pinnacle CMIO role.
The overarching Workforce Development strategy provides recommended approaches to all workforce devleopment domains. The AMEDD selected the Learning & Development domain as the initial program of implementation in order to quickly develop the workforce in a cost effective and focused manner. One of the key aspects of the Workforce Developmentment program is its scalability and adaptability based on organizational need and resources availability.