Obtaining a certification in management is considered an important milestone on the road to professional success, as certifications serve to validate abilities and reinforce knowledge in areas of expertise that form part of any successful executive’s toolkit. For HR executives in the telehealth sector, having the skills required to evaluate management certifications is key to making personnel decisions that will ensure continued success in the industry.
The assessment of a certification’s value primarily depends on factors including the workplace context, the employee’s current position, the cost of the certification or training, and the anticipated return on investment (ROI). Assessing certifications from an employer’s viewpoint requires HR executives to first become familiar with the types of certifications available and the respective certifying body’s requirements. The scope of the certification can then be compared with the employees’ current role, and the relevance, duration, cost, and benefits of the certification considered when making an evaluation.
When evaluating certifications, it is important for HR executives to be aware of the telehealth industry standards and accreditation requirements. Many certifications, particularly credentials from organizations such as the American Board of Medical Specialties, the American Board of Physician Specialties, or the American College of Telemedicine, are specific to the telehealth sector and may require additional specializations and experience to attain.
The decision to pursue a certification also depends on the employee’s prior knowledge and abilities. HR executives should be cognizant of individual needs within the organization, the cost of training and pay increase, and the perceived benefits of pursuing a certification. Some certifications may require employees to have certain pre-existing experience or qualifications, although many employers are willing to provide additional training and skills needed to pass the certification.
In the process of evaluating certifications, HR executives should also take into consideration the length of the certification and whether it meets the organization’s shorter-term or long-term goals. Credentials that are renewable or need regular updating may provide employees with continuing education and the opportunity to stay competitive in the telehealth industry; however, the cost of renewal might be too high or unrealistic for the company to sustain.
The criteria for evaluating certifications can vary from one organization to another, but overall the process should adhere to the organization’s internal standards of excellence. Ultimately, the HR executive should assess the contributions of a certification toward achieving the company’s long-term objectives and offer informed options for advancing an employer’s strategic goals.
The role of an HR executive in assessing certifications in management is to objectively evaluate the opportunities they present while balancing the needs of both employers and employees in the telehealth sector.