The second batch of 20 managers started the MDP program on March 21, 2015 after the success of the pilot batch which opened on Aug. 16, 2014 and concluded with a graduation ceremony on Nov. 24, 2014. The program has received a remarkable feedback from the first
batch of 20 participants.There was initial reluctance from the participants on the program but the DDH management was able to encourage the managers to get out of their comfort zone and explore new challenges by participating in the STEP-UP program.Despite the reluctance, the MDP started with first 20 participants last August 16, 2014 with 12 sessions and subsequently concluded with a graduation on November 24, 2014. After the successful pilot batch and a remarkable feedback from the managers who participated the program, the second MDP batch started last March 21, 2015.The top 20 successful participants were chosen from over 60 qualified candidates after a meticulous screening process following a ranking system. The criteria for screening were based on the following: performance evaluation rating, 20%; psychological exam, 20%; years of experience, 20% and educational attainment, 20%.The first top 20 candidates with the highest accumulated points together with the recommendation of the directors have qualified to undergo the management development program (MDP).
The MDP is the brainchild of Human Resources Department (HRD) comprising two units - Recruitment/Staffing and Training/Development. The Recruitment and Staffing unit was responsible for screening the participants, while the Training/Development unit was tasked with coordinating and implementing the program. The MDP is a joint initiative of MEDI, a Master of Business Administration (MBA) program of the Davao Doctors College (DDC), an educational institution and subsidiary of Davao Doctors Hospital (DDH) as the third party program provider. DDC is responsible for conducting training needs analysis, formulating program and identifying experts who shall serve as the facilitators. DDC is responsible for the conduct of training needs analysis, formulating the program and identifying experts who shall serve as the facilitators.
DDH had envisioned a management program for its managers when the new management in 2012 came up with a five-year roadmap, a strategy that will help achieve the vision of transforming DDH into a premier health institution in the country.The roadmap outlines the objectives and priorities that the institution will implement and
clearly communicated to the organization under the DDH vision, “The Unparalleled Health Institution beyond Borders.”
Achieving the DDH vision was a big challenge for the organization and needed the commitment and support from the rank and file of the institution in order to promote the new thrust. The key to achieving the vision was the finding the right warriors – the middle managers – by training and equipping them with the brand new set of management skills that include the basic knowledge of communication to the most complex skill of accounting. However, due to the different educational backgrounds of the managers and considering that they hail from a non-business orientation, the DDH management came up with the management development program (MDP) to raise the management standard to a higher level by empowering and getting them involved in all facets of their centers’ operation. The middle managers are expected to be adept not only in administrative duties but more on crafting business plans, shaping marketing strategies, leading staff, allocating financial resources, maintaining business objectives and monitoring growth as the DDH is committed to nurture a culture of learning in the organization through project STEP UP.