Healthcare Startup Zorgers targets to skill up 15000 employees for the caregiving industry

Zorgers has trained 3100 employees and made them industry-ready. A specific training module helps the caregiver to understand the industry along with the app designed for the caregivers helps them in the times of crisis

Zorgers, a home healthcare startup having already trained 3100 caregivers is aiming to increase its fleet to 15000 by the end of 2020. Owing to the need for trained and skilled caregivers they give utmost priority to the concerns of their workforce, be it attendance, salary, travel or any other issue. Caregiving needs a good deal of customized homely touch and hence it’s important that the volunteer is happy and content with the profession. The company has developed an app on the basis of requirements by caregivers which provides apt details of attendance, payouts, incentives and other important things. They have built a community of caregivers around the same logic wherein 60% of recruitment happens through staff reference alone.

Zorgers has developed a training module with an in-house process material specified towards the care of patients at home, which includes a non-technical soft skill focused pattern, and the technical part involving medical training. Before enrolment into the system as a full-time Caregiver, Zorgers imparts six days on-field training, and overtime training sessions as soon as they are off duty hours. Videos and animations of training programs are also made available on their app, just in case, they need to learn or use in times of crisis.

 Zorgers’ functionality has been designed bearing the ground principles of caregiving industry, wherein they encourage the fact that caregivers have their own work preferences and skills. A bare minimum level of benefits is provided to caregivers which includes minimum fixed salary, irrespective of engagement with clients. Understanding the point that providing continuous service in-home care is a challenge, caregivers enrolled on a full-time basis are motivated by a minimum monthly payout, along with monthly paid leaves, and decent company accommodation. Continuous on-field training at clients’ end and associated hospitals assure monthly, quarterly and annual recognition via awards, and client-based feedback incentives.


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