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Helping Healthcare Organizations Compete for Talent: Find, Retain and Activate
“Labor is the single, largest expense most healthcare operations face, accounting for between 45 and 60 percent of operating costs.”- PricewaterhouseCoopers
In a highly regulated and growing industry like healthcare, you need to reduce time-consuming activities and focus on what matters: patient care. For hospitals, healthcare networks, outpatient centers and more, the bar continues to rise. Improved top/bottom line performance. Healthcare reform. New compliance regulations. Need for specialized staff.
The good news? Advances in HR technology, best practices that embrace online techniques and other fresh approaches offer opportunities to succeed with these challenges.
Here’s everything you need to build that success plan: finding top talent, onboarding processes, employee engagement, blended learning, social recruiting, and more.
Find Talent That Meets Complex Requirements
With the shortage of healthcare workers, the process of sourcing, attracting, and hiring talent becomes more vital than ever. Hiring the wrong person drains money (estimated at 150 times an annual salary); hiring the right person contributes to the bottom line.
Keep New Hires with High Impact Onboarding
Organizations that support and engage their employees from day one and beyond are proven to have higher rates of retention, satisfaction, and productivity.
Improve Patient Safety with Effective Training
With the right learning program and technology in place, your organization can provide the highest quality care and avert risk and liability. By using blended learning, social media and more, there’s a tremendous opportunity to add new energy to training programs.
Case Study: a major healthcare organization case study on using learning technology to train a team to safely move medically complex children into a redesigned new facility. Read the case study
How Talent Management Automation Simplifies ComplianceHealthcare organizations face stringent regulatory and compliance requirements. It’s no small task to track multiple certifications, which involves paperwork, employee communication, reporting, and more.
With the competition for healthcare workers, it’s even more important to attract and retain the millennial generation.
Discover: 5 Secrets to Retaining Millennials for ideas on changing your mentor program, rethinking training approaches and using technology. Read the ebook
In future years, the employee experience will emerge as a critical HR focus due to its potential to impact business results. Experiences need to move beyond engagement and focus on “activating employees” to outcomes such as greater productivity, agility, competitive advantage and the like.
What will HR look like in 2025? Four HR industry experts recently shared their thoughts on the future in an engaging and high-energy panel discussion.
Frequent feedback in the workplace is being demanded by employees. Recent research by Tiny Pulse, found that 64% of employees surveyed said they wanted their supervisor to check in with them at least every two weeks, with 42% of millennials wanting feedback every week. This white paper lays out a plan to create a culture […]
Performance management processes are in a state of flux. The traditional systems we’ve grown accustomed to are being updated and enhanced to reflect today’s workplaces and employees. These shifts in performance management are not the result of a spur of the moment decision or a trend du jour. They are in reaction to years of ineffective performance management cycles.
Are your employees contributing to organizational success? The Ultimate Guide to Performance provides the information needed to improve how companies manage and track employee performance, to ensure employees are aligned with the proper goals and objectives to increase business performance.
It’s time to move beyond traditional performance management. Leading HR experts recommend getting started on a fresh look at performance management, emphasizing real-time, agile and a focus on results. Learn how agile performance works, typical cost and productivity savings, best practices, and more.
We asked HR professionals to share with us the pains and challenges they face each day in effectively managing and engaging their talent.
Learn key findings from the 2016 CLO Innovations in Onboarding Survey, onboarding best practices and success stories.
Learn why traditional reviews still reign as most popular but performance management change is on the way. An eBook, Seeking Agility in Performance Management, reports on the survey results from over 200 HR leaders in this important area.
Get recruiting right with the Source of Hire Report. The Source of Hire report is back and more comprehensive than ever, covering more than 13 million applications, 600,000 interviews, and almost 300,000 hires. The job market is back. And so is increased competition for top candidates.
Learn formulas to calculate how much you could save by using an applicant tracking system or a recruiting technology solution to manage your talent acquisition processes. Includes strategic guidance, practical tips, and recruiting metric formulas to lead ROI discussions.
Productivity gains come from effective performance management. This requires a system that gives HR, managers, and employees a clear line of sight into goal setting, the review process and more. Learn some of the key areas where you can increase productivity, reduce turnover, and decrease costs.
Radical changes in HR, from agile performance to analytics, will make 2016 a defining year in the HR world. Job seekers are gaining more power than recruiters and technology is becoming an ever present asset.
First impressions matter—a career portal can make or break a hiring strategy. Learn the 5 key elements to attract the best candidates with a career portal that works.
The potential employee experience is key to the success of any company. Learn the 5 key elements to welcome them with an onboarding portal that works.
HR in the C-Suite: How to Take—and Keep—Your Place at the Table discusses the emerging role of the chief human resources officer (CHRO). After decades of being relegated to a tactical function, HR is growing in power and prestige. Why now? The recent recession is the major reason. As budgets tightened, CEOs required HR’s counsel to manage a shrinking workforce and keep staffing reductions from impacting operations too much.
In these buyers’ journeys, you’ll discover the paths of different companies who implemented SilkRoad Life Suite, an integrated talent management platform. In addition to experiencing the results of integrated talent management, the HR leaders who led these initiatives proudly discuss their success as a badge of honor with gratifying personal rewards. You’ll also find a wealth of resources to help you identify the best solution, define the return-on-investment (ROI) and present it to your management team.
When vendors enter alliances from positions of strength, everyone benefits – including the user. SilkRoad has recently displayed this by forging a number of partnerships yielding capabilities complementary to their own. The latest example is their decision to join forces with SmartRecruiters, a vendor of progressive solutions for talent acquisition.
SilkRoad’s latest survey asked 329 HR Professionals what were the top concerns they had in their organizations HR department. Below are the top concerns in 2015 that’s keeping HR Up At Night.
Action and new ideas that can strengthen HR’s contributions to business success and clarify those contributions to others.
Ranking just behind leadership, engagement is now the #2 issue on the minds of HR leaders today.
There are several reasons why HR is having trouble leveraging talent analytics’ full potential. The first takes us back to the name of our function – human resources. HR is about working with people, and as such, many practitioners are reluctant to give up the emphasis they place on instincts or gut feelings.
HR professionals may be willing to dip a toe in, implementing basic analytics functions as part of recruiting, applicant tracking, training, and compliance systems. However, data is typically siloed and often provides conflicting information, and the technology that collects it is unwieldy and inflexible. And, even good data is subject to the fact that, per Deloitte, more than 80 percent of HR practitioners score themselves low in their ability to analyze it.
The employer brand determines the quality of the workforce. It drives the level of engagement, motivation and retention, which is strongly linked to higher revenues, profit margins and overall returns on investment. Companies capable of attracting the best talent simply perform better!
Many companies can’t hold on to their Millennial employees.
SilkRoad conducted a survey to find out what HR Professionals thought about Millennials and what programs their organizations had in place for them. One of the most consistent issues HR professionals had was retaining their Millennial employees after they trained them and they developed their skills.
Learning Management Systems (LMS) allow companies to focus on the right component of the learning process – and that is the learning. Administrative activities like registering for training or recording training completion are automated. Required compliance programs can be delivered online, reducing costs. Managers can share training feedback that supports the company’s business goals.