War for Talent: Training, Recruitment, and Employee Retention Lynn Hall, HR Consultant, Benefits Cincinnati Children s Hospital Medical Center Andrea

Transcription

1 War for Talent: Training, Recruitment, and Employee Retention Lynn Hall, HR Consultant, Benefits Cincinnati Children s Hospital Medical Center Andrea Wicks Bowles, Sr. Consultant, Director Global Strategies Horizons Workforce Consulting

2 Cincinnati Children s Hospital Lynn Hall, MBA, PHR HR Consultant, Benefits Cincinnati Children s Hospital Medical Center

3 Workshop Objectives Define Talent Management and how it applies to organizational outcomes Identify data that underscores the value of a Talent Management approach Explore one health care organization s approach to Talent Management and why it matters. Identify how your organization can leverage existing investments toward a Talent Management strategy. Networking

4 Keeping in mind If two people agree all the time, then one of them is redundant! Culture describes the way things work around here, while engagement describes how people feel about the way things work around here.

5 Talent Management from the Industrial Age to the Human Age HR began in the 1920 s Shift from systems view of ee s to viewed as collection of individuals HR primarily administrative functions Shift to strategic/business partner role TM is the approach that links the two

6 Workforce Insights? Describe your organizations sweet spot. What/functions represent the key talent within your organization? Who is at risk for leaving Status of the efforts to retaining key talent areas? One on One Interview

7 If children do not get what they need from their relationships with adults and the conditions in their environments, their skill development can be seriously delayed or impaired. (Center on the Developing Child, Harvard University)

8 A Definition of Talent Management Talent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a highperformance, sustainable organization that meets its strategic and operational goals and objectives.

9 Top 10 Trends by Senior Execs/HR Leaders Worldwide Digital HR People analytics Engagement Changind skills of HR Desigh Thinking Learning Engagement Culture Leadership Organizational design Very Important Somewhat Important 0% 20% 40% 60% 80% 100% Deloitte Global HC Trends 2016

10 Design Thinking To create, fashion, execute or construct according to a plan. TM can become an integral part of this plan, and involve multiple parts of the organization.

11 Talent Management and Human Capital Data We have to define the very technical skills and abilities needed in a job, but also the skills that we can help them develop to be really excellent. When we cut the data in different ways, we can see where we need to bring in new talent and where we should focus development efforts Carol Jones, Head of HR, Aviva

12 Millennial Workforce Opportunity Better educated/ more diverse than any generation in U.S. history. Sophisticated at monitoring job opportunities/ career paths using technology. Learned to never take work for granted Employee Value Proposition UNC Kenan-Flagler Business School in partnership with the Young Entrepreneurs Council

13 HR Trends- Managers as Coaches Executives want execution, not learning. They want action, not knowledge. Its unacceptable for a worker to know something but do nothing. Action is what counts Jay Cross CEO Internet Time Group

14 Recruitment and Retention Online Platform Traditional/Non Traditional Match Skills/Project Speed to Capabilities KPMG Career Mobility Recruiterssupporting employees to move internally within the company. Coaching training for Managers

15 How often do employees want feedback? A. Annually B. Twice a year C. Quarterly D. Other

16 How often employees want feedback? Other 1% 25% Quarterly Twice a year 2% 15% 17% 27% Employees HR Once a year 18% 52% 0% 10% 20% 30% 40% 50% 60% Source: WorkplaceTrends.com & Saba

17 HR Trends- Highly Empowered Teams Communication Ability to build relationships Strategic thinking.

18 Talentism the new Capitalism Satisfied employees have the tools. training and resources to do their jobs well. Engaged employees learn and grow every day. Bain & Company

19 We re doing so much more than daycare implies; we re building brains and developing bodies. (Rachel Robertson, VP Education & Development for Bright Horizons family Solutions)

20 Cincinnati Children s Hospital

21 Cincinnati Children s Hospital At a Glance Full-service, nonprofit pediatric academic medical center, established in registered beds, including 95 inpatient behavioral-health beds and 36 residential behavioral-health beds, over 15,000 employees Comprises the Department of Pediatrics of the University of Cincinnati College of Medicine

22 Cincinnati Children s Hospital At a Glance #3 in pediatric research grants from the National Institutes of Health Ranked #3 in the nation among all Honor Roll hospitals in U.S. News & World Report s Best Children s Hospitals list, including top 10 for all 10 pediatric specialties Earned Magnet-designation by the American Nurses Credentialing Center. Of the nearly 6,000 hospitals in the U.S., fewer than 7% have earned Magnet recognition.

23 Cincinnati Children s Hospital Leveraging Tuition Assistance to Support Strategic Goals Historically, tuition assistance was an entitlement benefit, aimed at supporting recruiting/retention no consideration for talent management, no outcomes tracking Rationale has shifted to align investment with changing needs Support ongoing MAGNET designation requirements for academic advancement of nurses Respond to changing market and hiring needs Support community social action

24 Responding to Shifting Needs/Goals Halted approval of new programs of study for Advanced Nurse Practitioners, since we did not have clinical rotation capacity or available positions Tweaked structure of program to support hiring needs for hard-to-fill positions Hired inexperienced candidates for fit and waived 6 month employment requirement, integrated online training with the onboarding process - employees take online coursework on the job with management support

25 Supporting Community Initiatives Support community initiative to impact childhood poverty To raise kids from poverty, target parents in poverty Identified population of low wage earning employees Identify career pathways for these employees Remove barriers to accessing tuition for low income employees Partner with schools, establish direct payment arrangements

26 Discussion

27 SHRM Credits War for Talent: Training, Recruitment, and Employee Retention Activity ID: 16-G46QD

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