Transformation Management and Human Resources Webinar 2 Presented by: Ann Hogan, M.Ed. Ann Hogan Consulting Strategic Planning Outlines a plan for next 5 7 years Articulates your vision Continually needs to be revisited Sets your goals which define your objectives 1
Strategic Planning Conduct Environmental Scan Obtain Patient Inputs Surveys Obtain Employee Inputs Surveys Obtain what competitors are doing Workforce Strategic Planning Assessing your current staffing situation Aging physician staff Skills, Abilities and Knowledge needed What is the work environment 2
Workforce Strategic Planning What and how many positions are vacant How long have they been vacant What steps are you taking to fill the positions Is your compensation comparable with other s Why do people stay or leave the organization Workforce Strategic Planning What does the future look like for staffing your Health Center Expansion plans Physician shortages State rules and regulations regarding scope of practice for Physician Assistants and Nurse Practitioners Team based care Funding 3
Workforce Strategic Planning Assess where you are currently Clinicians for the Underserved provides free staff assessment Easy to use Confidential Immediate results www.chcworkforce.org Human Resource Metrics Data Time to Fill Benchmarking against others Turnover Costs Training or ramp up costs Cost Per Hire 4
Human Resources Metrics What do they tell us? Heart rate Blood pressure Cholesterol levels Human Resources Metrics Why are they important? Data Evaluation Action 5
Let s Talk Turnover What does it mean? What can be done about it? Turnover Do you know why people leave? Collecting the data Let s Talk Turnover Collecting the right data is key Reviewing the data Analysis of the data Communicating the data 6
Tenure What does it mean? Why do people stay? Tenure How do you keep people? Collecting the data What do we learn from Tenure data Do we have a current problem with retention Are people about to retire What makes people stay or leave - survey Communicating the data 7
Decision -What metrics to collect Turnover Tenure Cost of Hire Time to Fill Benefit Costs Workers Comp Absence Rate Employee Satisfaction Cost of Turnover Conducting a SWOT Analysis Identify an organization s strengths and weaknesses when it comes to our most valuable resource PEOPLE! It identifies how to enhance those strengths and quickly respond and improve weaknesses. 8
SWOT Strengths Weaknesses Opportunities Threats Retention Train Managers Invest in Staff Recognize People Hire only the Best Give People the Tools they Need Make the Job Better Stay True to Your Mission 9
Conduct Stay Interviews A Stay Interview is a conversation between an employee and their manager or someone in a leadership position. They are conducted oneon-one and with someone who can be objective and can truly listen to what the employee is saying. Sample Stay Interview Questions What is the best thing about coming to work here each day? What tools can we provide you to do your job more efficiently? What makes for a great day at work? 10
Questions Thank you! Ann Hogan ann@annhoganconsulting.com www.annhoganconsulting.com 303.916.6439 11