HR's Impact on Business Imperatives

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HR’s Impact on Business Imperatives

Facilitated Roundtable Discussion

Monday, September 30 & Tuesday, October 1

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1.Be open and honest.

2.Challenge and debate.

3.Learn and apply.

Session Goals

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Participant Introductions

• Name

• Title

• Company

• Challenge of the Moment

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Tying Talent Strategies to Quality

Topic

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• Have you aligned your talent strategies to drive your organization’s overall quality metrics?

– Yes, fully.

– Yes, in theory.

– We want to!

– Nope. Don’t get me started…

Poll Question

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Hospitals and health systems with higher-quality talent selection and management systems had higher HCAHPS scores than their competitors.

Source: Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) & DDI Global Leadership Forecast.

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Talent’s True Impact

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• What’s the most “broken” level in your organization?

– Talent Acquisition

– Employee Engagement

– Quality of Care

– Patient Satisfaction

Poll Question

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Tying Talent Strategies to Quality

Topic

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Driving Workforce Productivity

Topic

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• What do you think the true cost to the average organization is for each disengaged employee?

– No direct cost to the organization.

– Cost of their salary.

– The result of a time-consuming mathematical formula I don’t have time to solve.

– Priceless.

Poll Question

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Every disengaged employee adds $13,000 per year in costs, and every 1% improvement in engagement results in a 2-3% increase in revenue.

Source: Gallup Employee Engagement Index

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Good People are Great for Business

Increased productivity in operations roles

Increased profit in management roles

Increased revenue in sales roles

Source: McKinsey & Company

How much more does a high performer generate annually than an average performer?

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• What is your organization’s primary driver of employee engagement?

– Positive managerial relationships

– Pride in the company/brand reputation

– Challenging and rewarding work

– Compensation & incentives

Poll Question

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Driving Workforce Productivity

Topic

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Achieving Rapid Deployment

Topic

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• What percentage of time do you spend putting out fires vs. planning and strategy?

– Fires 10%, Strategy 90%

– Fires 25%, Strategy 75%

– Fires 50%, Strategy 50%

– Fires 75%, Strategy 25%

– What’s strategy??

Poll Question

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It's a challenge for organizations to understand the total cost of labor, even though it's their biggest cost…it's about measuring the quality of talent and making sure you have the right people with the right competencies and skills in the right job.

Source: Jill Schwieters, H&HN

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Total number of days from opening a requisition to an accepted offer.

– Analyze by job family, recruiter and hiring manager

– Track quarter-over-quarter and year-over-year

Time to Fill

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Drivers • Lack of clarity about required skills

• Extended timelines due to hiring manager competing priorities

• Post-and-Hope recruiting philosophy

Cost of Drivers • Lost productivity

• Premium staff costs incurred

• Lost revenue

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Topic

Achieving Rapid Deployment

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Summary

HR Metrics Dashboard

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Sample Executive Scorecard

Total Hires = ##

Hiring Manager

Interviews = ##

Recruiter Interviews =

##

Sourced ###

Current Opens

Sourced Candidates

Recruiter Interviews

Hiring Manager Interviews

Offers Extended

Offers Declined

Offers Accepted

## ## ## ## ## ## ##

90 Day Retention

##

HM Interview: Offer

##:##

Period from 6/1/2012 through 12/31/2012

Recruiter Interview: HM Interview

##:##

Agency & Traveler Costs

Locum Tenens Costs

Overtime Costs

Search Fees

Recruitment Marketing Costs

$ $ $ $ $

Average Days Open

##

% Hiring Manager Satisfaction

% Candidate Satisfaction

$ Average Cost Per Vacancy

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Talent’s True Impact