HR Pulse - Summer 2008 - (Page 44)

>> FROM TEDIOUS TASK TO STRATEGIC PROCESS By moving 2,200 employees to a new Web-based system, Cabell Huntington Hospital in Huntington, W.Va., estimates it has saved at least $50,000 in the first year alone. gertips. As employees are on-boarded, areas of weakness can be identiﬁed and training/development activities arranged quickly. A key advantage of automated systems is that employee performance can be tracked year-over-year, areas of strength and weakness can be identiﬁed, and the impact of training and other initiatives on performance can be measured. Development becomes an ongoing priority for managers and employees alike. HR has the ability to accurately and easily assess the strength and development areas using reporting capabilities that replace what was once done based only on gut feeling. Moreover, HR leaders get the tangible information they need to develop strategies that address performance issues and plans for growth, providing strategic value to their organization, without undue administrative burden. Addressing Health Care Compliance Needs Within the health care market, there are a number of unique issues that any employee performance management system must address. These challenges include compliance with the Joint Commission, evaluating performance competencies, and a dispersed and technically diverse workforce. From an HR perspective, Joint Commission compliance requires that organizations conduct employee appraisals with a 100 percent on-time completion rate, assess performance of clinical competencies, and document employee development plans. By modernizing their employee performance and talent-management process, health care providers are better equipped to meet these compliance requirements. After automating its employee performance-management system, Cabell Huntington Hospital saw its on-time completion rate rise from 85-87 percent to 99-100 percent, which is a typical result following automation. Features like electronic signatures, automatic e-mail notiﬁcations, sophisticated clinical competency checklists, and built-in development plans and reports all help better position health care organizations to address Joint Commission requirements. Getting Started with Web-based Employee Performance Management The very idea of modernizing the employee performance management system 44 HR Pulse Summer 2008 First Annual Human Resource Work-Life Balance Initiative Award To nominate your human resource department, go to www.constangy.com and click on Nomination Form. Nomination Deadline: July 1, 2008 Winning department will be notified in September Class Action Defense Litigation Prevention Labor Relations Employee Beneﬁts OSHA Wage Hour Immigration Afﬁrmative Action 373978_constangy.indd 1 3/19/08 10:49:06 PM http://www.constangy.com

Table of Contents Feed for the Digital Edition of HR Pulse - Summer 2008

HR Pulse - Summer 2008 Contents Pulse Points Executive Director's Letter President's Message HR Leader Profile: Carol Bank, SPHR Special Report: Building a Thriving Workforce Creating A Best Place to Work Employee Morale Don't Set Up Your Managers to Fail From Tedious Task to Strategic Process Employer-Assisted Housing Changing the Paradigm of Nurse Recruitment Workforce Recognition: Simple Gestures Go a Long way Advertisers' Index

HR Pulse - Summer 2008

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