HR Pulse - Fall 2007 - (Page 68)

FIND YOUR HIDDEN TALENT BEFORE SOMEONE ELSE DOES. Healthy organizations require a reliable supply of excellent talent to meet their future resourcing needs. Each individual needs to be clearly identified and developed, ready for deployment at the appropriate time. Such talent pipelines, like good health, do not occur by accident. T A L E N T M A N A G E M E 68 HR Pulse Fall 2007 Pilat offers the technology and expertise that can help your organization secure the very best talent, enabling you to aspire, plan, and achieve for the future. For more information, visit www.pilat.com or call 1.800.338.9701. One client that certainly proves this theory is East Alabama Medical Center (EAMC) in Opelika, Ala., who has twice been named among the Top 100 Best Companies to Work for in America by Fortune magazine. The medical center has been investing in employee research for more than two decades. “We believe this important work allows our employees to have a voice and communicate with us one-on-one,” says Vice President of Operations Ken Lott. “Through the years, we’ve put into place many opportunities to help our employees realize that they’re also our customer.” Lott cites a long-tenured, highly visible and engaged management team as other reasons that EAMC consistently ranks as an employer of choice. “HR Solutions has conducted research that links the visibility and engagement of our leadership team to increased job satisfaction.” CEO Terry Andrus believes so strongly in the value of employee engagement research that he promised to kiss a pig if employee participation in the last survey hit a new high. Andrus puckered up and delivered and plans to do something equally outrageous if participation caps 90 percent after the hospital’s July survey. “Healthcare work is stressful and we try very hard to infuse humor and fun appropriately in our culture,” Lott says. “It’s another way for us to reach out to employees.” Commit to the Outcome Organizations cannot create a Magnetic Culture™ without an undying commitment to the outcome. That lesson is hard learned for many organizations. “When we implement a survey the postsurvey work is vital – just gathering data does not make you a better place to work,” Lott says. “If you ask employees for input they expect a response and action.” Sheridan agrees. “Your response to the research is what employees will respond to, as well as seeing all leaders in your organization become more engaged with them,” he says. “Commitment needs measurement, and if there’s no accountability, you’ll never succeed.” Magnetic Culture™ Translates into Results How do you tie employee engagement to the bottom line? Through measurable results. The Center for Quality of Management reports that customer satisfaction is strongly related to employee satisfaction by a correlation coefficient of 0.86 percent. On average, HR Solution’s clients achieve: • 20 percent increase in job satisfaction/engagement scores from the first survey to the second • 30 percent decrease in turnover within 18 months of their initial survey • 81 percent respondent participation rate – 21 percent higher than the industry average In addition, more than 63 percent of these clients’ employees believe that the surveys result in change. Selberg believes that there is a tremendous business case for creating a Magnetic Culture™: “I believe that the cost of care is reduced, fewer mistakes are made, and that employees who feel connected generate outcomes that are overall more efficient and effective.” Sheridan’s research supports those assumptions. In a study of a 3,600-employee organization, he determined that by managing employee engagement, if customer satisfaction increased only one percent as a result, an additional $54,000 more per year, per bed could be generated. “Satisfaction and engagement have very real financial outcomes,” he says. “Just as important, people talk to their neighbors, making employee engagement also a very powerful marketing tool.” Taylor sums it up: “Even better, working in an environment that re-recruits you every day is energizing, fulfilling and fun.” n Tina Carmack, is the owner of TLC Communications. HR Solutions (www.HRSolutionsInc. com) is a Chicago-based Human Capital Management Consulting Firm specializing in employee engagement. Its employee engagement instruments and related consulting services have been exclusively endorsed by the American Hospital Association (AHA) and reside on the AHA’s newly-released HR Platform, a group of products, consulting and software to help ease the administrative burden on the hospital HR department. Each endorsed component has been selected following a due diligence process that assesses quality, flexibility, innovation, customer service and price competitiveness. Find out more at www. aha-solutions.org; click on Human Resources. Learn more about Kevin Sheridan’s learning session, “Creating a Magnetic Culture™,” at the ASHHRA 43rd Annual Conference & Exposition. 1 Frank, F.D., Finnegan, R. P., & Taylor, C.R. (2004) The Race for talent: Retaining and engaging workers in the 21st century 2 Gates, Steve, Getting Engaged, HR Magazine, Feb. 2004 POWERING PERFORMANCE & POTENTIAL N T Pilat’s Succession PulseTM is endorsed by the American Hospital Association (AHA). 324347_Pilat.indd 1 3/27/07 04:06:16 PM http://www.pilat.com http://www.HRSolutionsInc.com http://www.HRSolutionsInc.com http://www.aha-solutions.org http://www.aha-solutions.org

Table of Contents Feed for the Digital Edition of HR Pulse - Fall 2007

Contents Executive Director’s Letter President’s Message HR Leader Profile: Lisa McDaniel Spotlight on Community Citizenship Culture of Engagement How Transparent Should Healthcare Compensation Be? The Value of Assessment Testing in the Recruitment Process Technology Dramatically Changes FMLA Compliance Creating a Magnetic Culture™ Taking It to the Hill: An Advocacy Update 401(k) / 403(b) Fee Lawsuits – Are You the Next Target? Compensation Offers – A Better Process Find It Again Pulse Points Who, Why and Where Conference Highlights Schedule at a Glance Keynote Speakers Social Events Conference Sponsors Exhibitors Index to Advertisers

HR Pulse - Fall 2007

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