HR Pulse - Fall 2008 - (Page 32)

>> INCREASING CEO ENGAGEMENT What You Need To Do Many HR executives should hold themselves accountable for delivering results that drive organizational success. This is best accomplished by participating in the hospital’s strategic plan, establishing hard goals and metrics to achieve them, and linking these to the overall business goals. Being results-oriented requires that your processes support consistently achieving the right results. There is where the Malcolm Baldrige National Quality Program or other process improvement approaches can be quite helpful. Quality, affordable dental benefits have never been more important. 32 HR Pulse Fall 2008 E specially since ma maintaining good oral health now involves more than healthy teeth and gums—it’s essentia to the overall health and essential emplo well-being of your employees. Ah ld l As the only dental insurer endorsed by the American Hospital Association,* United Concordia is committed to offering dental benefits for healthy smiles and healthy bottom lines. To ﬁnd out more, contact your United Concordia representative or call 1-888-884-8224. Building credibility and trust takes time, and these develop as the CEO/ CHRO relationship evolves. Having a demonstrated history where you consistently deliver on what you promise and look out for others’ best interests is critical, as this creates a foundation of trust. Another way of earning credibility is showing that you can run your own department under budget, and that it is staffed with “A-level” talent. Your HR department must function as a model of efficiency and quality. One nationally recognized CHRO said, “If you can’t achieve that in your own department, why should others expect that you can make a real impact throughout the organization?” Part of being an effective team member is enhancing the performance of your teammates and supervisor. Being ﬂ exible and providing support as required helps the CEO be most productive, look good to constituents, and increases the CEO’s level of engagement, as well as your own job security. In summary, current research has found that having an engaged hospital CEO is associated with increased organizational productivity and decreases in turnover among several senior team members. HR executives are encouraged to proactively implement strategies to facilitate their CEOs’ success, and failure to do so exposes the hospital to signiﬁcant risks and jeopardizes the HR executive’s own career. Kenneth R. Cohen, Ph.D., is the president of The Synergy Organization, the leading national evidence-based health care executive search and leadership assessment firm he established in 1988. He specializes in applying proven research, psychological testing, and Malcolm Baldrige National Quality Program standards to minimize risks and to achieve consistently superior results for his health care clients. He can be reached at ken@synergyorg.com. United Concordia dental PPO products underwritten by United Concordia Insurance Co., United Concordia Dental Corporation of AL, United Concordia Life and Health Insurance Co., & United Concordia Insurance Co. of NY. United Concordia Insurance Co. is not licensed in AL, DE, DC, IL, KY, MD, MO, NJ, NY, NC and PA. United Concordia products cover dental benefits only. All products not available in all jurisdictions. Available through United Concordia Insurance Company in OK under policy numbers 9802 (06/01) and 9802L (06/01). United Concordia Insurance Co., CA certificate of authority number 3739-0 domiciled in AZ at 2198 East Camelback Road Suite 260, Phoenix, AZ 85016. UCCI Administrative Office: 4401 Deer Path Road, Harrisburg, PA 17110. Discount vision plans offered with United Concordia products are not administered or underwritten by United Concordia and are delivered under separate contract. For complete product information and the specific United Concordia company by state, visit www.unitedconcordia.com. *AHA-solutions.org, 02/08. ASHHRA - 0208 370774_UnitedConcordia.indd 1 4/14/08 10:40:44 PM http://www.unitedconcordia.com

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

HR Pulse - Fall 2008 Contents Pulse Points Executive Director’s Letter President’s Message HR Leader Profile: Irma Pye Sammy’s House: Making a Difference in Austin Working Mother Magazine’s 100 Best Companies Increasing CEO Engagement Pastoral Care Retaining Scarce, Critical Talent The Engagement Dilemma Diversity Considerations…More than AAP & EEO Quashing the Workplace Bullying Bug How to Become a Strong Human Resources Partner Citizen Lobbyists Descend Upon Capitol Hill Conference Highlights Schedule at a Glance Sponsors Exhibitors Advertisers’ Index

HR Pulse - Fall 2008

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