HRO Today October 2019 - 13

" The HR impact at Cigna doesn't
happen without a team. I have
a very engaged, hardworking
team and I am thankful for such a
talented group of individuals that
are dedicated to HR, Cigna, and
our customers. "
* We create a better future-together.
so that employees didn't let uncertainty or absence of
information get in the way of productivity. We wanted to
be as transparent as possible given the level of uncertainty
that exists during mergers and acquisitions.
The cultural change is also a factor. Cigna is a longstanding,
proud company with a very distinct culture
that people love and Express Scripts is a newer, more
entrepreneurial company that has grown quickly with
its own culture that people are proud of. So we worked
with a small team, including an employee advisory board,
to understand the culture tenets of each organization.
During this process, we looked for overlap and also areas
were the culture was different.
At the end of the day, culture is driven by:
* strategy;
* structure;
* people;
* process; and
* rewards.
We kept those fi ve things in mind to ensure that as we try
to construct the new company, we are using those fi ve
tools to reinforce the type of culture that we want.
We have been deliberate and informed in our thinking
when it comes to how we approach policies, making sure
it wouldn't only be the " Cigna way. " We undertook a
thorough review of each of the legacy company's policies
and benchmarked industry standards as well. From there,
we put together a best-in-class set of policies, practices,
and programs to best support our employees. Our culture
needs to support the whole of the new company-not just
the old company. So right up front, we also established
the values of the new organization. The values are the
foundation of what we'd like the new culture to stand for.
Our values are:
* We care deeply about our customers, patients, and
coworkers.
* We partner, collaborate, and keep our promises.
* We innovate and adapt.
* We act with speed and purpose.
We have also done a lot of measuring and surveying
employees throughout the integration process, asking
employees their opinions on the merger:
* Are they excited about it?
* Do they understand the combination?
* Is it too much change?
* Can they manage the change?
* What's the level of uncertainty?
* Do they intend to stay?
With the survey responses, we do considerable analysis
to help us understand where we have issues and where
we don't. And we address the areas where we have issues
through communication and education.
How does technology help support Cigna's approach
to talent acquisition and management?
The combined company has a rich, strong history
of growing talent through talent development and
succession practices. These approaches are going to be
more necessary in the future than they ever have been
in the past. As we continue to grow, technology will
facilitate the movement of talent across the organization
and provide employees with opportunities to develop,
learn about different roles, and support their career
progression. Technology gives us a strong end-to-end
talent solution that starts with the recruiting process and
proceeds through the entire lifecycle of an employee.
How are you leveraging HR analytics to gain insight
into your talent? How does the data you have help
advise and guide the business?
Analytics really help guide the work we do in HR and
there's no question that analytics are a key enabler of
our overall talent strategy. We have an HR analytics team
that is really passionate about data. And what we learn
from the data helps us prioritize our actions and better
understand what drives our outcomes.
For example, we use regression analysis of survey data
combined with our HRIS data to understand key drivers of
engagement and retention. This provides the ability to do
predictive modeling of turnover data in order to identify
employees who are at the highest risk of leaving the
organization. We use these metrics for a basic assessment
of our workforce successes and opportunities.
There are a lot of different elements that go into
OCTOBER 2019 | www.hrotoday.com
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HRO Today October 2019

Table of Contents for the Digital Edition of HRO Today October 2019

HRO Today October 2019 - 1
HRO Today October 2019 - 2
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