Human Resources

The novel coronavirus has had an enormous impact on healthcare at every level. While much of the attention has focused on the clinical side of COVID-19, from quarantine to diagnosis to treatment, the operational and workforce areas of healthcare have also been affected.

Here are some of the things that healthcare HR leaders can learn from the novel coronavirus pandemic.

As I compile PreCheck’s annual list of most popular blog posts this year, I am reminded of everything that we faced in 2020. In a year that transformed the world via the ongoing COVID-19 pandemic, PreCheck and our parent company Cisive focused on providing resources for employers and clients to overcome the challenges presented by the coronavirus.

There’s always room for improvement, especially when it comes to healthcare processes and patient care. A continuous improvement strategy can have a significant impact on patient outcomes and your organization’s bottom line. Intermountain Healthcare measured the impact of a continuous improvement strategy on their spending and cut costs by 13%, a $700 million savings in 2016 alone.

On December 4^th, 2020, the House of Representatives approved the MORE Act (Marijuana Opportunity and Expungement Act), a bill that would end the federal prohibition of marijuana in the United States. In the first significant Congressional action relating to marijuana since the original passage of marijuana prohibition back in 1937, lawmakers passed the historic Bill by a vote of 228-164. 

As an industry that impacts all individuals and groups, including the most vulnerable, healthcare can play a major role in achieving diversity, equity and inclusion (DEI). This begins with the healthcare workplace, and requires the involvement of healthcare human resources (HR). 

HR leaders understand the importance of developing a strong team, making them key to diversity and inclusion. Healthcare HR departments know the value of reaching out to all possible groups to find top quality individuals who can offer unique, valuable perspectives in the workplace.

While our world has been turned upside down over the past six months, we’re beginning to experience a new normal in a post-pandemic marketplace. While the economy may take some time to recover, now is the time for HR leaders to take the time to re-evaluate HR processes, procedures, and systems in support of the company for the remainder of this year and into 2021. However and whenever we return to our workplaces and business offices, we will forever be impacted by this year’s shift and change. 

Positivity rates for employment drug testing reached a 16-year high in 2019, according to recent data collected and reported by Quest Diagnostics[1]. The overall positivity rate in the combined U.S.

During our current health crisis, it is even more vital that healthcare organizations blend patient-first care with operational expertise. Physician leaders are on the frontlines of the coronavirus crisis, and they’re under a lot of pressure to provide exceptional care while maintaining operational excellence.

The growth of technology has given consumers more choice than ever before. Providers of goods and services are expected to go beyond the bare minimum, offering an overall experience that produces real value for customers.

The COVID-19 pandemic has further raised consumer standards. Companies are expected to offer new, expanded options for consuming their goods and services that acknowledge and accommodate customers’ safety concerns.

Employee engagement has the potential to revolutionize healthcare delivery. Within the past decade, healthcare HR teams demonstrated a strong correlation between employee engagement and better patient outcomes and experiences. Today, the evidence is insurmountable.