5 Human Resources Considerations for the New Year
With just a few days left before the New Year, I thought it might be a great idea to review some of the biggest topics and trends in human resources from 2013 and heading into 2014. I’d like to take this opportunity to wish all of our readers a happy holiday season and a wonderful new year! And so I present my gift to you—five areas and industry trends that can help you achieve your human resources and organizational goals in the coming year. Are any of these on your list?
Using Big Data to Impact Organizational Effectiveness
“Big data” is one of the buzzwords of 2013. I attended a presentation on this topic during a recent Health Care Compliance Association regional conference that PreCheck sponsored. And the Mount Sinai’s Icahn School of Medicine is planning to use this to transform healthcare—something that is becoming possible with the move to electronic health records. But how can human resources leaders and departments leverage this data to achieve key initiatives? Check out this article by Megan Burkett, a sourcing specialist at Wilson Human Capital Group, which shares 4 ways how HR data can impact organizational effectiveness.
Improving Employee Engagement
This topic may not exactly be new, but it’s nevertheless increasingly relevant in a competitive industry such as healthcare. With imminent staffing shortages and an aging workforce that will soon be retiring, engaging and retaining staff is critical. As you review your current processes and determine where employee engagement fits in your strategy, here are a few findings to help shape your plan. Transparency has been shown as the number one factor contributing to employee happiness, while only 42 percent know their organization’s vision, mission, and cultural values. These results are derived from the 2013 TINYpulse Employee Engagement Survey. Click here to view the complete report.
Establishing a Captivating Company Culture
Your healthcare organization’s company culture can have a direct impact on employee engagement. At PreCheck, for example, we instated an annual employee recognition program in loving memory of one of our pioneer investigators. Taking care of our people and customers is extremely important to us—because we know that everything that we do impacts patient care and safety. If you’re looking for inspiration, just take a look at our partner HealthStream’s Careers page on their website, which showcases their company’s culture with a video. And if you like lists, make sure you read this article from the Entelo blog.
Incorporating Social Media in Recruiting
According to a 2013 survey from social recruiting firm Jobvite, 78 percent of recruiters have hire someone through social media, and 94 percent are already using or plan to use social media in their recruitment efforts. Judging by these numbers, the trend is definitely upward. Are you currently using social media in your recruitment strategy? This year, our human resources department created a Careers page on LinkedIn, and we’ve been successful in filling positions from our LinkedIn job postings. As you consider how social media might fit in your plan for next year, check out an interview with Shon Burton, chief executive of HiringSolved, a social recruiting firm about the future of social recruiting in 2014.
Updating Performance Management Systems
Quite often, I’ve heard how annual performance reviews are no longer considered effective. I recently attended a talent management webinar by Christine Hollinden on developing Millenials, where the presenter discussed how this growing portion of the workforce values real-time feedback. Clearly, this is something that the traditional yearly review program does not provide. Is performance management an area that your healthcare organization could improve in 2014? Here’s an article from the Harvard Business Review that discusses the six characteristics of an ideal system.
What’s on your human resources initiatives list for 2014? We’d love to hear from you!