Talent Analytics Trends for Healthcare HR
A recent report from Deloitte found that culture and engagement, leadership and workforce capability are some of the biggest HR challenges healthcare employers are facing, and healthcare HR leaders are looking for tools to lighten the load. One potential solution: talent analytics. Once limited to simple personality tests, talent analytics can now help organizations be more strategic in many areas of HR management, experts say.
“Talent analytics in healthcare is going to boom in the next few years,” says Lamin Sonko, COO of Elsayyad Medical Group, a healthcare recruiting firm. “It seems slow to catch on now, but as more practices are incentivized to provide higher-quality care, and more third-party companies develop better analytics software, talent analytics is going to be a staple of healthcare HR.”
Keep an eye on these emerging talent analytics trends to ensure you incorporate analytics into your HR strategy in a way that makes sense for the organization.
Measuring Quality Markers
Talent analytics is a good investment for healthcare organizations because it increases the overall quality of the practice, Sonko says. Changes in legislation have meant a shift in healthcare compensation from quantity to quality, creating a bigger incentive to identify and recruit the best talent possible.
One of the goals of the Affordable Care Act is to promote prevention and reduce the cost of care, says Matt Barney, founder and CEO of LeaderAmp, a mobile platform for leadership development. Talent analytics can help identify the best employees and the processes they use to help meet those standards. “New talent analytics methods such as instrumental regression are especially relevant to teasing out the talent factors that drive clinical quality and costs,” Barney says, and it’s not just technical skill. Personality traits such as conscientiousness, grit and perseverance are also measurable standards that can help healthcare organizations put the right people in the right positions.
Identifying Potential Leaders
As retirements and shortages hit leading nursing and physician positions, it will be vital for healthcare organizations to fill those slots quickly to ensure no loss of care quality, culture or institutional knowledge. As a result, there’s been a big jump in the use of talent analytics in leadership development, says Sy Islam, Professor of Industrial Organizational Psychology at Farmingdale State College and a Consultant with Talent Metrics, LLC, a people analytics consulting firm. “There's a great emphasis in using data and talent analytics to identify leaders in the healthcare industry. This data-driven talent analytics approach identifies healthcare leadership qualities among doctors, nurses and other professionals within the industry and helps them to develop their skills prior to taking on leadership roles in the hospital system.”
Building Stronger Teams
There’s a greater focus on using performance management metrics and assessments in helping healthcare teams perform better and work together more effectively, Islam says. Organizations can use performance management data to look at 360 performance appraisal ratings and identify the best ways for people to work together and complement one another’s strengths.
Boosting HR’s Strategic Role
As healthcare organizations continue to find ways to increase value without necessarily spending more, talent analytics can help them make the most of the resources they already have, says Marc Prine, Director of Taylor Strategy Partners’ Consulting and Assessment practice. By identifying best hires, establishing succession plans and digging into retention issues through data-based answers, HR departments and the organizations they serve can think more strategically, Prine says.