talent management

1. Talent Management Solutions
Trends in Talent Management:
Challenges and Opportunities in
the Healthcare Industry
Report to Miami Children’s Hospital
May, 2009
Nancy Rehbine Zentis, Ph.D.
Principal and Founder
Talent Management Solutions

2. Talent Management SolutionsTalent Management Solutions
Human Resources in the Healthcare Industry
• The Healthcare Industry is currently the largest
employer in the U.S. with 13.6 million jobs
• Healthcare is likely to remain the nation’s largest
employer and may even extend its lead
• Seven of the 20 fastest growing occupations in the
country are in healthcare
• The healthcare labor market will grow by a rate of 49%
over the next five years

3. Talent Management SolutionsTalent Management Solutions
• 31 percent of healthcare expenditures in the
U.S. go for administrative costs
• A large part of the solution in improving
healthcare in the U.S. lies in managing the
talent that drives the system and also
accounts for most of its costs
Human Resources in the Healthcare Industry

4. Talent Management SolutionsTalent Management Solutions
Talent Management Challenges in Healthcare
• New graduates are insufficient to meet growing demand in
the healthcare sector (RN, LPN, PharmD, RPh, Allied)
• Experienced nurses, mostly middle-aged women, are
leaving the profession at an alarming pace
• An aging population and its greater healthcare needs will
inevitably collide with an aging healthcare workforce
– preventable only if healthcare organizations put plans
and solutions in place starting now
• Current dependence on contractors
– Better talent management practices will result in a
more efficient use of existing staff and reduce this
dependence

5. Talent Management SolutionsTalent Management Solutions
Talent Management Realities
• Outdated processes can overwhelm HR staff (and
hiring managers) when they need to quickly
identify the best candidates
• HR may be overlooking qualified talent within their
own organization that might be available to fill
important roles if they only knew about them.
• Resignation should not be, yet most often is, the
trigger for a succession planning event.

6. Talent Management SolutionsTalent Management Solutions
• Equip supervisors and managers in talent management
skills so that they are better at motivating, coaching and
developing the talent that reports to them
• Improve retention through employee engagement, career
development, mentoring - pairing new employees with a
mentor
• Develop critical employees for future positions college th
tuition reimbursement programs, training, on-the-job
training, team projects and stretch assignments, coaching,
mentoring and action learning - learning while working on
real business challenges
Talent Management Responses for Healthcare

7. Talent Management Solutions
Workforce Scenarios in the Next Decade *
Extremely likely Highly likely
Demand for new classes of skilled
caregivers
62% 91%
Majority of healthcare organizations
will use remote/virtual physician
technologies
30% 73%
Knowledge gap in
critical position business roles due
to retirement/transition
22% 58%
Nearly all hospitals employ a
majority of physicians
12% 45%
Nurse shortage will exceed 20
percent
17% 37%
* Healthcare Financial Management Association (HFMA), Healthcare Finance Outlook 2009 °sponsored by Siemens, March 2009

8. Talent Management Solutions
Why People Leave*
Rank Physicians’ View Nurses’ View Others’ View
1 Stress Stress Stress
2 Base Pay Base Pay Base Pay
3 Length of
Commute
Work/life Balance Promotion
Opportunity
4 Promotion
Opportunity
Trust/confidence in
Management
Work/life Balance
5 Trust/confidence in
Management
Length of
Commute
Length of
Commute
* Watson Wyatt & ASHHRA, 2008/9 Work Attitudes Research

9. Talent Management Solutions
Global Talent Management Survey

10. Talent Management SolutionsTalent Management Solutions
Business Challenges: 2009 & Beyond
• Financial Pressures
• Competitive Threats
• Declining Margins
• Limited Supply of Talent
• Major Regulatory Changes

11. Talent Management SolutionsTalent Management Solutions
Business Opportunities: 2009 & Beyond
• Economic Stimulus
• Aging Population
• Technological Innovations
• Healthcare Reform
• Work-Life Balance

12. Talent Management SolutionsTalent Management Solutions
Global Talent Management Survey
• Softscape Research interviewed more than 200
HR leaders from around the world via a web-
based survey in late 2008.
• The sample represented a diverse collection of
more than twenty industries and was roughly
evenly distributed among large enterprises
(more than 5,000 employees; 54% of sample)
and small- and medium- sized organizations
(100-5,000 employees; 46% of sample).

13. Talent Management SolutionsTalent Management Solutions
Global Softscape Survey Results (2009)
• 74% of the organizations surveyed – and 83% of large
enterprises (over 5,000 Ee) – now believe that
integrated talent management is mission critical.
• More than 70% of companies believe that organizations
with integrated talent management strategies and
processes have better financial performance than those
that have not integrated their talent functions.
• 66% of companies believe linking learning
management to other core talent functions yields
stronger revenue growth.

14. Talent Management SolutionsTalent Management Solutions
Global Softscape Survey Results (2009)
• 56% of those surveyed say that Succession Planning, when
extended to the entire workforce, positively impacts sales
growth.
• More than half (52%) believe that an increased focus on
measuring workforce performance is critical to identifying and
retaining high performers.
• Virtually gone are the days when HR is viewed as merely a
transactional, back-office, tactical function.
• Nearly two-thirds of HR professionals in large enterprises
(more than 5,000 employees) still believe their workforces
are not adequately prepared to meet their companies’ future
plans.

15. Talent Management SolutionsTalent Management Solutions
Talent Management Technology
• Global Talent Management Survey of HR
Professionals prioritized the areas where
technology is most needed (Softscape, 2009)
– Succession Planning
– Career & Development Planning
– Talent Profiles
– Recruitment, Hiring, Applicant Tracking
– Workforce Measurement
– Knowledge Sharing
– Leadership Development

16. Talent Management SolutionsTalent Management Solutions
Leadership Development Needs
• Traditional leadership development model not
working: must find ways to develop, promote,
and honor the specialist leaders.
– Leading Teams
– Managing Conflict
– Building Collaboration
– Problem Solving
– Strategic Thinking
– Alignment around Business Focus

17. Talent Management Solutions
Leadership Development Models

18. Talent Management SolutionsTalent Management Solutions
Talent Management in Healthcare must:
• Build and maintain a strong employer brand and cooperate to
build a strong brand for the industry;
• Practice strategic and ongoing workforce planning;
• Create strategic recruitment plans and use all the tools at their
disposal to attract talent;
• Build effective onboarding processes;
• Create “great places to work” so that talent will remain with
healthcare organizations;
• Identify and develop leaders at all levels; choose and develop
leaders for their talent management skills;
• Communicate the plan of action to employees, and
• Reward talent with strategic employee recognition.

19. Talent Management SolutionsTalent Management Solutions
Talent Management Strategy Outcomes*
Impact of Talent Management:
• Integrating talent management strategies and processes
brings better financial performance (73% of respondents)
• Focusing on competency development, on-the-job training
and project-based learning leads to effective individual and
team performance (66%)
• Promoting mentoring, coaching, social networking and
collaboration brings about knowledge sharing and high
morale (61%)
• Implementing succession planning and career
development improves brand loyalty and quality of services
(56%)
• Measuring workforce performance outcomes increases
retention of high performers (52%)
* Based on Lawson/Human Capital Institute, Talent Management in the Healthcare Industry, May/09

20. Talent Management SolutionsTalent Management Solutions
Talent Management Transforms Healthcare
Recruiting, Onboarding and Employee Performance
Financial Impact of Talent Management on Recruitment and
Retention:
• Reduces staffing costs
• Reduces staffing cycle times by 50-70%
• Reduces vacancy rates by up to 50%
• Reduces first-year turnover and overall turnover
• Improves productivity

21. Talent Management SolutionsTalent Management Solutions
Performance Management for Healthcare
• Builds employee career development, by identifying future career
paths and the skill sets and certifications needed to attain them.
• Integrates with recruiting, to provide a more complete picture of your
organization’s staffing situation.
• Grade and rank employees to create a course of action for those
employees who need recognition, improvement or reassignment.
• Job Benchmarking grades and ranks employees to enable you to
build bonus programs and create a course of action for those
employees who need improvement or reassignment.
• Provides enough flexibility for organizational growth.
• Prepares you for your initial JCAHO survey and other accreditation and
inspection surveys.

22. Talent Management SolutionsTalent Management Solutions
• A Performance Management Strategy provides a clear
view of what is working at both the organizational and
individual levels.
• Performance management provides the ongoing
processes and practices to maintain a stellar workforce.
• Performance management requires leadership
commitment and accountability, with strong senior
leadership support, and integrated talent management
systems and processes aligned to develop the right talent
for the right work at the right time.
Developing A Performance Management Strategy

23. Talent Management SolutionsTalent Management Solutions
HRTalentPro partners with clients to develop Talent
Management Solutions and Software Applications
for critical Talent Management initiatives:
Hiring and Retention
Mentoring
Succession Planning
Career Development
Performance Management
Identifying High Potentials
Competency Models and Job Benchmarking
Leadership Development Programs
HRTalentPro

24. Talent Management SolutionsTalent Management Solutions
Benefits of an On-Demand Solution
• On-demand (web based or hosted) technology powers talent
management processes
• Transforms how organizations assess, acquire, develop, and
align talent directly to business strategies.
• Affordable
– Requires no capital investment; no software to install or maintain;
pay for software as a service
– No hidden maintenance fees, making it cheaper to maintain
• Its faster to functionality. On demand talent management
configured specifically for your organization and
operational within 30 days.

25. Talent Management SolutionsTalent Management Solutions
HRTalentPro
Providing Talent Management solutions for more than 20 years,
serving clients in Healthcare, Education, Government, Non-Profit,
Manufacturing, Telecommunications, and others.
For more information, please contact us:
HRTalentPro
954-341-2522
Nancy.Zentis@HRTalentPro.com
www.hrtalentpro.com