Electronic Medical Records, Meaningful Use, remote patient monitoring, and healthcare apps galore, just to name a few. The industry has recently seen a tremendous rise in new technologies that are changing the way healthcare is delivered today. These advancements have led to new standards of care but have also had a significant impact to the knowledge and skill-sets needed for healthcare staff to remain successful and deliver quality care.
However, rolling out new technology initiatives across organizations often come with their own set of challenges – possibly leading to a totally different type of “disruption”. Learn strategies for how your organization can minimize “growing pains” and realize the benefits of these new healthcare technologies sooner.
Join Elizabeth Robledo, Talent Management System Program Manager at Legacy Health and Rehan Mirza, Product & Verticals Marketing Manager at Cornerstone OnDemand as they discuss:
-Big health tech trends of 2016
-Impacts of new technology on the modern healthcare workforce
-Strategies for implementing new technology at your organization
Creating value through technology in healthcareSameer Sule
To Invest or Not to Invest..Is the question
With limited time, money and resources at their disposal, deciding whether or not to invest money in information technology can be tough for healthcare organizations. Couple this with the fact that many IT projects have failed to deliver on their promises, has left business leaders skeptical of investments in technology. IT professionals are under increasing pressure to demonstrate the value of technology to the organizations they support.
This presentation provides a value-based, outcomes-driven approach to justify investments in healthIT. Investing in technology shouldn't be a leap of faith. Technology is an enabler. It must be beneficial and functional to the intended user. Healthcare organizations that make technology decisions without focusing on outcomes find themselves regretting their decisions in the long run. Proper research and planning is critical in ensuring that information technology delivers value to patients, providers and healthcare organizations.
EHS Manager's Guide: 7 Tactics for a People-first WorkplaceAntea Group
If you have a role in risk management, you’re probably motivated by people first and compliance second. Whether an environment, health, and safety (EHS) manager, facility manager, or HR professional, you need to be proactive about EHS issues to keep employees safe and healthy while also managing business operations to maintain a light environmental footprint.
By following these seven actionable tactics, you’ll increase EHS program development and deployment success, foster a safe and healthy work environment, minimize impact on the environment, and facilitate the growth and sustainability of your business.
The communication and training resource book is actually over 700 pages. I’d like to eventually make it all available online. The book preview is 106 pages and illustrates the use of web-based technology for engaging real-time measures, contribution, and delegated results. The book showcases EmployeeTalk Technology in the process, and examples dialogs and concepts in the application of methods, techniques, and tools. I focus on development in over forty core competencies that can help anyone wanting to grow with their organization. One of the main focuses is on follow-through actions, exercises, and other book readings to help performance growth.
Creating value through technology in healthcareSameer Sule
To Invest or Not to Invest..Is the question
With limited time, money and resources at their disposal, deciding whether or not to invest money in information technology can be tough for healthcare organizations. Couple this with the fact that many IT projects have failed to deliver on their promises, has left business leaders skeptical of investments in technology. IT professionals are under increasing pressure to demonstrate the value of technology to the organizations they support.
This presentation provides a value-based, outcomes-driven approach to justify investments in healthIT. Investing in technology shouldn't be a leap of faith. Technology is an enabler. It must be beneficial and functional to the intended user. Healthcare organizations that make technology decisions without focusing on outcomes find themselves regretting their decisions in the long run. Proper research and planning is critical in ensuring that information technology delivers value to patients, providers and healthcare organizations.
EHS Manager's Guide: 7 Tactics for a People-first WorkplaceAntea Group
If you have a role in risk management, you’re probably motivated by people first and compliance second. Whether an environment, health, and safety (EHS) manager, facility manager, or HR professional, you need to be proactive about EHS issues to keep employees safe and healthy while also managing business operations to maintain a light environmental footprint.
By following these seven actionable tactics, you’ll increase EHS program development and deployment success, foster a safe and healthy work environment, minimize impact on the environment, and facilitate the growth and sustainability of your business.
The communication and training resource book is actually over 700 pages. I’d like to eventually make it all available online. The book preview is 106 pages and illustrates the use of web-based technology for engaging real-time measures, contribution, and delegated results. The book showcases EmployeeTalk Technology in the process, and examples dialogs and concepts in the application of methods, techniques, and tools. I focus on development in over forty core competencies that can help anyone wanting to grow with their organization. One of the main focuses is on follow-through actions, exercises, and other book readings to help performance growth.
ENGAGING employees to share IDEAS that feed the FINANCIAL bottom line; with REWARDS that are tied directly to ROI results is the primary offering of " Ideas At Work." The financial results are surpassing all client expectations, and is setting the highest marks for ROI results. Better yet, this web-based solution is entirely self-funding. Steve@SenseandCompany.com
Return to the Workplace: Planning for RecoveryWorkday, Inc.
In this webinar replay, we discuss how you can plan, execute, and analyze a phased approach to recovery and returning to work amidst COVID-19, while ensuring the safety and well-being of your workforce.
Profile of Accenture
Accenture’s Matrix Organization
Mode of communication in Accenture
Effective communication in Accenture
Culture in Accenture
Mechanistic Structure
Organic structure
Formal communication
INFormal communication
Vertical Communication:
Upward and downward flows of communication
Horizontal Communication:
Diagonal Communication:
INTERNAL COMMUNICATION:
EXTERNAL COMMUNICATION:
EMAIL
MINUTES OF MEETING
Individualism and group:
Colleaga is an innovation engine which allows staff-sourced ideas and the most relevant ideas from global communities of practice to move through a structured process to create value more quickly.
Key Issues that Affect Healthcare Cost and RevenueAntea Group
Balancing the needs of patients, government requirements, expanding services and maintaining a safe work environment, against financial goals can leave Healthcare providers stretched thin and at risk.
Learn more about how to eliminate environment, health, and safety risks that impact your people, your brand, and your customers so you can focus on growing your business. Protect your most important assets
3 Tips to Make Your Technology Workplace SaferAntea Group
Infographic by Antea Group, a leading provider of environment, health and safety (EHS) services, reminds technology companies of common dangers in the workplace and how to make it safer.
ANI | Demystifying the practice of Design Thinking | M R Ramakrishnan | 27 Se...AgileNetwork
Abstract:
Demonstration through example of how paying attention to the user and their context provides novel insights that shape the final outcome which wont have been possible without this approach.
Key Takeaways:
1. DT is for everyone
2. DT can be practised keeping in mind a 6 core principles
3. How to define a problem – in a noun and verb form
4. How to plan and conduct research
5. How to organize the output into manageable and meaningful tracks of work.
Engaging Employees In Environmental SustainabilityJagan Nemani
Employee Engagement continues to be #1 stumbling block for environmental sustainability programs of companies. Much of the efforts/programs by Sustainability officers are termed as "Greenwashing" due to lack of employee engagement in these programs.
So how to increase employee engagement in Environmental Sustainability Programs? How to promote a Culture of Environmental Sustainability within your organization?
This whitepaper highlights our approach as an answer to some of your questions.
Starting a new job for anyone is a major life change and career transition. The on boarding experience is personal and affects the bottom line, productivity, culture and future ability of any firm to hire THE best talent. The detailed report leveraging global firms located in Nigeria has a number of interesting ideas for you to consider to Re imagine On boarding for your organization.
Gaining Critical Insight into your WorkforceWorkday, Inc.
Having a pulse on your workforce has never been more important. This webinar replay shows how Workday customers leverage workforce analytics to understand and successfully manage their people.
Why You Should Deploy Workday - And How to Do It SuccessfullyOneSource Virtual
Taking full advantage of Workday system functionality starts with a successful Workday deployment. You’ll need a Workday Services Partner with the knowledge, experience and insight to help you make the right decisions when it comes to project planning, organizational design, navigating existing system architectures, testing and go-live. Leave the old way of HCM, Payroll and Financial Management application implementations behind and deploy Workday with the experts at OneSource Virtual. We’ve performed hundreds of Workday deployments, and are ready to prepare you at Phase Zero and propel you beyond Go-Live.
In response to COVID-19 many teams have abruptly made the change to working remote. HRG Executive VP, Jason Coffin will discuss tips, tricks & tools to successfully manage your remote workforce. He shares best practices on minimizing miscommunication, maximizing production & maintaining employee engagement while ensuring the highest level of security for clients.
Harnessing Revolution: Creating The Future Workforceaccenture
The very concept of work is being redefined as different generations enter and exit the workforce amidst a rapidly changing technological landscape that includes wearables, artificial intelligence and analytics. It is the responsibility of every business leader to reskill their people to be relevant in the future workforce and ready to adapt to change. The leaders who make their people a strategic business priority will be the ones who make the greatest gains in growth and innovation. Learn more about how to prepare for the talent needs of tomorrow, today and explore the research of 10,000+ working people across 10 countries at: http://www.accenture.com/HarnessingRevolution
Overview of the Challenges & Opportunities within Healthcare Information Technology amid the 2009 Healthcare Reforms. Cost savings, business models and medical technology and software solutions are described.
Healthcare and medicine are being revolutionized by communications and computational resources. Understanding how the convergence of these enabling technologies is advancing our ability to get and stay well is the topic of this presentation.
ENGAGING employees to share IDEAS that feed the FINANCIAL bottom line; with REWARDS that are tied directly to ROI results is the primary offering of " Ideas At Work." The financial results are surpassing all client expectations, and is setting the highest marks for ROI results. Better yet, this web-based solution is entirely self-funding. Steve@SenseandCompany.com
Return to the Workplace: Planning for RecoveryWorkday, Inc.
In this webinar replay, we discuss how you can plan, execute, and analyze a phased approach to recovery and returning to work amidst COVID-19, while ensuring the safety and well-being of your workforce.
Profile of Accenture
Accenture’s Matrix Organization
Mode of communication in Accenture
Effective communication in Accenture
Culture in Accenture
Mechanistic Structure
Organic structure
Formal communication
INFormal communication
Vertical Communication:
Upward and downward flows of communication
Horizontal Communication:
Diagonal Communication:
INTERNAL COMMUNICATION:
EXTERNAL COMMUNICATION:
EMAIL
MINUTES OF MEETING
Individualism and group:
Colleaga is an innovation engine which allows staff-sourced ideas and the most relevant ideas from global communities of practice to move through a structured process to create value more quickly.
Key Issues that Affect Healthcare Cost and RevenueAntea Group
Balancing the needs of patients, government requirements, expanding services and maintaining a safe work environment, against financial goals can leave Healthcare providers stretched thin and at risk.
Learn more about how to eliminate environment, health, and safety risks that impact your people, your brand, and your customers so you can focus on growing your business. Protect your most important assets
3 Tips to Make Your Technology Workplace SaferAntea Group
Infographic by Antea Group, a leading provider of environment, health and safety (EHS) services, reminds technology companies of common dangers in the workplace and how to make it safer.
ANI | Demystifying the practice of Design Thinking | M R Ramakrishnan | 27 Se...AgileNetwork
Abstract:
Demonstration through example of how paying attention to the user and their context provides novel insights that shape the final outcome which wont have been possible without this approach.
Key Takeaways:
1. DT is for everyone
2. DT can be practised keeping in mind a 6 core principles
3. How to define a problem – in a noun and verb form
4. How to plan and conduct research
5. How to organize the output into manageable and meaningful tracks of work.
Engaging Employees In Environmental SustainabilityJagan Nemani
Employee Engagement continues to be #1 stumbling block for environmental sustainability programs of companies. Much of the efforts/programs by Sustainability officers are termed as "Greenwashing" due to lack of employee engagement in these programs.
So how to increase employee engagement in Environmental Sustainability Programs? How to promote a Culture of Environmental Sustainability within your organization?
This whitepaper highlights our approach as an answer to some of your questions.
Starting a new job for anyone is a major life change and career transition. The on boarding experience is personal and affects the bottom line, productivity, culture and future ability of any firm to hire THE best talent. The detailed report leveraging global firms located in Nigeria has a number of interesting ideas for you to consider to Re imagine On boarding for your organization.
Gaining Critical Insight into your WorkforceWorkday, Inc.
Having a pulse on your workforce has never been more important. This webinar replay shows how Workday customers leverage workforce analytics to understand and successfully manage their people.
Why You Should Deploy Workday - And How to Do It SuccessfullyOneSource Virtual
Taking full advantage of Workday system functionality starts with a successful Workday deployment. You’ll need a Workday Services Partner with the knowledge, experience and insight to help you make the right decisions when it comes to project planning, organizational design, navigating existing system architectures, testing and go-live. Leave the old way of HCM, Payroll and Financial Management application implementations behind and deploy Workday with the experts at OneSource Virtual. We’ve performed hundreds of Workday deployments, and are ready to prepare you at Phase Zero and propel you beyond Go-Live.
In response to COVID-19 many teams have abruptly made the change to working remote. HRG Executive VP, Jason Coffin will discuss tips, tricks & tools to successfully manage your remote workforce. He shares best practices on minimizing miscommunication, maximizing production & maintaining employee engagement while ensuring the highest level of security for clients.
Harnessing Revolution: Creating The Future Workforceaccenture
The very concept of work is being redefined as different generations enter and exit the workforce amidst a rapidly changing technological landscape that includes wearables, artificial intelligence and analytics. It is the responsibility of every business leader to reskill their people to be relevant in the future workforce and ready to adapt to change. The leaders who make their people a strategic business priority will be the ones who make the greatest gains in growth and innovation. Learn more about how to prepare for the talent needs of tomorrow, today and explore the research of 10,000+ working people across 10 countries at: http://www.accenture.com/HarnessingRevolution
Overview of the Challenges & Opportunities within Healthcare Information Technology amid the 2009 Healthcare Reforms. Cost savings, business models and medical technology and software solutions are described.
Healthcare and medicine are being revolutionized by communications and computational resources. Understanding how the convergence of these enabling technologies is advancing our ability to get and stay well is the topic of this presentation.
Healthcare delivery is becoming an increasingly complex operation. Nurses, physicians and other allied healthcare professionals are increasingly measured on their quality of work, even with increasing patient volume and patient complexity. Technology, from sensors to analytics to software based decision support and automation, have the potential to both leverage our healthcare provider workforce to mange increasing demands and to improve quality. This presentation will focus on the key areas of opportunity for technology to improve the capabilities of healthcare providers in delivering quality care.
Performance Appraisals Strike Back - Accelerating Productivity on-the-goCornerstone OnDemand
The fast paced, dynamic environment that makes SMBs so attractive to employees is also what prevents managers to give regular feedback to their employees. Yet regular feedback is probably the most important aspect of performance reviews, as those ongoing discussions are what will have the most positive impact on productivity in your business.
Companies such as GE, Accenture, Adobe and Deloitte have recently shifted away from annual performance reviews to an ongoing feedback model, for several reasons:
They are a chore, for managers and employees alike. One central conversation gets all the attention, when frequent, bite-size feedback is the most efficient. Worse, annual reviews tend to promote bad management.
Review this presentation to understand the new paradigm of performance appraisals, and its extended benefits to employee engagement and motivation (if you do it the right way).
5 healthcare technology transformation trends to watch out for in 2017Rahul Gupta
Healthcare is all set to undergo a massive technology/ Digital transformation in 2017. The slides talk about the current challenges faced by the US Healthcare sector, the key technology transformation to watch out for and how they stack up on the hype cycle
Justifying your Occupational Health Clinic budgetMedgate Inc.
Facing increasing budgetary pressures means that more than ever occupational health clinics are under pressure to justify their existence. Here is a preview of our forthcoming webinar with Dr Mary Anne Alexander which addresses the concerns of nurses, doctors and managers and shows how better use of data can help to provide the answers.
Bringing Corporate Wellness Into Focus | Employee Services Webinar Series CBIZ, Inc.
This webinar sets out explain why "zooming out" before "zooming in" is key to wellness program efforts, how trending practices may affect your organization and presents an overall process designed to improve wellness program outcomes.
Webinar: Integrating Physician Practices into Your NetworkModern Healthcare
As the federal government and private payers move swiftly toward value-based care, hospitals and health systems are increasingly looking to clinical integration strategies as a way to coordinate care more easily across settings, manage the health of populations and take advantage of emerging payment models. Join us as we explore strategies for integrating physician practices and ambulatory care facilities. Our panel of experts will outline proven practices—and pitfalls to avoid—when it comes to growing your network and bringing new docs into the fold.
Workforce analytics, also called HR analytics or people analytics is getting much attention lately. And rightly so! Research has shown that companies using data to drive their decisions and actions are more succesfull than others. With (predictive) analytics an accurate view of the future requires predictions based on data rather than personal hunches or speculation.
Taking your hospital from total compensation statements to a total rewards sy...Healthcare Software Hub
Total compensation statements are a great tool to drive employee engagement and retention - the problem is that traditional printed annual statements are not only outdated from the time they are printed but are expensive and time consuming to produce for busy HR teams in healthcare facilities with limited resources.
HRIS expert Christopher Ford will share how healthcare HR departments can transform an outdated compensation statement process into a value-driven total rewards system that generates measurable improvement in engagement at a lower cost.
Value-based payments research study - Availity 2014Availity
Dive into the latest research study from Availity, and learn more about provider attitudes toward value-based payment models. Get an overview of current-state physician reimbursement, find out current and expected adoption levels, learn administrative and operational challenges that are barriers to further adoption, and discover physician attitudes toward outcomes and cost savings.
Strategic Application of IT for Performance Improvement in hospital industry_...DrDevTaneja1
Hospital industry has been laggard in using IT tools to improve Performance Management.
The hospital industry must move beyond Transaction Reporting HMIS to Performance Improvement Tools like Visual Analysis Business Intelligence
Hospital industry must use IT spending as a Strategic Resource to optimize business outcomes & productivity
Chapman Institute’s WellCert program is the premier, and most established, professional certification program in the U.S. for Worksite Wellness practitioners.
Technology is constantly transforming healthcare for the better, but getting technology right is an understated challenge for the industry. This webinar addresses three of healthcare's top challenges in tapping technology's full potential: cost, privacy and adoption. Experts and providers share tips, strategies and stories to help overcome these challenges to truly harness the power of transformative healthcare technology.
ROI of wellness programs - Optimity webinar series Dec 2016Jane Wang
ROI on Wellness Programs
OVERVIEW OF HOW WELLNESS PROGRAMS ARE BECOMING MORE OUTCOMES DRIVEN
"Traditional wellness programs, with engagement hovering around 30%, just don't cut it any more. We share 3 tips on how you can drive ROI for your wellness initiatives and dive deep into industry best practices. The benefit of a "one stop shop" platform like Optimity can help easily cross-polinate engagement from different initiatives and bring in targeted coaching support to move the needle on your health outcomes. "
Expert: Jane Wang, CEO
Host: Trista Chan, Advisor - Wellness Strategies, Optimity
Tech-Enabled Managed Services: Not Your Average OutsourcingHealth Catalyst
During this webinar you'll learn the following:
The importance of optimizing performance, reducing labor costs and sourcing talent given current market challenges.
Highlighting the need for a balanced approach to cost reduction.
How to reap the benefits of outsourcing (cost cutting, expertise, etc) while protecting yourself from the collateral damage that often comes with them.
2013 10 utilizing member engagement to improve cahps scoresimagine.GO
The Accountable Care Act means more access to healthcare for more people. But to pay for that access it also means margins for healthcare companies are going to be squeezed. But this does not necessarily imply doom for healthcare companies. The law actually encourages healthcare businesses to build better business models – and is willing to pay for it. By retooling your market approach, and the operations that run your business, you can actually improve your margins and your customer’s happiness at the same time you are helping to create a better and more efficient healthcare ecosystem.
Similar to "Disruptive" Technology in Healthcare Implications for the Workforce & HR Professionals (20)
Compliance is an essential part of HR, but it is always the bare minimum and should be assessed and analyzed as part of an overall culture strategy. Issuing a policy that says "We don't discriminate" is not the same as a comprehensive inclusion and diversity program.
Following the rules and filing reports are just part of creating a work environment where compliance happens on the way to larger goals for learning, performance, and wellness. But since HR never has to make the business case for compliance, it can be a persuasive approach to larger culture initiatives.
In this presentation, we survey compliance issues, who they affect, and why it's essential to see compliance as a culture issue.
You will learn:
- What compliance issues create risk for the organization.
- What compliance issues create risk for employees.
- Why people are the most important aspect of all compliance issues.
- When compliance problems are symptoms instead of causes.
- How to approach different compliance issues using tech, training, coaching and data.
- How to make compliance an effective part of a comprehensive approach to work culture and strategy.
The original webinar featured Mike Bollinger, Vice President-Thought Leadership and Advisory Services, Cornerstone OnDemand and Heather Bussing, Employment Attorney and Principal Analyst at HRExaminer.
Cornerstone has been spending a lot of time gazing into our crystal ball and thinking about the future. More specifically, how organisations like yours can navigate the future and prepare for the emerging Skills Economy. The way we see it, we are at a critical juncture where the world is experiencing a major shift in the way everyone works and learns.
The most successful companies continually reinvent themselves during these times of disruption. And continually developing their talent is the differentiator. No matter what sector or industry, increasing employee's knowledge, skills, and abilities in this continually changing environment is fundamental in futureproofing success.
In our webinar, we explore the increasingly fluid nature of learning, the skills workers will need to learn, and how leaders can build a culture of learning from the top down.
Coffee with Cornerstone: How to Deliver Training to Franchisees and DealersCornerstone OnDemand
You know that educating your network of franchises, dealers, and partners is critical to your organization's success, but how can you best deliver training to an external audience?
Grab a coffee and join Cornerstone for a discussion and demonstration of some of the latest trends in franchisee and dealer training.
During the webinar, you'll see how you can:
• Deliver training content to franchisees and dealers
• Measure the impact of your training programs
• Generate revenue from training courses
HCI Webinar: Changing a Company Culture, One Technological Performance Module...Cornerstone OnDemand
Sometimes the best systems aren’t all in place when it comes to talent management. Processes may need improvement and people likely want more support, but a knowledge gap and lack of experience in change management blocks companies from adopting the finest practices and implementing helpful technology. Success, as seen by leaders, is achieved by doing what works best for the business. Top managers take on the constant task of determining how to make each process more efficient and improve what’s needed to maximize productivity.
The Evolution of HR: Embrace an Analytics Mindset to Unlock HR’s PotentialCornerstone OnDemand
Highlights:
• Approaches for developing an analytics mindset and a culture of curiosity about talent
• The art of interpreting and visualizing analytics outcomes
• How to craft a compelling story to drive change, starting with where you are today and how to achieve the talent future state
Learning objectives:
• What is the VUCA world?
• Evaluate what areas of HR will be impacted by changes.
• Establishing and advocating for needs of HR and your employees.
• Aligning processes with the new initiatives in your organization.
Big data is not only transforming the way we make decisions, but also the way that organizations recruit, manage and develop their people, driving engagement, innovation and productivity to new peaks.
Explore the future of cloud-based human capital management, and demonstrate how what you do today will influence and energize your company for decades to come.
Sarah Brennan, Principal Consultant, Talent Acquisition at Cornerstone OnDemand, provides easy-to-understand insights on:
o Evolution of the role of recruiting in business from reactive to strategic partners
o How a unified approach to looking at talent acquisition can benefit core HR and business drivers
o The impact employment branding and candidate experience have on influencing employee engagement and retention (and vice versa)
Presented by: Mike Erlin, Managing Director, Australia & New Zealand
Some questions we answer:
Compliance
•Where do the highest risk levels reside & why?
•What are my risks if employees do not finish a course on time?
Succession Planning
•Which employees are ready for a new role?
Career Mobility
•What are possible career paths based on current role and career interests?
Employee Growth
•What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
•What courses drive the most impactful development?
•How can I effectively assign courses & optimise our catalog?
Embracing Disruption: How One Multinational is Changing its ApproachCornerstone OnDemand
Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives.
Emerging Trends in Learning & Performance: Shift Your Performance Discussions...Cornerstone OnDemand
In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.
In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.
Learning and Business Impact: Making the Case through Metrics and AnalyticsCornerstone OnDemand
Proving the impact of a single learning investment is relatively easy. Answering the broader question of "What impact is L&D having on the business?" is hard.
Revising your Enterprise Learning Strategy: It Starts with CommitmentCornerstone OnDemand
As a $1 billion growth company, AthenaHealth had grown rapidly over a relatively short period. As a result, their learning and development department was faced with new challenges related to leadership commitment, employee engagement and scalability to support the organization’s pace of change. During this spotlight webinar, AthenaHealth’s chief learning officer, Karen Hebert-Maccaro, shares how she stewarded the organization into the next phase of their enterprisewide learning strategy, through senior leadership commitment and the development of tailored learning experiences for each employee.
During this spotlight webinar, viewers will learn:
•How AthenaHealth took a contemporary approach in developing their learning strategy.
•Lessons learned as the organization underwent a significant change modernizing the L&D department and introducing a learner-centric culture.
•The risks and rewards in overhauling your organization’s learning strategy.
Emerging Trends in Performance Management: Diagnose, Discern & Develop - Part 1Cornerstone OnDemand
In this session, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand, will explore several emerging trends through examining case studies of companies using these new performance management concepts. Discussing specific actions, Mr. Spake steps us through how to diagnose your current performance strategy, the benefits the latest trends have on employee engagement as it pertains to performance management, as well as discerning between learning activities and development achievement.
Preventing Staff Burnout: Strategies for Happier Staff and Healthier PatientsCornerstone OnDemand
There is a fine line between stress and passion in the workplace. Both require extreme dedication, time and commitment, however, one is not pleasant, while the other, completes the reason for your existence. The term ‘burnout’ in the workplace suggests that people are tired of working to the point that they no longer want to continue at their current pace. We often consider burnout as a ‘bad thing’ in the workplace and overall that is correct, however, this can emanate from both a stressful position as well as a passionate position.
According to of a comprehensive study conducted within the nursing ranks, there are three types of stress; eustress, distress and severe distress (i.e. burnout). Eustress is the kind of stress that generates either fear or excitement, often see to be ‘good stress.’ Distress is what we all think of when we speak of stress, the bad kind. Distress generates depression, sadness, and pessimism to name of few. Lastly, severe distress is extreme stress. This is the type of stress that causes emotional exhaustion to the point of coronary heart disease. Stress is no laughing matter and a very real issue in clinical operations. Arguably, organizations must address these issues intentionally and for multiple reasons.
In this session, Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss the challenges of dealing with both stress and passion in the workplace, both leading to staff burnout. He will go over the causes of stress in the clinical workplace as well as some struggles to help alleviate some of the issues.
Shifting Away From Annual Performance Reviews to Increase Productivity and En...Cornerstone OnDemand
Discover how shifting away from annual performance reviews can boost employee engagement and productivity within your organisation.
Presented by Geoffroy de Lestrange, Product Marketing Manager, EMEA Cornerstone
Driving Engagement: The Link Between Staff Buy-in and Quality CareCornerstone OnDemand
Employee engagement is good for both the employee as well as the organization; when employees are happy, they’re more productive, and the institution delivers higher levels of patient care while keeping overall costs down. As they say, it’s a win-win. Just 44% of healthcare workers are engaged (HBR) and engagement was the top variable for mortality rates (Forbes). What might be a good solution to boost engagement?
The crux of this issue is that employee engagement is 'over' defined. Search for the term on Google and you will get a myriad of definitions that lead to confusion about what you’re trying to solve and how to solve it. In this webinar, we will address the history of employee engagement, where the confusion lies, and implications for the clinical staff relevant to competency and patient outcomes. We will also propose some areas for immediate focus to get ahead of this issue.
In a similar format to Part 1 of this series, the webinar will address a strategic view of employee engagement, while attendees will receive an eBook describing some practical steps to increase overall employee engagement. Click here to access previous sessions:
Our presenters for Part 1 will be Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services and Lynn Howe, Regional Sales Manager for Cornerstone on Demand. Dr. Tonkin has over 25 years of experience in human resources challenges and focuses on the Healthcare sector for Cornerstone. Howe, RN, MS, CEN, and CCRN is a Registered Nurse, former Director of Education with 30 years of clinical experience, holds a graduate degree in Human Resource Management and is currently a regional sales manager in the healthcare vertical.
Onboarding in Healthcare that Sticks: It's More Than Just the PaperworkCornerstone OnDemand
Unfortunately, staff turnover in the healthcare industry has now become a characteristic of the sector. Research reports that half of the nurses leave their current positions after two years. Care centers report significant turnover that equates to a $7 million a year problem. Adding to that is a two-headed dragon: the workforce that is retiring 10,000 people per day, yet the average adult lifespan is increasing.
That’s why Cornerstone OnDemand is proud to present a four-part series that addresses weaknesses in employee development to shine a light on a persistent, yet fixable problem.
The first of the series will address onboarding issues. We know that hospitals on board their employees in just one day. The rationale for this timeframe is that healthcare in America is a ubiquitous industry; however, many onboarding programs in hospitals disregard the fact that each institution holds different values, beliefs, and shared norms, many of which can’t be fully addressed in one day.
Join Tom Tonkin, Principal Consultant, Thought-Leadership and Advisory Services at Cornerstone OnDemand, for the first webinar in our series on staff burnout in healthcare and how to treat it across the entire employee life cycle! Topics covered in this webinar include:
-The importance of strong onboarding on day 1
-How to set clear goals and expectations from the beginning
-The importance of opening up job-roll-specific training early in the onboarding process
Health Education on prevention of hypertensionRadhika kulvi
Hypertension is a chronic condition of concern due to its role in the causation of coronary heart diseases. Hypertension is a worldwide epidemic and important risk factor for coronary artery disease, stroke and renal diseases. Blood pressure is the force exerted by the blood against the walls of the blood vessels and is sufficient to maintain tissue perfusion during activity and rest. Hypertension is sustained elevation of BP. In adults, HTN exists when systolic blood pressure is equal to or greater than 140mmHg or diastolic BP is equal to or greater than 90mmHg. The
Navigating Challenges: Mental Health, Legislation, and the Prison System in B...Guillermo Rivera
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Empowering ACOs: Leveraging Quality Management Tools for MIPS and BeyondHealth Catalyst
Join us as we delve into the crucial realm of quality reporting for MSSP (Medicare Shared Savings Program) Accountable Care Organizations (ACOs).
In this session, we will explore how a robust quality management solution can empower your organization to meet regulatory requirements and improve processes for MIPS reporting and internal quality programs. Learn how our MeasureAble application enables compliance and fosters continuous improvement.
Explore our infographic on 'Essential Metrics for Palliative Care Management' which highlights key performance indicators crucial for enhancing the quality and efficiency of palliative care services.
This visual guide breaks down important metrics across four categories: Patient-Centered Metrics, Care Efficiency Metrics, Quality of Life Metrics, and Staff Metrics. Each section is designed to help healthcare professionals monitor and improve care delivery for patients facing serious illnesses. Understand how to implement these metrics in your palliative care practices for better outcomes and higher satisfaction levels.
Defecation
Normal defecation begins with movement in the left colon, moving stool toward the anus. When stool reaches the rectum, the distention causes relaxation of the internal sphincter and an awareness of the need to defecate. At the time of defecation, the external sphincter relaxes, and abdominal muscles contract, increasing intrarectal pressure and forcing the stool out
The Valsalva maneuver exerts pressure to expel faeces through a voluntary contraction of the abdominal muscles while maintaining forced expiration against a closed airway. Patients with cardiovascular disease, glaucoma, increased intracranial pressure, or a new surgical wound are at greater risk for cardiac dysrhythmias and elevated blood pressure with the Valsalva maneuver and need to avoid straining to pass the stool.
Normal defecation is painless, resulting in passage of soft, formed stool
CONSTIPATION
Constipation is a symptom, not a disease. Improper diet, reduced fluid intake, lack of exercise, and certain medications can cause constipation. For example, patients receiving opiates for pain after surgery often require a stool softener or laxative to prevent constipation. The signs of constipation include infrequent bowel movements (less than every 3 days), difficulty passing stools, excessive straining, inability to defecate at will, and hard feaces
IMPACTION
Fecal impaction results from unrelieved constipation. It is a collection of hardened feces wedged in the rectum that a person cannot expel. In cases of severe impaction the mass extends up into the sigmoid colon.
DIARRHEA
Diarrhea is an increase in the number of stools and the passage of liquid, unformed feces. It is associated with disorders affecting digestion, absorption, and secretion in the GI tract. Intestinal contents pass through the small and large intestine too quickly to allow for the usual absorption of fluid and nutrients. Irritation within the colon results in increased mucus secretion. As a result, feces become watery, and the patient is unable to control the urge to defecate. Normally an anal bag is safe and effective in long-term treatment of patients with fecal incontinence at home, in hospice, or in the hospital. Fecal incontinence is expensive and a potentially dangerous condition in terms of contamination and risk of skin ulceration
HEMORRHOIDS
Hemorrhoids are dilated, engorged veins in the lining of the rectum. They are either external or internal.
FLATULENCE
As gas accumulates in the lumen of the intestines, the bowel wall stretches and distends (flatulence). It is a common cause of abdominal fullness, pain, and cramping. Normally intestinal gas escapes through the mouth (belching) or the anus (passing of flatus)
FECAL INCONTINENCE
Fecal incontinence is the inability to control passage of feces and gas from the anus. Incontinence harms a patient’s body image
PREPARATION AND GIVING OF LAXATIVESACCORDING TO POTTER AND PERRY,
An enema is the instillation of a solution into the rectum and sig
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CRISPR-Cas9, a revolutionary gene-editing tool, holds immense potential to reshape medicine, agriculture, and our understanding of life. But like any powerful tool, it comes with ethical considerations.
Unveiling CRISPR: This naturally occurring bacterial defense system (crRNA & Cas9 protein) fights viruses. Scientists repurposed it for precise gene editing (correction, deletion, insertion) by targeting specific DNA sequences.
The Promise: CRISPR offers exciting possibilities:
Gene Therapy: Correcting genetic diseases like cystic fibrosis.
Agriculture: Engineering crops resistant to pests and harsh environments.
Research: Studying gene function to unlock new knowledge.
The Peril: Ethical concerns demand attention:
Off-target Effects: Unintended DNA edits can have unforeseen consequences.
Eugenics: Misusing CRISPR for designer babies raises social and ethical questions.
Equity: High costs could limit access to this potentially life-saving technology.
The Path Forward: Responsible development is crucial:
International Collaboration: Clear guidelines are needed for research and human trials.
Public Education: Open discussions ensure informed decisions about CRISPR.
Prioritize Safety and Ethics: Safety and ethical principles must be paramount.
CRISPR offers a powerful tool for a better future, but responsible development and addressing ethical concerns are essential. By prioritizing safety, fostering open dialogue, and ensuring equitable access, we can harness CRISPR's power for the benefit of all. (2998 characters)
ICH Guidelines for Pharmacovigilance.pdfNEHA GUPTA
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2. A Bit About the Speakers
2
Rehan Mirza – Manager, Products & Verticals Marketing,
Cornerstone OnDemand
• Former healthcare management consultant
• Co-founded a digital health tech start-up
• Family of physicians (except him)
Elizabeth Robledo – Talent Management System Program
Manager at Legacy Health
• Over 12 years of experience in business development &
talent management
• Manages key strategic performance, succession and
learning initiatives at Legacy Health
3. Agenda
3
• A Quick Industry Primer
• The Rise of Health-Tech
• Impacts to the Workforce
• Electronic Health Records
• Strategies on Effective Roll-out
• Case Example – Legacy Health
• Employee Recognition & Talent Management
5. 5
Rising Costs, Sub-optimal Outcomes
• We’re still spending a lot
• Outpacing inflation and overall
economic growth
• $3trillion - 17.5% of US GDP (2014)
• 2.4% faster than GDP since 1970
“A Cure for Health-Care Costs,” MIT Tech Review: Business
Report,2013
• But we have not seen better
outcomes
• Life Expectancy below OECD avg.
• Still spending much more than other
developed countries
• $9.5k spending per capita (2014)
“Why U.S. Health Care is Obscenely Expensive,” Huff Post, 2013
6. 6
Major Industry Factors
• Political Reform
• Affordable Care Act (2014)
• HITECH Act (2009)
• Demographic Shifts
• Growing 65 & over population
Rock Health – Affordable Care Act For Dummies, Presentation 2013
• Economic Realities
• Costs continue to rise
• Shrinking state Medicaid budgets
• Volume to Value Shift
• Shared risk models; Focus on outcomes
• Value-based purchasing
• Population Health Management
• Rise of healthcare “consumer”
9. 9
Where Does Technology Fit In?
Healthcare leaders & regulators are now looking for
new technologies to help “disrupt” the status quo
E. Topol, The Creative Destruction of Medicine, 2012
10. 10
New Health Tech Products
Image courtesy of Venture Scanner. For full list of companies, contact info@venturescanner.com
14. 14
Major Implications for the Workforce
• Learning curve can be steep & stakes are high
• Much more software & hardware to know how to use
• Constantly evolving information, protocols and best practices
• Provider time already at a premium
• Massive amounts of data to make sense of
• Typically less receptive to change and innovation
16. 16
Electronic Health Records (EHRs)
Healthcare Technology Initiation, J.P. Morgan, North America Corporate Research,
November 17, 2015
• Massive uptick in EHR
adoption, driven by:
• HITECH
• Meaningful Use Incentives
• ICD-10 Coding Needs
• Over the last 5 years,
constant cycle of:
• Go-lives (big bangs & rolling)
• Ongoing expansions & upgrades
• Constantly evolving system
• Only a few major players
• Flurry of rollouts
• Many organizations had to fend for
themselves
17. EHRs – A Tale of Two Systems
17
Healthcare Organizations
Often Expected This…
1. Enhance physician’s ability to provide high-
quality care
2. Support team-based care
3. Promote collaboration across continuum of
care
4. Offer product modularity and configurability
5. Reduce cognitive workload and support
clinical decision-making
6. Promote data liquidity across providers
7. Facilitate digital and mobile patient
engagement
8. Expedite incorporation of end-user feedback
into EHR design
American Medical Association’s
Top Priorities for EHRs
18. 18
Key Roll-out Strategies
1. Engage highly visible executive sponsorship
2. View as much more than IT or an HR project
3. Look for easy wins & low hanging fruit
4. Identify right communication vs more
communication
5. Pursue an alignment of incentives
19. 19
Key Roll-out Strategies
6. Provide ongoing, continuous, on-demand training
7. Create easy-to-understand ‘self-service’ resources &
communities for peer-learning
8. Leverage in-house experts, power users & evangelists
9. Incorporate criteria into hiring plans and recruiting practices
10.Outline a clear staff engagement plan – ensure a LONG tail
20. 20
Finding the Right Rhythm
• New health-tech will continue to
emerge
• Good, early planning prevents the
“0-60” sprint
• Communication, buy-in and
alignment help find your stride
• Ongoing opportunities for
improvement
22. Creating A Culture of Appreciation
Employee Recognition and Talent Management
23. Who is Legacy Health?
Legacy Health is a nonprofit, locally owned organization based in Portland, Oregon,
and Southwest Washington
6 Legacy hospitals
> Two regional hospitals, including a Level-1 Trauma Center
> Three community hospitals
> Randall Children’s Hospital
Other Legacy facilities
> Primary care and specialty clinics
> Legacy Devers Eye Institute
> Legacy Hospice
> Legacy Laboratory Services
> Legacy Research Institute
> Legacy Oregon Burn Center
> Legacy Rehabilitation Institute of Oregon (RIO)
11,000+ employees, 2,500+ credentialed providers, students
Utilize Cornerstone Talent Management Solution
24. Employee Recognition 1.0
In October 2008, Employee Recognition page launches on Legacy
intranet
Purpose was to “showcase the multiple ways that Legacy recognizes its
employees”
> Site-specific recognition programs/awards
> Link to new Kudos tool
New emphasis on employee recognition:
> Legacy succeeds because of our employees
> Ongoing priority is to recognize the enduring and meaningful relationships
among colleagues, patients and families
> Give credit for the extraordinary care given to our patients and our
collaborative culture
25. 2015 - Time for a change
Old Kudos system was build on a proprietary platform that our IS
department could no longer support
Need a cost-effective solution
Must address shortcomings of old system
> Not easy to give a Kudos
Difficult to find, multi-step process
> Kudos had to be delivered in person by the recipient’s manager
Often long delays between Kudos submission and Kudos presentation
> Excluded non-employee populations
Impossible for non-employee providers to give or receive a Kudos
> No visibility to past Kudos
Not available electronically
> User interface/experience was dated
> No integration with performance
26. Integrated Employee Recognition
Solution: Utilize our existing Cornerstone Talent Management System (E+)
Cost effective
> Feedback tool is part of Cornerstone’s Performance module
Easy to use
> 2 steps to give a Kudos
> E+ is used on a regular basis by a majority of our employees
Accessible by non-employee populations
> Non-employee providers, students and contractors have E+ accounts
> Web-based access from anywhere
Increased visibility
> Past Kudos are visible to everyone
> Kudos can be viewed inside the Performance Review
Customizable
> Rebrand ‘Feedback’ to ‘Kudos’
> Custom badges support the attributes of the Preferred Employee Profile
28. Change Management
Announced new tool in our weekly system-wide newsletter
Online tutorial demonstrating how to give a Kudos
Login message announcing the new Kudos tool with a link to the Kudos tutorial
Link to the tutorial from the ‘What’s New’ section of the E+ home page.
Held a Kudos contest for three weeks in Nov/Dec with prizes for both the Kudos
giver and the Kudos recipient
Blazer playoff tickets for the 4 employees who received the most Kudos
29. Ease of use + change management = successful adoption
Adoption
Month Old New Change
Nov 501 1022 +104%
Dec 522 1073 +105%
Jan 505 1435 +184%
Feb 532 1242 +133%
March 566 1190 +110%
30. Impact on our Culture of Appreciation
Acts of appreciation are no longer hidden
Employee recognition is visible across sites and at all levels
Recognition is not delayed
Breaking down barriers between employees and non-employees
Staff are more likely to pay-it-forward.
31. Future plans
Align Kudos to new shared behavioral competencies
Integrate Kudos into the performance review process
Gifts and contests to reward using the Kudos system
32. Key takeaways
Break down the silos
> Recognition is more impactful when it is shared across the entire
organization
Leverage your core systems
> Integrate employee recognition with performance management
Make it easy
> Don’t create unnecessary steps or barriers to sharing recognition
Understand your audience
> Who is using the system and how
Align to Performance Management
> Employee recognition should support your core competencies
Make it meaningful AND fun!
In a past life I was a management consultant where I helped hospitals with a variety of projects, including:
Revenue Cycle improvement
Patient Access process redesigns
EMR system designs, implementations, stabilizations and optimizations
I then left consulting to go to the wild world of startups – where I worked with two Stanford neurosurgeons to develop a mobile communication platform to improve patient/physician communication post-discharge
And even though I’ve left the
Before we get started, I want to thank Industry Dive for putting on this event, to Elizabeth for coming on to share the amazing work they are doing at Legacy Health, and to the audience for taking time out of your busy day to attend.
Ok, jumping in – Here is an outline of what we will cover today.
I’ll give a quick overview of the current challenges and trends within the healthcare landscape
Then look at how these factors have catalyzed a recent rise in new health tech and the subsequent implications for the workforce
I’ll also talk a little about Electronic Health Records and what we’ve seen occur in that space
And then I’ll hand it over to Elizabeth from Legacy to share her learnings from a recent project Legacy Health undertook
So – while I know many of today’s attendees come from a healthcare background, I still think it useful to level-set a bit what’s going on
So here’s the not so rosy news we all frequently hear about
- Our healthcare costs continue to rise – not just in sheer dollars, but also as they significantly outpace GDP
- The gap between what percentage we spend on healthcare compared with other countries has also continued to widen
Except, this hasn’t translated into better outcomes
- We still continue to rank behind many other developed nations when comparing healthcare outcomes
- Even though we spend significantly more
From a trends standpoint, the Healthcare industry is also experiencing a number of key trends
As Baby Boomers age, we’re continuing to see a rise in the elderly population – which have a significant impact on future spending
We’ve continued to see overall healthcare costs rise, while many state & government funded programs have scaled back
Starting with HITECH and more recently with ACA – the industry has been at the forefront of new regulation and political reform
And coming from this – we’ve seen new models rise
Moving from fee for service to shared risk models
Greater focus on preventative healthcare for the population
And seeing the patient as a consumer, which has really emphasized the patient experience
So besides having a ton on here and being very difficult to read…. What is this graph trying to say?
Well, it says a few key things:
The axis’ focus on two items - level of inefficiency and the potential for improvement
The bubble size indicates the overall system size
In short – there’s tremendous opportunity to be doing stuff better.
And with that in mind…
These have really been some of the pivotal factors within the healthcare ecosystem that have given rise to new health tech
Knowing the status quo couldn’t continue, healthcare leaders and regulators have been looking for solutions. And technology as a whole has continued to advance at an exponential pace.
Better communication, increased storing and processing of data and complex operations….with all of that moving into the palm of your hand…and then all of that compounded by a fully connected ecosystem. Giving rise to what is being called “The Great Inflection of Medicine”
So what’re the possible impact?
Well a recent Commonwealth Fund Study found that, if a range of health information technologies were to be fully implemented in just 30 percent of community-based physicians’ offices (including interoperable EHRs, clinical decision support, provider order entry, and patient web portals with secure messaging), demand for physicians would be reduced by about 4 percent to 9 percent through gains in efficiency.
So what are we seeing out there? Well…the answer is A LOT!
Here is a logo-map which is a just a snapshot of new companies across the healthcare landscape….and by no means all the companies out there.
I won’t go into all of these, but wanted to focus on a few areas.
Clinical admin tools are focused on security and operational efficiency
Population health – preventative health
Online health/ gamification/ patient engagement – Focused on connecting and engaging the patient
As well as communities and networks for physicians
Then looking towards the bottom – we can see mobile health leveraging the smart phone, telehealth and remote monitoring expanding access and scale
Gosh, I love these logo maps…’
But in all seriousness, I wanted to include this layout as well, because it also shows new technology-enabled healthcare models
- including healthcare delivery and payment models
- More population & disease management platforms
Technology is empowering all stakeholders with greater knowledge
New data is available everywhere
Improved communication
Among & across providers, teams & organizations
Faster, more robust, portable, on-demand
Enhanced clinical decision making support
Better information delivered at the right time in the right place
Personalized medicine better tailored to the individual
Technology such as telehealth and remote monitoring have increased access
Driving engagement with the patient, which can also improve compliance
Overall efficiency – things run more smoothly
Ok – well besides this being the emptiest hospital setting I’ve ever seen, I also have to come in and burst the bubble that even with all these innovative technologies – there still exist major challenges.
And the challenge I will focus most on is.
Early employee recognition programs reflected the siloed nature of our organization – both physical (hospitals/clinics/system office) and workforce (clinical vs non-clinical, nurses vs. providers)
Recognition programs were site-specific (or even unit-specific), and there was little to no visibility across sites.
Only when an employee won a system-wide award was there any system-wide visibility
The Employee Recognition page and the introduction of the original Kudos tool was an attempt to place a new emphasis on employee recognition
The Kudos system continued to work, but was not widely used
The age/structure of the old system was the catalyst for change, but there were many other issues that needed to be addressed
First user had to find the system on the Intranet. Then they had to login and go through weveral steps to fill out and submit the Kudos ‘form’
Managers had to print and deliver the Kudos in person, which means the manager had to find an appropriate time within the recipient’s schedule (i.e. staff meeting) to present the Kudos
The only people who knew about the Kudos were those in the room when it was presented
We discussed several options, but using our Talent Management system was the most logical solution
Employees are in the E+ system on a regular basis for learning and performance management
The custom badges reflect the attributes of our preferred employee profile.
The feed-type layout allows users (recipient, presenter, manager) to easily scroll through an employee’s Kudos
This chart shows a year-over-year comparison of the number of Kudos given in the old system vs. the new system.
We have already integrated Kudos into performance reviews. Manager are able to view all Kudos given to an employee during the review period from inside the performance review task.