HR Challenges and Solutions that Work
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The document discusses challenges related to HR, recruiting, employee engagement, and compliance for health and human services organizations. It summarizes the key findings from a DATIS HR Cloud report on these topics. The webinar provided suggestions on how organizations can address high turnover rates, lack of competitive salaries and benefits, and low employee engagement. Recommendations included optimizing recruiting through social media, implementing onboarding programs, and certifying HR professionals to help maintain compliance with regulations. Overall, the webinar focused on automating processes, using data to improve recruiting, and adapting HR strategies for emerging technologies.
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HR Challenges and Solutions that Work
- 1. COFFEE BREAK WEBINAR: HR Challenges and Solutions that Work
- 2. DATIS HR Cloud is a HR & Payroll software company. Our fully unified solution is based around Position Control and was built to meet the unique, complex needs of the Health and Human Services industry. For over 20 years, our software has empowered hundreds of organizations around the country to control their costs, maximize their budgets, and better achieve their mission.
- 3. WE ASKED. EXECUTIVES ANSWERED. DATIS recently held a panel session at NatCon18 that explored the top three nonprofit trends discovered in our 2018 State of Workforce Management Report. Alongside our two provider clients, we discussed how to tackle HR challenges such as Recruiting, Employee Engagement, and Compliance.
- 4. WHICH OF THE FOLLOWING DO YOU THINK IS MOST IMPORTANT TO YOUR ORGANIZATION?
- 5. OVER 52% OF BEHAVIORAL HEALTH EXECUTIVES RANK THEIR INABILITY TO PROVIDE COMPETITIVE SALARIES AND BENEFITS AS THEIR TOP RECRUITING CHALLENGE 42% OF BEHAVIORAL HEALTH ORGANIZATIONS HAVE AN EMPLOYEE TURNOVER RATE OF OVER 20% RECRUITING & RETAINING TOP TALENT
- 6. RECRUITING: WHAT YOU CAN DO • Learn what competitors are (and are not) doing and find ways to differentiate your organization • Implement programs to guarantee professional development • Eliminate all barriers to apply---make it easy! • Try a new method of recruiting: • Relationship-based (Word of Mouth) • Involve employees by encouraging them to share on Social Media • Optimize job descriptions using tools such as www.textio.com
- 7. 75% OF ORGANIZATIONS REVEAL THEY MAKE A CONSCIOUS EFFORT TO ENGAGE EMPLOYEES YET, ONLY 34% OF ORGANIZATIONS HAVE A RECENTLY UPDATED EMPLOYEE ENGAGEMENT STRATEGY EMPLOYEE ENGAGEMENT
- 8. • Structured onboarding programs boost employee engagement • What does structured onboarding look like? • Automate paperwork collection • Introduce the team • Highlight culture • Treat your employees like customers of your organization • Give them cards for special milestones • Show appreciation during the holidays • Get creative with benefit plans: • Offering work from home days, volunteer days, flexibility with schedule EMPLOYEE ENGAGEMENT: WHAT YOU CAN DO
- 9. OVER 1 IN 4 EXECUTIVES CURRENTLY STRUGGLE TO KEEP UP WITH THE LATEST LAWS AND REGULATIONS THAT IMPACT THEIR INDUSTRY 78% OF ORGANIZATIONS EXPERIENCED COMPLIANCE ISSUES WITHIN THE LAST YEAR MAINTAINING COMPLIANCE
- 10. • Investing in HR Certifications and Memberships • Top certifications for HR: • PHR – Professional in Human Resources • SPHR – Senior Professional in Human Resources • SHRM-CP – SHRM Certified Professional • Top HR memberships: • SHRM – Society for Human Resource Management • ATD – Association for Talent Development • HCI – Human Capital Institute • Be on the lookout for new technology to have readily accessible information • Electronic Records, Timekeeping • Equip employees with the right tools: • Invest in smartphones, tablets, etc • Use applications for anonymous phone numbers: Sideline app MAINTAINING COMPLIANCE: WHAT YOU CAN DO
- 11. • Ongoing industry trends • Recruiting and Retaining Top Performers • Increasing Employee Engagement • Managing Regulatory Compliance • What you can do • Automate processes where possible • Monitor recruiting efficiency with data analytics • Structure onboarding programs to improve engagement • Evolve processes for emerging technology to maintain compliance LOOKING FORWARD
- 12. Questions? Jason Bennett jason.bennett@datis.com Join Us for Next Month’s Webinar, presented in partnership with OnShift Increasing Workforce Productivity Thursday, June 28th @ 2pm
Editor's Notes
- Before we get into the presentation, I want to give some insight as to why we chose this topic for this month’s webinar. Last month at NatCon18, an annual Behavioral Health conference held by the National Council for Behavioral Health, we held a panel session alongside two of our clients, Helen Ross McNabb and CPC Behavioral Healthcare. We discussed the 3 top HR trends discovered in our 2018 State of Workforce Management Report and ways to overcome these challenges on an organizational level. Our provider clients spoke to the issues surrounding recruiting, employee engagement, and maintaining compliance with specific examples that attendees could take back to their agencies. The session was well attended and I am looking forward to continuing the conversation with you all today.
- To get some visual, our report found that the top initiatives for nearly 80% of health and human services executives included Increasing Employee Engagement and Satisfaction, Recruiting and Retaining Top Performers, and Managing Regulatory Compliance. So lets take a look at the #1 initiative for nonprofit executives, recruiting top talent….(switch to poll slide)
- So, what we found was that more than half of behavioral health executives identify their inability to offer competitive salaries as their biggest recruiting obstacle. We also discovered that over 40% of behavioral health organizations experience a turnover over 20%. As we all know, Recruiting and Employee Retention is critical for all industries, and nonprofit organizations specifically experience unique issues when it comes to finding and keeping top talent. Turnover is high, the applicant pool is small, and competition is tough. Executives need to get creative in order to find the best talent. Let’s dig into some ways to address these challenges at your organization.
- During our session, Vera Sansone, CEO of CPC Behavioral Healthcare, mentioned that her organization, as many do, compete directly with local hospitals that can pay more and provide better benefits. To combat this, Vera realized that they could do something that the hospitals weren’t---they could guarantee to those applying as an LSW that her organization would provide the supervision and training under one of their LCSWs so that they could earn that certification as well. Jerry Jenkins, CEO of Helen Ross McNabb Center spoke about relationship-based recruiting. When it came to hiring physicians and nurse practitioners, he said that his agency had a hard time finding that qualified talent. Like many other organizations, Jerry mentioned that they advertise in publications on a local and national level, but he prefers relationship based recruiting. He encourages physicians that are involved in the community to talk to candidates about their experience at the organization and why they may want to be a part of it. Encouraging your employees to share job openings on social media as well can help drive the right applicants. Jerry also stressed the importance of eliminating all barriers to apply----make the process of applying pretty seamless as this is the first engagement a future employee will have with your organization. This means that the application is easy to find on all major applicant sites such as indeed, monster, and your careers page. There are additional resources to help fine-tune your job postings such as textio.com----a tool that helps to optimize the verbiage in your description to draw the most qualified and diverse talent pool from the city where you’re hiring and type of role you’re filling.
- Another top trend for 2018 was employee engagement. While we found that 75% of organizations make a conscious effort to engage employees, only 34% admit they have an updated employee engagement plan. This shows that while most organizations are trying to engage their employees, their methods are likely ineffective and outdated.
- There are many factors that play a part in employee engagement. Structured onboarding programs have proven to have a positive, lasting impact on engagement. It is important to sit down with your team and decide what your ideal onboarding process looks like from start to finish. For starters, it may involve automating paperwork collection. No new-hire wants to be stuck at a desk filling out piles of paperwork on their first day, so making these documents electronic and sending them out for completion before their start date can eliminate this process all together. This way, new-hires can meet the team and get to know the company culture on their first day. At our session, Jerry of Helen Ross Mcnabb Center explained that his agency made employee engagement a priority for this year by paying more attention to the satisfaction of their medical providers. It’s a pretty simple concept---to make sure they are not neglecting their medical staff from nurse practitioners to social workers. Their VP of Clinical Services makes it a point to send a card to all employees for special milestone, such as birthdays and anniversaries. When Christmas comes around, they send their staff $25 gift cards to Starbucks. The priority is to make the employee feel special and to treat them like a customer of the organization, and the managers have seen an overall increased level of satisfaction from their team. Another way to increase engagement is to get creative with benefit plans. As a nonprofit organization, you may not be able to give the most competitive benefits. However, offering days where employees can work from home or have a flexible schedule can boost morale. Vera from CPC stated that she told her doctors that if they preferred to work from 6AM-2PM because they wanted to treat children before school instead of after, that she didn’t mind as long as she didn’t receive complaints from clients that they couldn’t get an appointment. As long as productivity isn’t an issue, allowing employees to have flexibility in their schedule is a great way to boost employee satisfaction and engagement.
- The last trend we will touch on is Compliance, which we all know is crucial in the behavioral health industry. One in four executives admit that they struggle keeping up with the latest changes in policies, rules, and regulations. Even more alarming, 78% of organizations experienced compliance issues in 2017. Noncompliance is not only costly, but it can be avoided.
- When it comes to remaining compliant, there are many ways to help do so. Investing in certain HR Certifications and Memberships such as SHRM, the Society for Human Resource Management and HCI, the Human Capital Institute can keep you up to date on legal changes as well as provide personalized content and stories based on your HR interests. In order to stay current, Jerry made a great point in saying that his VP of Operations is always on the lookout for new technology solutions from electronic health records to electronic timekeeping and human capital management systems. Utilizing a simple, secure, and scalable system to manage your organization has become a necessity to stay competitive in today’s business environment. At our session, Vera had mentioned that they made the investment in smartphones for her staff to be able to be mobile and to utilize text messaging amongst themselves as well as with their clients. There are applications such as “Sideline” that creates a second anonymous line so that employees don’t have to give our their personal phone numbers. Making sure to keep employees equipped with technology that can automate processes will not only save time, but it will leave a digital footprint for records as well.
- So, as we look ahead, we realize that challenges like Recruiting and Retaining Top Performers, Increasing Employee Engagement, and Managing Regulatory Compliance are trends in this industry that we are all going to have to adapt and overcome. Ever-evolving technology plays a huge role in automating these processes for many organizations, but many are still utilizing manual processes. Data and analytics will help organizations decide whether processes such as your recruiting strategy needs to be evaluated, as well as the onboarding processes for employees. Interactions such as the application and hiring processes are the first interactions that employees have with an organization, so it is important that they are seamless in order to have a positive effect on employee engagement and turnover. Finally, technology has a major role in maintaining regulatory compliance and adhering to state and local laws. It is important to be constantly evaluating what is out there to help empower your workforce and achieve your mission.