Posted by
Viventium
| March 13, 2020
I
dentifying and implementing human resource
s
strategies is a top priority for administrators in any organization, but it can be even harder in a challenging industry
like
home care. From trying to tackle the high caregiver turnover rate to staying in compliance and much more, administrators and HR pros have to put
in
the extra time
and effort
.
Based on research,
HR pros and administrators
primarily
need the ability and competenc
y
to connect human resources’ initiatives to strategic business initiatives and goals
in order to succeed
.
To be effective, leaders
must
manage
several variables that impact the
ir
organization's ability to achieve its strategic objectives. They must
also
develop qualitative and quantitative approaches to effectively and efficiently attract, hire, engage, and retain the best human capital.
This information is for educational purposes only, and not to provide specific legal advice. This may not reflect the most recent developments in the law and may not be applicable to a particular situation or jurisdiction.
Questions to Ask to Align Initiatives With Your Agency
Here are some questions to answer in order to help you align your HR initiatives with your agency’s objectives:- What metrics will satisfy both C-suite and HR executives?
- What will get the best people on board?
- How can our learning programs be linked with our business KPIs to improve a smooth transition to value-based care?
- How can employee performance evaluation and management be used as a developmental tool?
- How will we best plan and execute our HR strategy?
- How will we measure and evaluate our results and make adjustments when needed?
Human Resources Trends in 2020
Offering Flexible Work
It ’ s no secret that flexibility at work has certainly been a main theme of the last year (or several) , with flexible workspaces increasing in organizations, both large and small . Even though this might be more common among s tartups and tech companies, home care doesn’t fall far behind. It’s also probably no surprise that the top reason s home care employees leave include s a desire for different work hours and a more flexible schedule . Home care can be unpredictable, and caregivers often feel a lack of stability and clarity regarding their schedules and responsibilities from week to week. If you provide your caregivers the opportunity to customize and tailor their work environment to best suit their work preferences, it will help improve their productivity and satisfaction and help you reduce the high caregiver turnover rate. This will ease their worr ies about whether they’ll be able to get enough hours to make ends meet or get a schedule that corresponds with their personal responsibilities and any other jobs. Getting all your caregiver data – from patient assignments and preferred hours to time tracking – centralized in one place can help you build effective schedules that work for you and your caregivers. You’ll also need to make sure your home care workers can access this information easily and as early in advance as possible. This maxim izes clarity, minimizes stress, and enables room for necessary changes and conversations.Adopting Data Analytics
The adoption of data analytics will continue rapidly in the years ahead. Using data analytics and big data, HR professionals and administrators can make data-driven decisions in order to attract and retain top talent as well as ensure a success ful transition into value-based care . In human resources, leveraging a data-driven approach to people analytics allow s companies to discover valuable insights on workers' performance , satisfaction , and the factors that influence their productivity, efficiency, and motivation at work. This year , your company will have endless opportunities to us e analytics to identify patterns and trends on employee absenteeism, employee turnover rate, leave frequency, engagement level, and much more .Prioritizing Employer Branding
Persuading the best talent to join your company is a challenge in today’s competitive labor market , but it is even more complicated in the home care industry ( even though it’s the fastest-growing industry ) . Your agency no t only has to boast a 5-star reputation to hire the finest members for your team but must also make sure to retain them . In 2020, companies and agencies have to invest i n the ir biggest assets , and that includes invest ing i n your employer brand. T ak e into consideration what sets you r agency apart from others and the way s you will market yourself to prospective employees as a unique workplace. W hether it is a commitment to offering flexible work benefits programs, social responsibility, or something else, agencie s that have identifiable traits and qualities in their value propositions to employees are likely to succeed in attracting the best new talent. If you haven’t incorporated the following HR programs into your agency recently, you may need to start with these:- Update your employee handbook.
- Audit your HR forms for 2020.
- Evaluate your payroll software.
- Implement training for quality care.
- Enhance the onboarding experience.
- Assess your benefit offerings.
- Check out new pay options.
- Revise and update your job descriptions.
Final Thoughts
HR professionals have to assess every action and initiative in terms of links to overall business objectives. These professionals should be honest with th emselves and others about whether or not an activity is worth implementing. The rise of multi-generational and hyper-connected employees and the new value-based care model will push leaders to work closely with HR. H onesty and transparency are among the best ways to make sure human resource s and business objectives align strategically.This information is for educational purposes only, and not to provide specific legal advice. This may not reflect the most recent developments in the law and may not be applicable to a particular situation or jurisdiction.