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Human Resources Transformation at Baptist Health. Amy Kropp – Corporate Director, Human Resources Rebecca Fletcher – Supervisor, Information Technology. Agenda. Baptist Health an Overview HR Transformation A look back 3 years ago HR Process Improvement

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Human Resources Transformation at Baptist Health


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    Presentation Transcript
    1. Human Resources Transformation at Baptist Health Amy Kropp – Corporate Director, Human Resources Rebecca Fletcher – Supervisor, Information Technology

    2. Agenda • Baptist Health an Overview • HR Transformation • A look back 3 years ago • HR Process Improvement • Examples of changes in technology and processes • HR Future State • A discussions of the PeopleSoft Implementation • Wrap Up, Q&A

    3. Baptist Health an Overview • Largest faith based non-profit healthcare system in the region • 14,000 employees working in 5 hospitals, outpatient and diagnostic centers • Building a new hospital WKBH to be opened next year • 10 years on Fortune’s List of 100 Best Companies to work for • 400 IT professionals supporting 900 systems

    4. HR Transformation A look back…

    5. HR Transformation • HR Functions were antiquated: • Performance Review/Merit System • Recruitment/Application Process • Benefits Enrollment

    6. Historical Issues • Convoluted HR Processes • Paper Processes • Unnecessary costs in printing, copying, and storing paper documents. • Poor System Integration • Data had to be keyed into multiple systems • Data had to be checked and re-checked • Caused delays transactions being processed

    7. Historical Issues • Value add HR Services were unavailable • HR Resources focused on transactions • Very little Leader Consultation • Minimal Talent Management • Scarce Change Management • Managers had to get employee information from HR

    8. HR Process Improvement Business Process Transformation and then Automation

    9. The New Hire Process • Issue Identification • Employees didn’t have employee numbers on their first day of employment this impacted their ability to do many things. • Executive Sponsorship • Cross Functional Team Developed • HR, Payroll, IT, and Employee Health

    10. The New Hire Process

    11. What resulted? • Collaboration and Business Process Improvements between all areas • All Clinical Employees have an employee number and access to clinical system on their first day of employment.

    12. Process Changes • Employee Health Scans Pre-Employment Documents and Stores on Network Share for Recruitment. • Recruitment processes New Hires quicker. • Payroll allows HR to process New Hire Transactions Every Day – No longer a 4 day downtime window.

    13. New Hire Process - Before 10.62 75.26 19.49 8.87

    14. New Hire Process - After 6.80 55.95 10.27 3.46

    15. Other Examples… • Manager Self Service providing leaders with the ability to electronically (April 2007): • Access direct report employee information • Request a new FTE or back-fill a position • Submit personnel actions for employees • Submit non-leader merit increases • Reorganize/change reporting relationships

    16. Other Examples • Employee Self Service providing employees with the ability to electronically (May 2009): • Make Benefits selections/changes* • Retrieve their paycheck • Maintain contact information • Modify their tax withholding • Access time off balances • * Implemented Prior to May 2009

    17. Other Examples… • Taleo which provides applicant tracking to manage recruitment needs (June 2009). Works in conjunction with Manager Self Service. Resulting in: • Applicant Web Portal w/ branding • Applicant Tracking and Compliance • 335,884 applicant communications sent • Time-to-Fill Reduction   • Prior 75 days / Post 45 days

    18. Other Examples… • Leader Evaluation Manager providing automated performance management (August 2009): • Increase Leader Accountability via results driven performance appraisal • Cascading goals from senior leadership • Line of sight goals as well as system goals • Organizational goal reporting real time • Automated and Paperless review process

    19. Human Resources Future State

    20. The Future… • Fully Integrated Information Technology system utilizing Oracle PeopleSoft (April 2012): • Human Capital Management • Financial Management • Supply Chain Management

    21. The Future… • Business Transformation of HR processes and systems to realize: • Streamlined Processes • Organizational Efficiency • Higher availability of Value Add HR Services • Leader Consultations • Talent Management/Succession Planning • Change Management

    22. The Future… • Additional Benefits: • Position Control with more robust budget management • 360 degree evaluations with multi-rater feedback. • Succession Planning that is integrated with employee development, and career planning • Improved Forecasting, Reporting and Business Intelligence

    23. Questions