Healthcare – HR Information Technology Organizational Development
HR Information Technology Organizational Development
HRL was engaged to support a healthcare client of 45,000 employees with an HRIT Department of approximately 50 staff members. In their efforts to serve their HR customers, the HRIT Department had determined that their recruitment efforts were somewhat off target and there were indications of poor employee morale. The department’s management desired to improve their workforce to create greater customer satisfaction and strategically plan for the workforce needed to meet current and future customer needs in the next 3-5 years. The client embarked on an organizational efficiency study to assess efficiencies in the current business processes and the staff’s skills and competencies.
HRL’s consultant began the process of current state assessment by conducting a series of interviews, workshops, and surveys. The data these methods and tools yielded was analyzed and the current state of operations of the HRIT Department was assessed and documented. Over 200 indicators of poor efficiency were identified resulting in 13 major areas of focus. Issues identified included prioritization, consistency, communications and workflows.
By embarking on the task of assessing their operational strengths and weaknesses, the HRIT Department discovered support from their customers and internal staff to implement changes to workflows and business processes which resulted in improved customer service, stronger organizational structure including implementation of career ladders and stronger recruitment methods, and improved workflows to expedite results. The credibility of the Department increased and it has repositioned its workforce for the needs of its customers and proactively designed a strategy to meet demand and manage resources for the coming future as a healthcare provider.