Over the past 30 years, the United States of America has made some incredible strides in the workplace. Today, organizations continue to evolve to meet the needs of the modern workforce. The workplace has quickly become a multicultural and multigenerational environment in which it is important for today’s staffing initiatives. Understanding these trends can help organizations achieve their goals and continue to stride towards progression. Diversity in the Workforce. In 2016, the typical U.S. workforce is made up of different ethnicities, genders, generations, and sexualities.

Make sure to join us this Thursday, October 27, 2016 for our Coffee-break Webinar on Managing PRN Costs. Register  Register  here  today! Despite continued efforts of Health & Human Services organizations to reduce labor costs, the challenges of today’s workforce often complicate this objective. Many organizations are struggling with long recruiting cycles, high turnover, and an aging workforce. These factors make it difficult to balance staffing levels and costs. In this environment, many organizations are utilizing pools of PRNs, or on-call staff, to bridge staffing gaps.  .

One of the most daunting tasks for an organization is a major software implementation. Although there are a myriad of long-term benefits, sometimes they can seem to be far off. This negative perception can leads organizations to avoid the process overall. There is no doubt that software implementations can be overwhelming. However, there are some things an organization can do to promote a smooth transition. First and foremost, it is important to bring the right people together to create a project team and plan of action. Human Resources. IT Department. Finance. Workforce Management

Employees are most commonly referred to, in financial terms, as an organization’s largest expense.  While it is true that employee-related costs often account for 50-80% of operational expenses, this categorization ignores the true value of employees. In fact, human capital is an organization’s most valuable asset. Without employees, an organization lacks strategy, productivity, and ultimately, revenue. Executives that treat their employees as assets, not liabilities or expenses, will be able to attract and retain top talent in today’s volatile market. Employees certainly fit this definition.

Employee retention is a hot-button issue for organizations in most, if not all, industries. recent study by Steelcase has shown that only 14% of US employees are “highly engaged” and “highly satisfied”. As these types of engagement and satisfaction surveys continue to show a decline in happy employees, many business leaders are struggling to discover how they can improve employee moral, engagement, and loyalty. One way to combat this issue is through career development initiatives. Employee assessments come in a variety of different forms. Building a Development Plan. Create Actionable Steps.

It’s great to envision our leaders as strong on their own, but in reality, every great leader needs a worthy advisor. Fortunately for most CEOs, one of the best, untapped, strategic advisors within your organization could very well be your CHRO. According to upStartHR , 76% of CEOs currently do value their relationship with their HR. This is mainly to do with the fact that since the C-suite has continued to develop, the CHRO is the one that has become more strategic and is closest in characteristic to the CEO. However, does that mean that CEO’s are taking advantage of HR’s full potential?

As most Americans are aware, the aggregate number of clinicians and physicians available to provide care are needed to meet the rising demand for services. As the Baby Boomer Generation approaches the traditional retirement age, keeping a fully staffed Health and Human Service Organization is becoming a top priority throughout the country. study of 20,000 US Physicians showed that 80% of doctors feel over-worked, or are working at full capacity, due to the increased demand which is largely bolstered by the millions of Americans qualifying for Medicare. Hiring Novice Nurses.

Learning and development has gone through monumental changes over the last 15 years. Around the time of the new millennium, Learning & Development teams were mainly utilized as a way to develop and distribute content to employees. Fast-forward to today, and you find the emergence of the Chief Learning Office (CLO) and other new initiatives to enable employees to excel in their careers. Learning professionals and HR Departments are required to stay updated with new techniques to teach their employees a myriad of proficiencies. This, in turn, can alter our own opinions. Science.

As the business environment continues to evolve, multiple industries, including the Health and Human Services industry, need to constantly develop new and exciting positions. Over the last 25 years, we have seen the introduction and advancement of one of the most innovative and rewarding positions, the Chief Learning Officer (CLO). This position was first introduced by General Electric to assist the organization with corporate learning strategies that would streamline the organization’s business objectives. Driving Organizational Change. Since then, this position has become much more.

For many organizations in the Health & Human Services industry, making company-wide change can mean spending valuable time and resources on searching for solutions, implementing, and adopting new processes. According to Deloitte ‘Nearly 75% of business leaders stated that their current state of work environments are “Complex to Very Complex” , making the ability to implement company-wide changes a difficult undertaking. However, by establishing a standard set of guidelines to continuously improve quality, employees are able to contribute to the organization’s mission and focus.

Most business leaders view incentive programs as nonessential, expensive and even taboo. However, a recent shows that 90% of business leaders believe that an incentive program could positively impact their business, yet only 25% of them actually have a strategy in place. Organizations that struggle with productivity, recruitment, and retention should consider implementing an incentive program, also known as “Pay for Performance”. The appropriate program can reinvigorate your entire workforce and help to push the overall performance of your organization. Boosting Productivity. Retaining Talent.

HR systems have a poor reputation for being restrictive and confining. Traditional HR systems own your data and require HR departments to undertake a myriad of labor-intensive processes just to complete weekly tasks, such as effort reportstimesheets and payroll processing. These manual processes paired with the dysfunction of marrying data together from different systems makes for an inefficient use of your employees’ time. Don’t fret; there is good news. Fully unified HR and Payroll systems do exist and can provide a single source of truth for your organization’s data. Holistic Solution.

As care providers, it is crucial to have every member of the team working collaboratively to effectively drive results. Improving how employees interact with managers and peers alike will improve the quality of care provided to clients. Similar to members of a neighborhood, maintaining a positive community where employees feel at home will keep the staff focused and effective everyday. To build employee relations, it’s important to follow these neighborhood approaches: 1. Make new neighbors feel welcomed to the community. Take a walk around the block. Good fences build good neighbors.

The senior care industry is experiencing a steady increase in the amount of patients needed services. This is also resulting in the rising demand for improved quality of care. According to the Family Caregiver Alliance , there will be an estimated 19.4 million seniors by 2050. This makes seniors aged 85 years and older one of the fastest growing age segments in the U.S. population. This amount of growth leads to a battle between quantity and quality: the numbers of patients needing care and the quality of services provided. Some mistakes are unavoidable and we can learn and grow from them.

Are you aware that our everyday decisions can have a long-term impact on the security of our systems? Security is not something that can be maintained by a computer, the Internet, or other applications. Instead, it is learned behaviors that can keep your organization’s systems secure by educating and encouraging employees to utilize best practices while using computers, phones, tablets, and other devices. By practicing poor user behavior, you can increase the possibility of cybercriminal activity occurring within your organizations systems. Personality Traits. Motivation. Context.

Have you ever wondered what the typical turnover rate is for a long term care, or LTC, employee? study conducted by the American Health Care Association, or AHCA, showed that there is an approximate 40% turnover rate when it comes to LTC employees. Your employees are essential to your organization’s success, but they may not always be treated that way. The retention issue within the LTC industry isn’t just a lack of commitment from the employees; it may also be affected by the negative perspective many have of the LTC workplace. sense of connectedness. Opportunities for growth and recognition.

Once you have decided that your HR department needs a new HRIS, there are a few steps you will need to take before implementing a new system. Step 1: Get Everyone On Board. Some people are resistant to change. In order to ensure a smooth transition, it’s critical that everyone is on board with the new HRIS before making the switch. Step 2: Build a Project Team. The implementation process can seem long and arduous, but once completed, the results are invaluable. Put together a dedicated and capable project team to make the implementation process significantly faster and more efficient.

Human Capital Management allows organizations to manage their workforce in a more effective and efficient manner. As the business environment becomes more and more complex, organizations are recognizing the positives that come with investing in an HCM system. However, many organizations are still reluctant to change their current systems and continue to manage their workforce through inefficient processes that require a significant amount of paperwork and time. The benefits of HCM outlined below, can help you realize that transitioning to new systems and processes can drive positive outcomes.

Remember when a productive work week was capped-off at 40 hours? It seemed that all your work could be accomplished in that time. In recent years, however, increased overtime has become a steadily rising trend in the United States. Today’s average work week for employees is aimed at 47 hours, an additional seven hours of labor cost for the employer. Along with this labor cost, these additional work hours are creating overwhelmed employees that are not being as productive as they can be. Is Overtime Productive? Unfortunately, the research indicates that overtime is not productive.

Many organizations are aware that younger generations are entering the workforce at a rapid rate. This diversification in the workplace is causing fundamental shifts in just about every aspect of business. One of the greatest evolutions has taken place in organizational culture, as many executives work tirelessly to cater to the unique values and preferences of a multigenerational workforce. However, the underlying trend is what some experts have dubbed as, “ Juniorization ”. Juniorization is the general replacement of experienced senior executives with fresh young talent. Workplace Culture.

The practice of Performance Management is evolving to meet the needs of the modern workforce. Annual performance reviews have proven to be painful and ineffective to both the manager and the employee. However, Performance Management is still key to the growth and development of employees. In lieu of painful, yearly meetings, Performance Management is now transforming into a continuous feedback process. Technology is driving the evolution of performance management. In addition, managers can view these goals, track the progress, and leave comments for the employee.

Employee dedication in the workplace is constantly increasing. Some have speculated that this may be due to work incentives or promotions. However, it seems there is a new trend that is effecting the workplace: FOMO. FOMO, or Fear of Missing Out, has actually been acting as an advantage in the workplace, as it constantly keeps your employees engaged without having to incorporate as much effort. But, can FOMO really act as a catalyst to boost productivity and engagement, or is it just creating an inefficient and distracted culture within the organization? Why Are We Experiencing FOMO?

Human services organizations are currently working on strategies to manage the changing landscape of value-based purchasing and pay-for-performance. As this new era continues to evolve, many C-Suites are challenged with preparing their organizations to meet the demands of new payment models. The first, and most crucial, step to managing these changes is to ensure that the organization has the right tools in place. Across many organizations, the surprising champion for these new initiatives is the CFO. The CFO position has been historically diverse , wearing hats in accounting and strategy.

February is a month dedicated to showing your love and appreciation for the people and things around you. Unfortunately, that love and appreciation isn’t always directed at your HR Software. As the workforce becomes more and more complex, organizations are struggling to adopt systems and technology to manage the modern workforce. Some HR departments are still looking at their HR Software through rose-colored glasses. However, many are beginning to feel bogged down by administrative tasks, and caught in a constant battle with inefficient tools and outdated processes that should be automated.

Each year, CareerBuilder releases a survey of employees that intend to leave their job in the coming year. The percentage for 2015 was 16%. The newly released 2016 number has increased substantially to 21%. This means that over one-fifth of the employees at a given organization will leave and go to a new position elsewhere. If the workforce at your organization is younger (18-34), the survey reveals that 30% of employees in that age bracket expect to have a new job by the end of 2016. This is an increase from 23% last year. Affordable benefits (59%). Location (56%). Good boss (51%).

As the holiday season quickly approaches, we become wrapped up in buying gifts, prepping the house, and staying up-to-date with ABC Family’s 25 Days of Christmas movie marathon, all while trying to meet deadlines at work. Unfortunately, the most exciting time of the year can be difficult to balance and as a result, our leadership tends to slack. On the list of classic holiday movies is Rudolph the Red-Nosed Reindeer , a movie that brings joy to adults, children, and families all across the globe. That is until one night, when Rudolph steps up as a leader and takes the initiative.

Employer branding is a term used to describe the processes an organization uses to promote themselves as a desirable place to work in an effort to attract top talent. This concept is new in HR, and seems to be rapidly changing as organizations try to become more competitive in the talent market. recent study by Pricewaterhouse Coopers found that 73% of CEOs surveyed in 2015 were concerned about the availability of talent, but only 1/3 felt that HR had the ability to deal with the changes in talent management. Thus, putting the employees in control. Create an Employee Value Proposition.

With year-end looming in the distance, annual performance appraisals are approaching quickly. During these performance appraisals, you will have the chance to sit down and reflect on the past year with your staff. You will examine yourself and your team to analyze strengths and weaknesses while creating solutions for continued improvement. For every employee, the criteria and expectations vary depending on an individual’s position and other defining attributes. Organize and prioritize : In order to be successful, you must stay organized. Relax: Don’t overwork yourself.

The CFO position is incredibly diverse and constantly changing. Traditionally, the CFO wears hats in accounting and strategy, but has seen a recent increase in time spent within the HR and IT departments. The increased influence in HR and IT comes with a myriad of new concepts the CFO needs to learn and take responsibility for. According to Robert Half Management Resources , CFOs have reported a 21% increase in time spent in HR and a 19% increase in time spent in IT. Within HR, these new responsibilities include compliance, compensation, benefits plans, and recruiting. Workforce Management

Employees are most commonly referred to in financial terms as an organization’s largest expense.  While it is true that employee-related costs often account for 50-80% of operating expenses, this categorization ignores the true value of employees. In fact, human capital is an organization’s most valuable asset. Without employees, an organization lacks strategy, productivity, and ultimately, revenue. Executives that treat their employees as assets, not liabilities or expenses, will be able to attract and retain top talent in today’s volatile market. Employees certainly fit into this definition.

As a college student, it can be difficult to decide what you want to do, where you want to be, and who you want to work for. Fortunately, many companies offer internships so that young adults have the opportunity to gain work experience throughout their college careers. In some cases, you may intern at a company that you absolutely despise. On the other hand, you might intern with a company that you decide you would like to continue working for post graduation. What can you take away from an internship? The ability to try out different career paths. Learn how to work on a team. Build a network.

It is hard to talk about the topic of motivation or leadership without using a quote from a famous athlete or coach. Long has the corporate world taken inspiration from professional sports to drive employee motivation and teach leadership lessons. However, many overlook the critical lessons that can be learned from a professional team’s deep-rooted collaboration and culture. Members of a sports team embrace their franchise and feel a sense of belonging and ownership that is largely unrivaled in a modern day corporation. Talent wins games, teamwork wins championships” – Michael Jordan.

As the talent war wages on, organizations must constantly evolve their strategies for recruiting and hiring. Employee-employer relationships are becoming increasingly complex and the power is shifting largely toward the employee. Recently, employees have taken on a role more similar to consumers. Employees are no longer committing to one organization for life, but rather just looking to gain a few years of experience and then move on to their next big thing. What is changing? Salary is not the number one factor.  fixed salary comes in eighth on the list. It is easy to switch jobs.

Organizations are full of hardworking individuals. However, when hardworking individuals are grouped together at an organization, the competition can become fierce. One may become obsessed with the idea of being the best employee , to the point where work slowly begins to take precedence over their personal life. Life is precious and short. Younger generations joining the workforce are beginning to realize their life does not need to be consumed by long hours at the office. More and more top talent is demanding equal balance between work and life. Sometimes the best things are done on a whim.

During the summer months, many employees are looking to extend their weekends into vacations. Depending on how your organization sets up their leave buckets, the requests for time off can come through in many different ways. Different types of absences can impact the way your organization operates. For example, an employee who decides to not show up after a holiday may have a stronger affect on your organization as opposed to an employee who schedules their vacation far in advance with plenty of notice. There are three types of employee absences: Planned Absence. Unexpected Absence.

Last year, the “overwhelmed employee” came to the forefront of business challenges for executives and managers. This development was driven largely by complex processes and information overload caused by an always connected, 24/7 work environment. Employees are over-stressed and over-worked, resulting in widespread inefficiencies and lack of employee engagement. Now, Now, organizations must embark on a mission to revolutionize the work environment with solutions that increase simplicity and scalability. The focus is now on simple, engaging solutions that are easy to adopt. Workforce Managemen

Employee engagement isn’t just about employees being happy and content at work, it’s about employees being committed and excited to contribute ideas, thoughts, and products to lead an organization to its overall goal. Imagine having an entire workforce that came in eager to work every day. Unfortunately, that isn’t always the case. Employee engagement is suffering. According to Gallup’s State of the Global Workplace  report, only 13% of employees worldwide are engaged at work. Many organizations used to measure employee engagement through engagement surveys. Workforce Management

A recent article by the Harvard Business Review  titled,  People Before Strategy,  discussed how CEOs should be working with the CHRO to elevate HR’s role as a high level strategist within the C-suite. In the article, research showed that CEOs consistently name human capital as their top challenge, yet the same CEOs rank HR as only being the eighth or ninth most important function. This discrepancy causes major business alignment issues within an organization. So, why does the CEO see human capital as their biggest issue, but rank it so low on importance? Understanding the CHRO Role.