Driving the Successful Delivery of Patient-Centered Care
“We must change the DNA of health care one physician at a time. Health-care needs emotionally intelligent physicians with a high degree of self-awareness and self-management, the ability to adapt, social awareness and empathy, relationship management and teamwork skills, and the ability to embrace change instead of fighting it,” says Dr. Stephen Klasko, President and CEO of Thomas Jefferson University and Jefferson Health System. (1)
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(HealthNewsDigest.com) – The average age of the U.S. population is expected to increase significantly over the next 15 years, with 20 percent of us being 65 or older by 2030, up from 13 percent in 2010. Currently, about half of American adults have a chronic condition such as diabetes or hypertension. Combine that with the rapid aging of our population, and the demand for health care is sure to soar. The remaining 80% of the population will be composed of an increasing number of Millennials-individuals who leverage the power of social media and see health care as just another buying decision.
An article from June 2012 edition of The Economist states, “Demand for health care looks unlikely to be met by doctors in the way the past century’s was. For one thing, to treat the 21st century’s problems with a 20th-century approach to health care would require an impossible number of doctors. For another, caring for chronic conditions is not what doctors are best at. For both these reasons doctors look set to become much less central to health care-a process which, in some places, has already started.” (2)
In 2013, 85 percent of health care executives said innovation is either quite important or very important to the success of their organizations, but only 18 percent considered themselves “innovation pioneers,” according to PricewaterhouseCooper’s Global Innovation Survey.(3)
How will the confluence of these trends impact health care environments? Leaders can expect less control, more variables, more unknowns, more risk, and a constantly shifting environment. Doctors, nurses, and technicians will be increasingly called upon to serve as people-managers-roles for which they were not initially selected. Future health care professionals will be hired not just for their technical skill but also for their ability to communicate and lead.
Health care’s HR Leaders must find a way to respond to this challenging environment. Part of the solution can be found through big data and people analytics. By analyzing the skills, abilities, certification, and personality traits of current talent and then combining that information with demographic, economic, and industry statistics, the industry’s change-leaders can make data-driven decisions related to hiring, employee development, retention, and team selection.
“HR and People Analytics have the potential to transform the way organizations hire, develop, and manage people,” says Jason Geller, principal, Delloitte Consulting LLP. “Leading organizations are already using talent analytics to understand what motivates employees and what makes them stay or leave. These insights help drive increased returns from talent investments, with huge consequences for the business as a whole.”(5)
In response to this challenge, Caliper Corporation (www.CaliperCorp.com) has launched Caliper AnalyticsTM, a dynamic, data-driven talent-management solution that allows health care facilities to maximize organizational performance through improved alignment between their workforce and patient-focused strategies. Caliper AnalyticsTM can be implemented by health care leaders as part of a comprehensive talent-management strategy to instantly see which employees are best suited for any position, team, or work environment, at any moment in time. Strategically focused executives and HR leaders have driven the rapid adoption of Caliper AnalyticsTM when a need existed to predict the success of individuals in their current and future roles, as well as when predicting the degree to which a team will operate as a cohesive unit was vital to adapting in a changing marketplace.
However, while People Analytics has the potential to deliver significant value to a health care organization, adoption by HR professionals has been slower than expected, perhaps as a result of several factors:
- The perception that HR teams may not yet be staffed with individuals who are fluent in the collection, aggregation, and analysis of various datasets
- Although the array of People Analytics solutions has rapidly increased, many people are not aware that these solutions vary in complexity and in ease of implementation
- There may be a perception that People Analytics requires a lengthy implementation process with significant IT resources
- Some HR professionals might be concerned about having limited access to the appropriate data required to power People Analytics solutions
To address these concerns, Caliper AnalyticsTM has been designed for managers at all levels to understand and use. Installation can be accomplished within a few days and requires no IT resources. And Caliper AnalyticsTM is powered by the Caliper Profile, the leading personality assessment for the workplace, with over 50 years of proven success. As a result, health care organizations can start using People Analytics right away to mine their employee talent pool and take immediate steps to stay ahead of a rapidly changing marketplace.
As we stand at the very beginning of what will be a long and productive journey for the health care industry, we believe that many of the current challenges and barriers will be overcome. Adoption of People Analytics will accelerate as the big questions are answered and we experience the tremendous advantages it offers.
In other words, People Analytics is here to stay.
Sources
1) November 2014 – What healthcare will look like in 2020, Dr. Stephen Klasko, TEDxPhiladelphia https://www.youtube.com/watch?v=esugL07XANg
2) June 2012 – The Economist – Squeezing out the doctor http://www.economist.com/node/21556227
3) September 2015 – Becker’s Hospital Review – The Pain Point of Innovation http://www.beckershospitalreview.com/hospital-management-administration/the-pain-points-of-innovation.html
4) October 2015 http://phillystylemag.com/how-dr-stephen-klasko-is-redefining-healthcare – How Dr. Stephen Klasko is Redefining Healthcare.
5) Managing Talent Costs with Talent Analytics Technology – Deloitte CFO Journal.
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