Bring Together Silos of Data, People, and Processes for Improved Workforce Management

With a changing reimbursement model, hospitals will need to become more flexible in their staffing to maintain competitiveness. Bring together silos of data, people, and processes for improved management.

Empower Frontline Managers

As theoretical CEOs of their own multimillion-dollar businesses, nurse managers arguably have the most difficult job in the healthcare industry. Clinical expertise alone no longer makes one worthy of a leadership role in healthcare. The current lexicon requires a transformational leader focused on results in a heavily regulated, service-oriented industry that is strapped for cash and plagued with workforce shortages.

While the industry embarks on a journey to achieve zero adverse clinical events, the margin for error with regard to the nurse manager is also approaching zero. The demands are overwhelming – achieve high marks in patient satisfaction, quality outcomes, physician satisfaction, and employee engagement within the strict guidelines established by the plethora of regulatory agencies that govern care delivery. These demands are to then be met within stringent budget and time constraints. Many nurse managers spend more time in the staffing mix because too few resources are available; as a result, the needed rounding and follow-up take a backseat to meet the resource requirements for the department. Managers deserve to spend their time creating a culture of service and accountability rather than allocating the majority of work and non-work hours staffing their departments.

Facilitate Real-Time Decision Making

Built on a platform of artificial intelligence and using cloud technology, healthcare workforce- management solution is one of the most progressive tools available to optimize your workforce and control labor expense. The software automates an organization’s scheduling process based on a specific customized set of rules. It facilitates real-time decision making that parallels organizational targets for expense and productivity. The analytic reports, combined with the ability to download data in various formats, facilitate predictive modeling for leaders in nursing, finance, and human resources. Additionally, healthcare workforce- management solutions allow senior leaders to identify top and bottom performers in real time, analyze future scenarios that impact labor spending (such as opening new units), and make projections for future budget periods.

Improve Financial Performance

The combined approach of strategy consulting and use of healthcare workforce- management technology positions organizations for expense savings in the first year of implementation. Organizations implementing these solutions have realized average savings of $1.2 million in the first year in overtime expense alone. Additional savings include reduction or elimination of agency expenditure and elimination of incentivized shifts that contribute to increased expense and burnout. The variety of reports available provides a vehicle for deploying the most qualified and equitable resource to the right place at the right time, every time. This approach closes the gap by placing more qualified resources at the bedside, especially for nursing, and potentially saving millions of dollars at the same time.

Workforce management or optimization solutions yield reduced costs, optimized business processes, improved employee satisfaction, and reduced turnover. These solutions provide an integrated and automated way to bring together silos of data, people, and processes for improved management.