My job provides me with the opportunity to talk with our clients about their successes, and what a privilege that is. Getting a behind-the-scenes look at how Anderson Regional Medical Center was able to reduce their labor costs by 6% has been a true pleasure. They are a smart, savvy group that has been willing to share their success story so that other health systems can apply the lessons they’ve learned to achieve their own success.
Anderson Regional had a very specific goal: control labor costs. They recognized that their approach of using analytics and technology to develop productivity metrics and then providing the tools to managers to be accountable for those productivity metrics could deliver a solid ROI.
They also recognized that this project needed to address more than labor costs – it was equally important to maintain or even improve the high quality of care their community expects and deserves. One key success factor in their project was their mindset regarding the productivity metrics. Because setting productivity metrics can carry a negative connotation of having to do more with less, they looked beyond ‘productivity metrics’ to develop ‘quality staffing standards’.
More than just semantics, establishing ‘quality staffing standards’ rather than ‘productivity metrics’ helped to ensure that quality of care stayed at the forefront of the entire initiative. That helped to keep everyone engaged with the project, from staff nurses to nurse managers to the executive team.
To learn more about Anderson Regional Medical Center’s success story, check out this case study.
Talking with Debra Palmer, MS, RN, Chief Human Resource Officer and Corporate Compliance Officer at Fairfield Medical Center, always inspires me. She’s a woman with a lot of energy, a clear direction and a passion for empowering her team.
That energy and passion has revitalized Fairfield Medical Center’s HR strategy. Debra recognized that the HR team should be a valued contributor to operational strategy, and that meant they needed to focus on updating their processes and technology. To help them build and execute a strategy to do that, Fairfield Medical Center turned to API Healthcare. Debra explains, “API Healthcare has helped us leverage technology in a way that not only gets business results, but also utilizes the best of our employee talent to care for our patients.”
With streamlined HR processes and integrated technology in place, the HR team can now use data to bring value to the hospital’s operational strategy. Debra summarizes, “Because we were able to bring information and metrics to leadership in a timely manner we were successfully able to demonstrate our value and worth to the organization and the overall bottom line. Perceptions today are 180 degrees different than they were when we started this process. Efficiencies and satisfaction scores are up, and API Healthcare has prepared us to remain agile and ready to support Fairfield Medical Center’s growth goals today and in the future.”
If you’d like to learn more about Fairfield Medical Center’s HR successes, take a look at their case study.