Impacting Financial Outcomes with Workforce Management Initiatives
Managing labor costs is a top priority for health system executives. Discover proven strategies for addressing the top five workforce management challenges faced by health systems across the country.
Most Effective Workforce Management Initiatives
Healthcare organizations are harnessing workforce data to drive labor cost containment and quality of care initiatives. Learn more about the top five most effective workforce management initiatives as revealed in a survey conducted by HealthLeaders.
5 Staffing Strategies for Engaged Nurses and Better Patient Outcomes
Nurses play an integral role in the healthcare industry, providing care to patients and filling leadership roles at hospitals, health systems and other organizations. But being a nurse is not without its challenges. It’s a demanding profession that requires a lot of dedication and commitment. Here are five big issues facing nurses today.
Targeting Better Outcomes & Patient Satisfaction
Workforce management and the pursuit of productivity have formed a consistent pain point for hospitals for several years. The Affordable Care Act has only exacerbated the problem, increasing the demand on providers as the number of insured grows and the bar continues to rise on quality of care.
Are You Undermining Your Patient Experience Strategy?
Most healthcare organizations consider workforce management a high priority, especially in a time when organizations must improve the patient experience despite budget constraints. Hospitals and health systems’ workforce management strategies are driven by three primary goals.
The Road to Care Excellence is Paved with Data-Driven Decisions
Hospitals and health systems are challenged to simultaneously deliver high-quality care and lowest cost. These mounting dual pressures are prompting hospitals to incorporate data into their workforce practices for smarter staffing decisions that achieve quality and financial demands. As outcomes and the patient experience increasingly determine hospitals’ reimbursement, the data used to drive workforce decisions grows in importance.
6 CFO Must-Reads: Less Cost, Better Outcomes from Your Workforce
Staff scheduling is an ever-present headache in hospitals and health systems of all sizes. Facilities incur major financial expenses and opportunity costs crafting schedules that account for staff availability, qualifications and the budget and needs of the facility itself, among other things. The hurdles resulting from staffing conundrums are attributed to inefficient systems negatively affecting morale, patient outcomes, and ultimately, reimbursements.
The Department of Labor's 6 Most Targeted Compliance Areas for Healthcare Employers
Wage and hour claims lead all other employer-related lawsuits in federal courts, with class action lawsuits having been filed against healthcare employers in nearly all 50 states. Moreover, the federal Department of Labor (DOL) has adopted an enforcement strategy of targeting for audit key industries considered most likely for wage and hour compliance violation. As a result, healthcare was the second most-targeted industry for compliance enforcement audit by the Department of Labor, Wage and Hour Division (WHD) in both 2014 and 2015.
Disrupting Healthcare’s Legacy Approach to Staffing
An emerging process is showing great promise in helping to reduce the time and cost associated with scheduling healthcare staff—while driving increased staff and patient satisfaction. Named Collaborative Staffing, this new approach rethinks traditional staffing practices to find new solutions to long-standing problems. Collaborative Staffing helps to drive down costs through better staff utilization, as opposed to staff reduction. By positively impacting turnover, recruitment, and staff engagement, this innovative model ultimately affects patient outcomes and quality.
Lessening the Negative Impact of Human Factors
In the United States, healthcare is a $2.9 trillion industry, costs $9,255 per capita and consumes 17.4% of the GDP.1 Healthcare is big business, and the way the entire industry conducts business is changing. While hospitals have always been in the business of providing patient care, the care delivery and payment models are undergoing an enormous paradigm shift. It’s no longer about the number of services provided, but instead about the quality of care delivered.
Workforce Management Strategies Before, During and After a Merger or Acquisition
Healthcare reform is changing how hospitals and health systems conduct their business. The move towards pay-for-performance is shifting the focus from delivering care to improving health. Instead of being reimbursed for procedures, pay is based on outcomes. As the industry changes, healthcare leaders are finding new ways to achieve efficiencies that elevate both care and productivity through mergers and acquisitions.
Where does the workforce fit?
With thousands of healthcare workers impacted by mergers and acquisitions each year, it’s critical that workforce management for both the short-term and the long-term is included in integration planning.
The Rising Importance of Patient Satisfaction in a Value-based Environment
Hospitals have always been in the business of providing patient care. However, with the inception of Value-Based Purchasing, the measurement of successful patient care delivery has been redefined. The move from fee-for-service to pay-for-performance also means that reimbursements are tied to the quality of care that is delivered. Hospitals that provide a higher quality of care than their peers will receive reimbursement incentives, and hospitals that provide a lower quality of care will be penalized.
How Overtime May be Harming Your Business and Your Patients
As stakeholders actively seek solutions for stability and growth in healthcare’s evolving industry, leaders should look first at the workforce, and more specifically zero in on overtime.
The impact of overtime extends far beyond finances. Overtime’s negative impact on patient safety is astounding, and our understanding of its influence on patient satisfaction continues to deepen. While the journey to a safer hospital with more satisfied patients can be challenging, the following analysis shows that controlling overtime provides a dominant strategy for creating safer, financially sustainable hospitals in uncertain times.
Accounting for the Transformational Power of an Optimized Workforce
Labor’s ability to impact a hospital’s success extends far beyond the bounds of a profit and loss statement. An optimized workforce can be a force multiplier for health systems—from lowering overtime to improving staff engagement, patient satisfaction, and quality of care.
The whitepaper, “Adding It Up: Accounting for the Transformational Power of an Optimized Workforce,” sheds light on the growing body of evidence that supports workforce optimization’s impact on staff and patient satisfaction, increased revenue and quality of care.
Move from Surviving to Thriving
Uncertainty and fundamental changes in the way healthcare is delivered are prevalent in the healthcare industry. Collectively, hospitals are facing an industry where it is increasingly difficult to survive. As legislative changes have already made an immediate impact on daily operations, the long-term results of a shift in care delivery could make or break many healthcare organizations. Elevate your organization from just surviving, with this three step survival guide on how to optimize your workforce and thrive in today’s uncertain healthcare environment.
Three Reasons to Automate Scheduling and Staffing
Despite the importance workforce optimization, many health systems have not yet done a careful examination of their staffing and scheduling policies, processes and procedures. In fact, more than 45% of hospitals in the United States still do employee staffing and scheduling manually. Discover how staffing and scheduling automation can improve employee engagement, patient outcomes and the bottom line.
The Top 6 Reasons to Go Enterprise-wide with Automated Staffing and Scheduling
While nurses comprise the biggest part of the healthcare workforce, high overtime and premium labor costs, compliance with union regulations and managing attendance impact the entire enterprise. In fact, some of the best labor-related cost savings come through more efficient use of non-clinical labor – a significant amount in a day and age where every bit of cost savings counts. Can your organization afford to miss out on those savings?
The Financial Impact of Acuity-based Staffing – An Executive Priority
In the landscape of healthcare today, it’s not enough to simply find the balance between finances and care quality. Instead, forward-thinking healthcare organizations are embracing strategies that simultaneously improve patient outcomes and the bottom line. Often seen as being responsible for two separate aspects of the health system, now a collaborative relationship between CFOs and CNOs is at the core of a hospital’s success
The Top Three Benefits of Acuity-based Staffing
Finding ways to maintain and improve the quality of care your organization provides can prove to be a daunting challenge. With legislative changes from the Affordable Care Act (ACA), that demand a higher level of clinical outcomes, along with declines in Medicare and Medicaid reimbursements, healthcare organizations around the country are looking for more effective ways of providing the highest quality care within a tighter budget.
Deployment Options White Paper
Many organizations are turning to automated staffing and scheduling technology as a means to better utilize their workforce, and to thus drive down costs. One area of strong interest for implementation of this healthcare technology is cloud computing. This paper discusses the different deployment options available, along with the benefits and what to consider when deciding which option is best for your organization.