For the past two years, HealthcareSource and the American Society for Healthcare Human Resources Administration (otherwise known as ASHHRA) have teamed up to conduct the HR Initiatives Survey. Every year we compile this data to better understand the HR goals of various healthcare organizations. I spoke with Stephanie Drake, Executive Director of ASHHRA, and Rebecca McNeil, Senior Education Manager at HealthcareSource, to discuss this years HR Initiatives Survey. Listen in to our audio blog to see what they had to say about this year's survey and take the 5-question survey at: www.YourHRinitiatives.com.
Meghan Doherty: Hello, everyone. My name is Meghan Doherty, and I'm the Educational Content Specialist at Healthcare Source. For the past two years, Healthcare Source and the American Society for Healthcare Human Resources Administration, otherwise known as ASHHRA, have teamed up to conduct the HR Initiative Survey. Every year, we compile this data to better understand the HR goals of various healthcare organizations. We've had hundreds of healthcare HR professional responses surveyed. Today, I'm lucky enough to be sitting down with Stephanie Drake, Executive Director of ASHHRA, and Rebecca McNeil, Senior Education Manager at Healthcare Source, to discuss this year's HR Initiative Survey. Hello, Stephanie. Hello, Rebecca. How are you?
Stephanie Drake: Great. I'm happy to be here today.
Rebecca McNeil: Yes, me, I'm happy as well. Thank you so much, Meghan, for having me and Stephanie on the podcast. It's nice to be a guest of the podcast instead of my usual role as host, so I'm excited to see what your questions are.
Meghan Doherty: Well, great. Let's get started. So, first question I have is for Rebecca. Are there any specific recruitment initiatives you expect to be a trend in this year's results?
Rebecca McNeil: Hmm, well, that's a good question. You know, off the top of my head, I remember that both last year and the year before, I believe we saw a big increase in social media recruitment, so I think that's definitely a growing trend, and I expect that's only going to increase this year. You know, one of the things I see more and more as a recruiter is embracing the idea of creating content for their organizations, things to post on channels like Facebook, trying to attract more candidates that way, not just through direct advertisements. They're really thinking more like marketers, and when I speak with recruiters more and more, I'm talking about partnering with their marketing team to increase their presence on social media. Some are even writing blogs, like Children's Mercy in Kansas City, and producing videos, and it's really great to see how proactive and creative healthcare recruitment has become.
Meghan Doherty: Great. Thank you, Rebecca. The next question I have is for Stephanie. Last year, 100 percent of surveyed respondents said they would try to improve employee satisfaction and engagement to improve patient satisfaction. Do you think there'll be any change in this this year?
Stephanie Drake: If anything, it's even more prominent. As we all know, healthcare is going through a variety of changes. Whether your organization is affiliating with another organization, going through a merger or acquisition, certainly looking at payment cuts, focusing on maybe a change in structure, delivering patient care differently. If anything, in order to accomplish any of these things or get through any of these massive changes, employee engagement is even more important, even if it's installing patient medical records. That's a big piece. That's a big change for the whole work force, so employee engagement is so important to really focus on. Patient satisfaction through HCAHPS scores, aligning with different hospital admissions: There's so much around healthcare right now. Is it hospital-centric, or is it moving away from hospital-centric? And how do you keep those employees engaged when there's just all these swirling changes around them? So it's even more important that employees understand their role in patient satisfaction. That's why I completely agree with 100 percent, and if people could vote twice, it'd probably 200 percent.
Meghan Doherty: Great. Thank you, Stephanie. So Rebecca, last year, the most popular category for reducing costs was to streamline HR processes up to 90 percent of respondents, which was up from 21 percent in 2011. Do you think this trend will continue?
Rebecca McNeil: Right. Well, absolutely, I do. I wouldn't be surprised if that result stays the same; 90 percent is pretty high. I certainly don't see healthcare HR moving away from cost reduction initiatives through implementing things like talent management technology to streamlined recruitment, performance, and learning. I think that this year, though, we'll have more post-acute care participants, and it will be interesting to see how and if that impacts the survey responses. For example, I know from recently speaking with a client of ours in homecare, that the homecare industry is going through a lot of changes. They're going through a lot of consolidations, and companies are becoming more sophisticated about finding the best candidates for their homecare, so it's likely that talent management software will play a larger role in those organizations. Homecare agencies are experiencing that consolidation in the marketplace, so I think you'll see an increase in the level of sophistication around organizational processes, which will include talent acquisition and performance and learning management. So I'm really excited to see how the participation of the post-acute care organizations might impact the survey results this year.
Meghan Doherty: Great. Well, we'll just have to see. And finally, Stephanie, we're really excited to give away five ASHHRA memberships to our respondents this year. Can you tell us what some of the benefits of being an ASHHRA member is?
Stephanie Drake: Certainly. Again, we're so honored that Healthcare Source is willing to give away these five memberships because we just think it really we try to support the healthcare human resource industry, and with a membership you really get so much data and resources that can help you in your role in healthcare. So, we have toolkits. First of all, we have 16 right now, soon to be launching more, anything from benefits, business of healthcare, compensation, recruitment and selection, even social media, wellness and workforce planning. Out this fall, we'll have a workforce planning guide in conjunction with the nurse AONE, the nurse executives, and the AHA, so I know that's something that Healthsource clients will definitely be interested in, and as a member, that's certainly free. Also, launching this September, we have a certification in healthcare HR, really helping to prove that all the work you've done out there as a healthcare recruiter or manager/director that you really know what you're talking about, and that's offered to all individuals, not necessarily just members. We also have seven publications that come along with the membership, 30-plus webinars a year, also a host of online learning that supports all of our competencies. We also have a mentorship program, a variety of grants and scholarships for more educational opportunities, and certainly networking, which is our most highly valued piece of our membership, really getting you connected with those experts in the field or colleagues that can help you through situations, maybe a merger in acquisition or just revamping your talent selection process, so we're really excited, so, thank you, Healthcare Source.
Meghan Doherty: That was great. Thank you, Stephanie. We are also excited to continue on with our third year of HR initiatives, so thank you, everyone, for listening in to our audio blog. Be sure to take the HR Initiative Survey at www.yourhrinitiatives.com, and you'll be entered to win one of five ASHHRA memberships.