Where are you on your digital transformation journey, and does this journey align with your people processes?
It’s no secret that today’s healthcare organizations are experiencing a wide variety of challenges. Most significant among them are the shortage of available healthcare professionals and the poor design of systems and processes at work within the organization. Both of these challenges can lead to staff burnout and have a negative impact on patient outcomes.
Healthcare organizations that have not invested the time and energy to optimize their people processes will find it difficult to achieve their strategic goals and initiatives. So how can they break this cycle? In the UKG eBook, People-Centric Maturity Model for Healthcare, you’ll learn about the five levels of performance maturity and how to assess your organization’s maturity level with your peers. These levels range from organizations that have no standards or consistencies in place to organizations with processes in place that are continuously improved.
But what is “people-centricity” and why does it matter? The maturity model is based around the core concept that people are an organization’s single greatest asset — and must remain a major focus as an organization implements strategic processes and matures. An organization’s state of performance is assessed via the maturity model by rating how the organization performs across the five attributes that comprise the most fundamental aspects of business operations:
- Strategy
What is the organization’s distinctive approach to competing, and what are its competitive advantages?
- Technology
Does the organization have a well-developed technology roadmap that aligns people-centric operational needs with leading-edge technology?
- People Processes
Does the organization have an in-depth understanding of the operational workflows of its frontline workers and the ways technology can be used to enhance productivity?
- Process Outcomes
Have process-improvement initiatives been established across the organization that are sensitive to their potential impact to people?
- Data Analysis and Data Visualization
Is the organization using people-centric analytics, also known as workforce analytics, to understand and optimize multiple aspects of its workforce?
For decades, employees have had to change the way they work in order to match how a healthcare organization’s technology has been configured. Now this paradigm must shift so that technology is configured to match how employees actually work or plan to work in the future. This can happen by bringing innovative technology solutions to the table that are based on an understanding of the operational workflows of all workers.
Get on the path to greater organizational maturity
If you are a leader who would like to assess the performance maturity of your healthcare organization, take this quick, 10-minute self-assessment and receive your instant scorecard. This self-assessment tool provides your immediate score, including guidance to improve processes and progress along the performance maturity scale.
The fact is, no two healthcare organizations are alike, but all should aim to strike the right balance between business performance and people performance. Most organizations use a siloed strategy to manage their workforce, with initiatives that are typically adopted by individual departments within the organization but without a clear structure to create an organization-wide strategy centered on people. Other organizations employ a well-crafted strategy and generate leading-edge ideas around how to demonstrate their dedication to their employees. No matter where your organization is along the maturity model continuum, the online self-assessment offers effective tactics to help move your organization toward the next level of maturity. After all, it’s the sum of interactions, emotions, and moments that employees have with their colleagues in the workplace that impact their trust and desire to remain with the organization. Complete the 10-minute self-assessment now.