Addressing HIT Worker Shortages Through Operational Excellence in Workforce Planning

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1 Addressing HIT Worker Shortages Through Operational Excellence in Workforce Planning Allen Kriete Vice President, Healthcare Services; TEKsystems Sanja Licina Senior Director, Talent Intelligence and Consulting; CareerBuilder Slide 1 DISCLAIMER: The views and opinions expressed in this presentation are those of the author and do not necessarily represent official policy or position of HIMSS.

2 Conflict of Interest Disclosure Has no real or apparent conflicts of interest to report HIMSS Slide 2

3 Learning Objectives Analyze HIT labor data to evaluate current HIT labor market trends; Evaluate best practices around HIT talent attraction, development and retention strategies; Compare business outcomes of implementing effective versus ineffective workforce planning strategies; Diagnose and prescribe operational effectiveness strategies and Key Performance Indicators (KPIs) around an effective workforce strategy; Analyze processes for developing and implementing new talent management practices Slide 3

4 Section I: State of the Healthcare IT Market Slide 4

5 Big Trends Impacting the Industry ICD-10 Compliance Meaningful Use Transformation to ACOs Legacy Modernization Consumerism HIX/HIE Slide 5

6 Demand for HIT Professionals Slide 6

7 Demand for HIT Professionals Slide 7

8 Demand for HIT Professionals 1 Clinical Trainers Clinical Consultants Builders / Developers Project / Program Managers Desktop / Help Desk Support Slide 8

9 Challenges in the HIT Industry Unprecedented labor shortage: Slide 9

10 Challenges in the HIT Industry Highly competitive market: Slide 10

11 Challenges in the HIT Industry Program and project lags: Slide 11

12 Section II: How to Attract HIT Talent Source: TEKsystems IT Executive Outlook Survey, December 2011 Slide 12

13 What Do HIT Candidates Want? 1 Information 2 Location 3 Interesting Assignments 4 Skill Set Enhancements 5 Company Reputation 6 Advancement Opportunities Slide 13

14 Best Practices to Attract HIT Talent Examine which initiatives your organization is undertaking and what competencies you require to achieve your goals. what makes your organization attractive to a candidate the benefits you offer through career pathing and employee recognition programs Slide 14

15 What to Do to Meet Hiring Goals 1 Clear job descriptions Align stakeholders Timely feedback Measure progress Slide 15

16 Section III: Develop HIT Talent Slide 16

17 Know Key Roles and How to Optimize Them Outline the functional and technical competencies required, and then narrow the list down to what s realistic. which skills can be bought, learned, found or developed with your training department to support this development Slide 17

18 Succession Planning Builds Strength Understand your staff s development needs and find opportunities to allow them to grow. Increase employee commitment Higher levels of retention Slide 18

19 Section IV: Retain HIT Talent Source: The Economist, 2011 Slide 19

20 Why Do Employees Leave? Slide 20

21 What s Your Organization Known For? Listen to your star employees and show them that you want to invest in their future. Slide 21

22 Show Your Team the Big Picture A strong onboarding program helps newly hired employees adapt to your organization Slide 22

23 Invest in Performance Management Organizational success is driven by employee performance employee expectations to organizational goals and priorities Coaching and mentoring Career path discussions Direct and frequent feedback Slide 23

24 Listen to Your Employees Understand what your internal team experiences Exit Interviews Salary Analysis Internal Research Slide 24

25 Section V: Effective Workforce Planning Slide 25

26 What is Effective Workforce Planning? New business, market and project requirements Emerging technologies Gaps in in-house expertise Demand for new skills or new roles Slide 26

27 Demand for HIT Employees HIT employees are asking more questions and making quicker decisions back to organizational strategy for maximum effectiveness your recruitment strategy by partnering with your HR and vendor management Slide 27

28 Section VI: Q&A Slide 28

29 Thank You! Allen Kriete Vice President, Healthcare Services Sanja Licina Senior Director, Talent Intelligence and Consulting Slide 29

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