human resources transformation at baptist health amy kropp – corporate director, human resources...
TRANSCRIPT
Human Resources Transformation at Baptist Health
Amy Kropp – Corporate Director, Human Resources
Rebecca Fletcher – Supervisor, Information Technology
Agenda
• Baptist Health an Overview• HR Transformation
– A look back 3 years ago
• HR Process Improvement– Examples of changes in technology and processes
• HR Future State– A discussions of the PeopleSoft Implementation
• Wrap Up, Q&A
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Baptist Health an Overview
– Largest faith based non-profit healthcare system in the region
– 14,000 employees working in 5 hospitals, outpatient and diagnostic centers
– Building a new hospital WKBH to be opened next year
– 10 years on Fortune’s List of 100 Best Companies to work for
– 400 IT professionals supporting 900 systems
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HR TransformationA look back…
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HR Transformation
• HR Functions were antiquated:
– Performance Review/Merit System
– Recruitment/Application Process
– Benefits Enrollment
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Historical Issues
• Convoluted HR Processes• Paper Processes
– Unnecessary costs in printing, copying, and storing paper documents.
• Poor System Integration– Data had to be keyed into multiple systems – Data had to be checked and re-checked– Caused delays transactions being processed
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Historical Issues
• Value add HR Services were unavailable– HR Resources focused on transactions– Very little Leader Consultation– Minimal Talent Management– Scarce Change Management
• Managers had to get employee information from HR
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HR Process ImprovementBusiness Process Transformation
and then Automation
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The New Hire Process
• Issue Identification– Employees didn’t have employee numbers on
their first day of employment this impacted their ability to do many things.
• Executive Sponsorship
• Cross Functional Team Developed– HR, Payroll, IT, and Employee Health
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The New Hire Process
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What resulted?• Collaboration and
Business Process Improvements between all areas
• All Clinical Employees have an employee number and access to clinical system on their first day of employment.
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Process Changes
• Employee Health Scans Pre-Employment Documents and Stores on Network Share for Recruitment.
• Recruitment processes New Hires quicker.
• Payroll allows HR to process New Hire Transactions Every Day – No longer a 4 day downtime window.
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New Hire Process - Before
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75.26 8.8710.62 19.49
New Hire Process - After
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55.95 3.466.80 10.27
Other Examples…
• Manager Self Service providing leaders with the ability to electronically (April 2007):
– Access direct report employee information
– Request a new FTE or back-fill a position
– Submit personnel actions for employees
– Submit non-leader merit increases
– Reorganize/change reporting relationships
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Other Examples
• Employee Self Service providing employees with the ability to electronically (May 2009):
– Make Benefits selections/changes*
– Retrieve their paycheck
– Maintain contact information
– Modify their tax withholding
– Access time off balances– * Implemented Prior to May 2009
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Other Examples…
• Taleo which provides applicant tracking to manage recruitment needs (June 2009). Works in conjunction with Manager Self Service. Resulting in:– Applicant Web Portal w/ branding– Applicant Tracking and Compliance
• 335,884 applicant communications sent
– Time-to-Fill Reduction • Prior 75 days / Post 45 days
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Other Examples…
• Leader Evaluation Manager providing automated performance management (August 2009):– Increase Leader Accountability via results driven
performance appraisal – Cascading goals from senior leadership– Line of sight goals as well as system goals– Organizational goal reporting real time– Automated and Paperless review process
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Human Resources Future State
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The Future…
• Fully Integrated Information Technology system utilizing Oracle PeopleSoft (April 2012):
– Human Capital Management
– Financial Management
– Supply Chain Management
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The Future…
• Business Transformation of HR processes and systems to realize:
– Streamlined Processes
– Organizational Efficiency
– Higher availability of Value Add HR Services
• Leader Consultations
• Talent Management/Succession Planning
• Change Management
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The Future…
• Additional Benefits:– Position Control with more robust budget
management– 360 degree evaluations with multi-rater
feedback.– Succession Planning that is integrated with
employee development, and career planning– Improved Forecasting, Reporting and Business
Intelligence
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Questions