Case Studies From Business Case to Patient Outcomes: A Healthcare People Analytics Success Story

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	From Business Case to Patient Outcomes: A Healthcare People Analytics Success Story

From Business Case to Patient Outcomes: A Healthcare People Analytics Success Story

Technology Category	Analytics & Modeling - Predictive Analytics Analytics & Modeling - Real Time Analytics Application Infrastructure & Middleware - Data Visualization Platform as a Service (PaaS) - Data Management Platforms
Applicable Industries	Healthcare & Hospitals
Applicable Functions	Business Operation Human Resources
Services	Data Science Services System Integration Training
Challenge	The organization faced challenges due to an accelerating pace of change in healthcare, policy changes, and consumerization trends. The Workforce Planning and Analytics Team's senior director recognized that the organization was not optimally positioned to lead these changes with the right talent in the right places. Additionally, leaders needed faster and more complete access to workforce data for analysis and future planning. The organization underwent an HR transformation, moving to an HRBP model to support people leaders, but the HRBPs lacked the skill set to leverage analytics effectively. The director advocated for a strategic workforce planning and analytics function to empower HR and organizational leaders to proactively position the workforce to achieve strategic priorities. Read More
About Customer	The customer is a major not-for-profit healthcare organization with over 100,000 employees. The organization is dedicated to delivering leading healthcare solutions and providing quality care to communities across multiple states. The Workforce Planning and Analytics Team, led by a senior director, plays a significant role in achieving the organization's mission. The team focuses on integrating data, creating shared knowledge, standardizing reporting and analytics delivery, and fostering a culture of analytics. The organization leverages Visier to enable leaders, managers, and associates to derive actionable insights from data, ultimately aiming to achieve strategic business priorities through data-driven insights and innovative practices. Read More
Solution	The organization implemented a strategic workforce planning and analytics function, leveraging Visier to enable data-driven insights and innovative practices. The Workforce Planning and Analytics Team works at the intersection of data and strategy, empowering HR and organizational leaders to position the workforce to achieve strategic priorities. The team integrates data, creates shared knowledge, and standardizes the delivery of reporting and analytics. They use a hub-and-spoke model for aligning analytics efforts and resources, utilizing shared platforms, technology, and expertise through a centralized analytics function. This includes a Platform-as-a-Service, Data-Science-as-a-Service, Data Scientist Workbench, Data Warehouse and Marts, and Data Governance. The organization has moved up the people analytics maturity curve from reactive to predictive and prescriptive analytics, aiming to optimize workforce planning and management. Read More Log in to view content
Contents

Technology Category

Analytics & Modeling - Predictive Analytics

Analytics & Modeling - Real Time Analytics

Application Infrastructure & Middleware - Data Visualization

Platform as a Service (PaaS) - Data Management Platforms

Applicable Industries

Healthcare & Hospitals

Applicable Functions

Business Operation

Human Resources

Services

Data Science Services

System Integration

Training

Challenge

The organization faced challenges due to an accelerating pace of change in healthcare, policy changes, and consumerization trends. The Workforce Planning and Analytics Team's senior director recognized that the organization was not optimally positioned to lead these changes with the right talent in the right places. Additionally, leaders needed faster and more complete access to workforce data for analysis and future planning. The organization underwent an HR transformation, moving to an HRBP model to support people leaders, but the HRBPs lacked the skill set to leverage analytics effectively. The director advocated for a strategic workforce planning and analytics function to empower HR and organizational leaders to proactively position the workforce to achieve strategic priorities.

About Customer

The customer is a major not-for-profit healthcare organization with over 100,000 employees. The organization is dedicated to delivering leading healthcare solutions and providing quality care to communities across multiple states. The Workforce Planning and Analytics Team, led by a senior director, plays a significant role in achieving the organization's mission. The team focuses on integrating data, creating shared knowledge, standardizing reporting and analytics delivery, and fostering a culture of analytics. The organization leverages Visier to enable leaders, managers, and associates to derive actionable insights from data, ultimately aiming to achieve strategic business priorities through data-driven insights and innovative practices.

Solution

The organization implemented a strategic workforce planning and analytics function, leveraging Visier to enable data-driven insights and innovative practices. The Workforce Planning and Analytics Team works at the intersection of data and strategy, empowering HR and organizational leaders to position the workforce to achieve strategic priorities. The team integrates data, creates shared knowledge, and standardizes the delivery of reporting and analytics. They use a hub-and-spoke model for aligning analytics efforts and resources, utilizing shared platforms, technology, and expertise through a centralized analytics function. This includes a Platform-as-a-Service, Data-Science-as-a-Service, Data Scientist Workbench, Data Warehouse and Marts, and Data Governance. The organization has moved up the people analytics maturity curve from reactive to predictive and prescriptive analytics, aiming to optimize workforce planning and management.

Impact #1	The organization has created a culture of analytics, with HRBPs receiving extensive training on key metrics and engaging in continuous development through webinars and sessions.
Impact #2	Visier dashboards and visualizations are used by HRBPs to work with departments, monitor productivity indices, and manage staffing efficiently.
Impact #3	The organization has implemented a shared accountability system with an integrated scorecard of organizational and HR goals, ensuring regular usage of analytics solutions.

Impact #1

The organization has created a culture of analytics, with HRBPs receiving extensive training on key metrics and engaging in continuous development through webinars and sessions.

Impact #2

Visier dashboards and visualizations are used by HRBPs to work with departments, monitor productivity indices, and manage staffing efficiently.

Impact #3

The organization has implemented a shared accountability system with an integrated scorecard of organizational and HR goals, ensuring regular usage of analytics solutions.

Benefit #1	Turnover analysis and staffing optimization based on the productivity index led to hundreds of millions in savings.
Benefit #2	The organization closed 8,000 requisitions by monitoring productivity index status.
Benefit #3	The goal is to keep overtime and contract-labor expenditures at or below 2.5% of the overall labor spend.

Benefit #1

Turnover analysis and staffing optimization based on the productivity index led to hundreds of millions in savings.

Benefit #2

The organization closed 8,000 requisitions by monitoring productivity index status.

Benefit #3

The goal is to keep overtime and contract-labor expenditures at or below 2.5% of the overall labor spend.

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Overview

From Business Case to Patient Outcomes: A Healthcare People Analytics Success Story

Operational Impact

Quantitative Benefit