IBM Case Studies IntraHealth International: Aligning workforce strategies to the business boosts the mission of nonprofit Global Health organization

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	IntraHealth International: Aligning workforce strategies to the business boosts the mission of nonprofit Global Health organization IBM

IntraHealth International: Aligning workforce strategies to the business boosts the mission of nonprofit Global Health organization

IBM

Technology Category	Application Infrastructure & Middleware - API Integration & Management
Applicable Industries	Healthcare & Hospitals
Applicable Functions	Human Resources
Use Cases	Personnel Tracking & Monitoring
Services	Software Design & Engineering Services
Challenge	IntraHealth International, a nonprofit organization that empowers local health workers to better serve communities in need, realized that it needed to overhaul its approach to recruiting to better address changes in the industry and to support organizational needs. The organization's human resources processes were initially dictated by the demands of donors, leading to a recruitment process that was driven to meet the needs of donors and projects, and not necessarily the needs of the organization as a whole. As a result, each country office had its own hiring practices that it applied to meet specific donor-driven deadlines. IntraHealth realized that it needed an overarching, organization-wide approach and process to integrate both donor and organizational priorities. Read More
About Customer	For more than 35 years, IntraHealth International has empowered local health workers to better serve communities in need in more than 100 countries around the world. The North Carolina-based nonprofit fosters local solutions to health care challenges by improving health worker performance, strengthening health systems, harnessing technology and leveraging partnerships. IntraHealth has a staff of nearly 600 employees currently working in more than 20 countries in Africa, the Americas and Asia. As a mission-driven organization, IntraHealth focuses its efforts on health workers because they play a critical role in delivering services to those in need. The World Health Organization estimates a worldwide shortage of 7.2 million health workers; this figure will grow to 12.9 million by 2035 if the global community does not increase investments in training and deploying more health workers. The world has new technologies, effective medicines and innovative treatments, but without access to health workers, too many people—an estimated 1 billion—lack access to health care. Read More
Solution	To meet these challenges, and to help ensure the organization was in a better position to meet its global commitments, IntraHealth decided to develop an aggressive, comprehensive talent strategy aligned with its overall strategic plan. The organization has embarked on an integrated talent management platform with a tiered competency framework as a basis of its talent management functions. The goal is to create a global competency framework to support its commitment to developing a strong, integrated global talent management platform, and to ensure outcomes align with and support the overall mission and strategy. IntraHealth chose IBM to help develop a systematic, interactive and engaging talent management strategy. IBM Kenexa Talent Frameworks is a job-based competency library that provides ready-to-use job descriptions, competencies, proficiency-based behavioral statements, development goals, coaching tips and interview questions. Talent Frameworks also includes a tiered competency platform in a common language that was vital for integrating IntraHealth’s global talent management strategy. Read More Log in to view content
Contents

Technology Category

Application Infrastructure & Middleware - API Integration & Management

Applicable Industries

Healthcare & Hospitals

Applicable Functions

Human Resources

Use Cases

Personnel Tracking & Monitoring

Services

Software Design & Engineering Services

Challenge

IntraHealth International, a nonprofit organization that empowers local health workers to better serve communities in need, realized that it needed to overhaul its approach to recruiting to better address changes in the industry and to support organizational needs. The organization's human resources processes were initially dictated by the demands of donors, leading to a recruitment process that was driven to meet the needs of donors and projects, and not necessarily the needs of the organization as a whole. As a result, each country office had its own hiring practices that it applied to meet specific donor-driven deadlines. IntraHealth realized that it needed an overarching, organization-wide approach and process to integrate both donor and organizational priorities.

About Customer

For more than 35 years, IntraHealth International has empowered local health workers to better serve communities in need in more than 100 countries around the world. The North Carolina-based nonprofit fosters local solutions to health care challenges by improving health worker performance, strengthening health systems, harnessing technology and leveraging partnerships. IntraHealth has a staff of nearly 600 employees currently working in more than 20 countries in Africa, the Americas and Asia. As a mission-driven organization, IntraHealth focuses its efforts on health workers because they play a critical role in delivering services to those in need. The World Health Organization estimates a worldwide shortage of 7.2 million health workers; this figure will grow to 12.9 million by 2035 if the global community does not increase investments in training and deploying more health workers. The world has new technologies, effective medicines and innovative treatments, but without access to health workers, too many people—an estimated 1 billion—lack access to health care.

Solution

To meet these challenges, and to help ensure the organization was in a better position to meet its global commitments, IntraHealth decided to develop an aggressive, comprehensive talent strategy aligned with its overall strategic plan. The organization has embarked on an integrated talent management platform with a tiered competency framework as a basis of its talent management functions. The goal is to create a global competency framework to support its commitment to developing a strong, integrated global talent management platform, and to ensure outcomes align with and support the overall mission and strategy. IntraHealth chose IBM to help develop a systematic, interactive and engaging talent management strategy. IBM Kenexa Talent Frameworks is a job-based competency library that provides ready-to-use job descriptions, competencies, proficiency-based behavioral statements, development goals, coaching tips and interview questions. Talent Frameworks also includes a tiered competency platform in a common language that was vital for integrating IntraHealth’s global talent management strategy.

Impact #1	The organization has streamlined the number of job titles from 245 to 48 and developed consistent job profiles with associated competencies.
Impact #2	Hiring managers now have access to competency-based interview questions, helping to streamline the selection process.
Impact #3	IntraHealth also now has clear alignment of employee performance expectations and IntraHealth’s overall strategy.

Impact #1

The organization has streamlined the number of job titles from 245 to 48 and developed consistent job profiles with associated competencies.

Impact #2

Hiring managers now have access to competency-based interview questions, helping to streamline the selection process.

Impact #3

IntraHealth also now has clear alignment of employee performance expectations and IntraHealth’s overall strategy.

Benefit #1	Slashing time-to-fill rates by more than 35 percent, saving the organization resources.
Benefit #2	Compliance with the organization’s goal-setting initiative has increased by 20 percentage points in the first year.

Benefit #1

Slashing time-to-fill rates by more than 35 percent, saving the organization resources.

Benefit #2

Compliance with the organization’s goal-setting initiative has increased by 20 percentage points in the first year.

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Overview

IntraHealth International: Aligning workforce strategies to the business boosts the mission of nonprofit Global Health organization

Operational Impact

Quantitative Benefit