CHRO Are Thinking Like A CIO To Drive The Next Generation Workforce
CIOs and CHRO have practiced their change management skills in the past few months to adapt to the future workforce. Remote workforce technology and the relentless focus on employee experience dominate the strategic and tactical initiatives. The time is now for IT and HR to partner closely to utilize technology to enhance its digital experience meeting the CEO’s objective. Here are the two themes that the CHRO is looking for from their CIO partner.
Mass Automation and Integration
HR leadership is looking for employee insight while automating processes to improve employee experience and talent management. HR also needs a data model showing the current state while predicting future workforce delivery models.
Current enterprise HR systems are transactional. Their primary use is for fundamental HR functions such as viewing pay stubs electronically, clocking in and out for time and attendance, updating employee information such as demographics, and requisition approvals. CIOs must devote resources to developing or configuring automation in their system vs. supporting a transactional application.
The recommendation is to redesign a new operating model while turning on advance built-in automation features. Process redesign is a crucial organizational step. Many organizations have not revamped their current HR process in the past 5-7 years, which may not be relevant anymore for the future workforce.
Healthcare HR leaders want tighter integration with the clinical workforce. CHROs currently utilize HCM (Human Capital Management) modules to manage the workforce through the core HR system. Next-generation CHRO and clinical partners expect an integrated solution that will help drive the clinical staff efficiency. For example, CHRO expects the CIO’s team to focus on AI for nursing and physician scheduling based on patient volume prediction as a key differentiator. Insight into the clinical workforce is crucial for the organization’s future success.
One System Approach
Many healthcare organizations have multiple HR like products that it is time to standardize their process and operating model to drive efficiencies.
Health systems have continued with their mergers and acquisitions pace creating a portfolio of multiple competing products.
One strategy to achieving the “One System” philosophy is to take advantage of the timing as most health systems have an outdated enterprise on-premise ERP system in place that is due for an upgrade. Evaluate whether transitioning to next-generation cloud ERP solutions can help reduce the portfolio’s number of disparate systems.
While a decision towards “One System” is expensive, the intangible return on workforce efficiency is well worth the price tag.
CHROs are thinking like CIOs nowadays, intending to collect massive appropriate data set focused on predicting attrition and employee satisfaction. CIO and CHRO partnership will rely heavily on technology resources to generate insight with automation and simplicity. Failure to do this may mean that your organization is on for sale side of the healthcare mergers and acquisition activity.
