Monday, September 01, 2014


[IWS] Towers Watson: Renovating HR for the New World of Health Care [August 2014]

IWS Documented News Service


Institute for Workplace Studies-----------------Professor Samuel B. Bacharach

School of Industrial & Labor Relations-------- Director, Institute for Workplace Studies

Cornell University

16 East 34th Street, 4th floor--------------------Stuart Basefsky

New York, NY 10016 -------------------------------Director, IWS News Bureau


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Towers Watson


Renovating HR for the New World of Health Care [August 2014]


[full-text, 5 pages]


At a Glance


·         As health care providers adapt to a new reimbursement-based business model — one centered on efficiency, patient experience and health outcomes — they are looking to HR to help drive innovation across their organizations, beginning with the HR function itself.


•     According to Towers Watson's 2014 HR Service Delivery and Technology Survey, 52% of health care provider organizations have shifted to a systemwide HR function, and 22% are designing new systemwide approaches for HR this year.



•     To make HR more effective in the transformed health care provider world, the roles of both centers of expertise and entity HR are beginning to evolve.



For a variety of reasons, the health care industry has failed to keep pace with the drive for efficiency seen across much of corporate America in the last decade, when most HR functions streamlined processes, eliminated paper and centralized administrative activities. But with historic transformation shaking up the industry, HR is acting fast now to initiate needed change. Towers Watson's 2014 HR Service Delivery and Technology Survey highlights several trends in efficiency and effectiveness taking hold these days: building and expanding employee service center approaches, leveraging self-service and HR portals, as well as the evolving roles of both centers of expertise and entity HR.


Thinking about transforming your HR service delivery model can be daunting. The first step is to clearly understand what the function is doing today and what your organization's leadership wants from HR. HR leaders need to be actively engaged with senior management to understand the workforce implications of the transformation within the organization. Once you understand the gaps between the current state and desired future state, you can begin to create a new service delivery model and reset the priorities for both the function and its leadership.



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