1. Strategy in Human Resources
Peter Baker, JD, MBA

2. Strategy Strategic planning definition
Strategic planning is an organization's process of defining its direction and making decisions on allocating its resources to pursue this direction

3. Healthcare Strategic Focus Areas
Service
Quality
Growth
Finance
People

4. People Human resource strategic planning
Identifying how we want to improve our employment environment over the next 5 years to recruit and retain the top talent at our institution

5. Identify Current Position of the Institution
Metrics that assist in understanding
Employee Turnover Rate
Employee Satisfaction
Patient Satisfaction (indirectly informs from your patient’s perception)
Length of time to fill open positions
Community perceptions

6. Strategic Human Resource Goals
Identify Strategic Focus Areas
Recruitment of Top Talent
Retention of Talent
Identifying and Developing Leaders for the Future
Developing a Culture of Safety and Clinic Excellence
Becoming the Best Place to Work in Your Region

7. Recruiting Top Talent
Creating an environment that allows leaders to grow
Management Residency Programs
Internships
Mentorship Programs
Educational support programs
Loan Pay-Back
Supporting additional certifications
Developing a vision for future growth

8. Retaining Employees
Overall Strategic Vision - direction that employee staff are excited to be a part of
Empowerment
Mission / Values Driven Organization
Focus on delivering high quality services
Competitive Compensation
Opportunity for Advancement
Supportive Co-Workers and Management – Do they work with a “best friend”
Annual Employee Review that discuss 1, 5 and 15 year goals for your leaders

9. Identifying Leaders for the Future
Future Leader Planning
Organization articulated a succession planning direction for their future leaders
Identified key gaps in knowledge within their organization
Identified key leadership the organization is interested in growing
Discussions with prospective leaders about future development
Identified keys areas of learning to take the next step

10. Developing a Culture of Safety and Clinical Excellence
Articulated a vision for safety and clinical excellence
Developing a direction that inspires clinicians to perform at their best
Developing the best clinical programs in the region
Sufficient Resources
Training to perform their role effectively
Equipment that allows them to provide their services
Sufficient supporting staff

11. Becoming the Best Place to Work
Understand where the community currently perceives your organization
Develop a gap analysis of what separates your organization from your competitors
Clinical Services
Compensation / Benefits
Leadership and Culture
Develop a plan to reduce those perceptions
Develop a “family” environment

12. Establish Goals for the Future
Develop measurable benchmarks
Goals for 1, 3, and 5 years around improving:
Employee satisfaction
Tenure Rate
Turnover Rate

13. Develop a Your Plan
After determining your objective, develop tactics that are focused on improving your scores
Year 1 Goal - Reduce Turnover Rate by 30%
Tactic 1 – Develop annual employee appreciation dinner
Tactic 2 – Develop new employee lunch with leadership after 90 days of employment
Tactic 3 – Implement exit interviews on all terminated employees

14. Group Discussion Recruitment of Top Talent Retention of Talent
Identifying and Developing Leaders for the Future
Developing a Culture of Safety and Clinic Excellence
Becoming the Best Place to Work in Your Region