10:00 a.m. – 11:30 a.m. Learning Sessions
2:00 p.m. – 3:30 p.m. Learning Sessions
3:45 p.m. – 5:15 p.m. Learning Sessions
Learning Sessions 10:00 a.m. – 11:30 a.m.
Improving the Health of the Health Care Talent Market in Western Mass
Jean Jackson, Vice President Workforce Planning, Baystate Health and Jamie Hale, National Practice Leader, Workforce Planning,Towers Watson
Join this session to understand how Baystate Health, ranked a top 100 integrated health network by SMG marketing group and Magnet Hospital for excellence in nursing services, was able to improve the health of the people in our communities every day with quality and compassion. Share ideas on how to assess your workforce, identify market risk, and develop strategies including community partnerships to help address and close gaps.
- Determine the types of analytics needed to assess what your organizational gaps are
- Identify a process and potential strategies that would support those gaps
- Review how to translate these shortfalls into a range of strategies and practical actions, including creating new partnerships in the community, developing a CNA/Acute Care Training Program as well as developing a retention plan for Mature RNs in Surgical Services
HR Technology Strategies that Work in Health Care
Shawn Davis, Director, HR Technology & Analytics, Intermountain Healthcare
Davis will discuss the key components of an HR technology strategy and the importance of aligning that strategy with both your HR and overall health care delivery strategy. Sort through some of the latest trends in HR technology and discuss the potential impact on your current strategy. Review the process of evaluating the effectiveness of current HR technology solutions and knowing when to adjust or make a change. Finally, look at lessons learned with HR technology strategies that have been implemented in a health care setting over the last 15 years and how these lessons learned are shaping Intermountain Healthcare’s current and future HR technology strategy and HR technology investments.
Outline how to build, update, and deliver an HR technology strategy
Assess key HR technology strategy components
Summarize the latest trends in HR technology and realize when it's time to change your HR technology strategy
How to Use Social Media to Empower Your Workforce
Kathleen Shaw, VP Client Strategy, TMP Worldwide
Join Shaw as she provides a comprehensive breakdown of social media strategies to overcome generational and job classifications to create a better work environment. Learn how to engage employees with effective communications based on use of social media. Realize how your employees can become internal and external brand ambassadors to develop a collaborative environment and committed workforce.
- Recognize how social media impacts the organizational brand
- Be aware of how appropriate use of social media can enhance employee engagement
- Create an action plan related to initiating social media strategies beyond the recruitment arena
Onboard or Overboard: Your Orientation Plan Makes the Difference
Mary Peters, Orientation Coordinator, Mayo Clinic and Jan Lieder, Learning & Development Consultant, Mayo Clinic
This session will provide an overview of the key elements of a health care facility's onboarding process and tangible tools to align work unit and department orientation plans with organizational processes and messages. Participants will have the opportunity to review tools designed to help work units plan and deliver work unit strategies that are aligned with organizational goals, as well as reviewing the Mayo Clinic onboarding experience and glean elements to apply in your own organizations.
- Identify key components that distinguish the onboarding experience as a process rather than an event
- Align the elements for organizational and work unit/department orientations to create integrated onboarding processes and messages
- Relate the elements of Mayo Clinic's onboarding experience that may work in your own organizations
The Essence of Success: How to Live and Work with More Happiness and Significance!
Chip Madera, President/CEO, Chip Madera Productions, Inc.
Every one of us have a special purpose for living, and it is the essence of why we are here. Yet many of us sell ourselves short, and then wonder why we feel unfulfilled and lack passion for living, no matter what you do, or what phase of your life you are at.
- Identify the ultimate secret to success
- Create a map for exploring your personal and professional potential
- Define what makes you significant and brings your life value
Utilizing HR Measures to Drive Organizational Success
Nik Shah, Principal PwC Saratoga and Shebani Patel, Director PwC Saratoga
Attend this learning session to understand why your organizational metrics must to be captured in order to ensure proper allocation of resources for future growth. The role of HR in quality care is vital and measuring your metrics will have a significant impact in driving organizational success.
Analyze and organize key metrics that are "must haves" for managing HR effectively
Review collected data and collaborate with experts in quality control
Discover how a powerful and robust metrics tool can benefit you as an HR leader as well as all health care in general
Workforce Panel Workforce 2015: Strategy Trumps Shortage
Debra Stock, Vice President of Member Relations, American Hospital Association and Mary Anne Kelly, VP, Metropolitan Chicago Healthcare Council
In this decade, hospitals face the overlapping challenges of attracting and retaining replacements for retiring workers, while adapting the workforce to care for an aging population, and coping with significant changes in health care delivery. Learn how those challenges can be met through new thinking about the workforce and workplace, and new strategies for managing human resources.
Understand key delivery system changes and demographic trends that will impact the hospital workforce\
Describe approaches to the key strategies of redesigning work, retaining existing workers, and attracting the new generation of workers
Discuss the pivotal, changing role of human resource leadership in meeting the new workforce challenges of this decade
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2:00 p.m. – 3:30 p.m. Learning Sessions
How to Use Organization Values to Achieve Mission Alignment
Helen C. Krewson, MS, SPHR, Sr. Client Solutions Consultant, Morehead Associates and James G. Farrell, MBA, SVP, Marketing & Communications, OSF Health Care
Using a case study, OSF Health Care and Morehead will explain how OSF built a sense of mission among employees by establishing trust and respectful treatment. In a research partnership with OSF Health Care, a 12,000 employee integrated health network in central Illinois, Krewson identified the key drivers for engaging employees in OSF's mission of "serving persons with the greatest care and love."
- Enhance a case study example as a model for building trust and engaging employees around mission
- Identify how to pinpoint the key drivers of mission in your own organization
- Discuss strategies for engaging senior leaders in consistent delivery of the mission and values-driven behaviors
Baby Boomer Workforce Cliff – Impact On Your Nursing Workforce and Steps You Can Take Now To Minimize the Impact
Judith West, VP, Human Resources, Maine Medical Center/MaineHealth
This session will focus on the future nursing shortages that health care human resources leaders will experience as a result of the aging of our health care workforce. The presenters will spotlight nursing, since in most of our organizations, it accounts for the largest percentage of our workforce. A potential nursing shortage has profound impact on quality of care and the financial health of our institutions. They will address the critical need for a partnership between human resources and nursing to be proactive in addressing this expected shortage. Review a case study of the projected shortages that was completed within MaineHealth System and the benefits from partnering with other local health systems. Understand how collaboration with the key stakeholders, local education systems, the Department of Labor and other major health care employers to ensure the nursing workforce will remain strong and intact for the future.
Increase your skills in workforce planning for three to five years out
Identify a process to evaluate current RN workforce and determine steps to mitigate the upcoming shortage
Review strategies to incorporate key stakeholders within your organization, community and state to address this upcoming shortage
Must Have Tactics for Sustaining Operational Excellence
Debbie Ritchie, Chief Operating Officer, Studer Group and Penelope Elebash, Senior Specialist, Studer Group
In this session HR leaders will learn how to build a culture of excellence using “Must Have Tactics” to ensure maximum effectiveness and operational efficiencies. A culture of service and operational excellence attracts and retains talented staff, financially out-performs the competition, has excellent outcomes, is growing according to plan, is full of employee-generated ideas for improvement, and maintains satisfaction at high levels.
- Learn to hardwire rounding for outcomes
- Align leader evaluations with desired behaviors
- Develop better selection criteria in order to retain top talent
The Leader Speaks
Gregg Thompson, President, Bluepoint Leadership Development
The Leader Speaks is a highly experiential workshop, designed to provide participants with the theory, application, practice and feedback necessary to significantly accelerate their communication effectiveness.
- Communicate more effectively in large groups, team and one-on-one situations and inspire your colleagues to take concerted action on vision and strategic objectives
- Craft written communications such as e-mails in a manner that gets attention and generates action
- Increase your leadership power by weaving both organization values and their personal principles throughout
Their Stories, Our Mission: Using Online Video to Build an Employee Brand
Amy Stevens, Director of Marketing Communications, Wellmont Health System and Hamlin Wilson, Senior VP HR Wellmont Health System
The challenge facing Wellmont Health System was one familiar to many health care organizations: How could the health system develop and launch an employee brand that would energize current employees and attract quality recruits? Working together, Wellmont's human resources and marketing communications departments launched an employee branding campaign that has exceeded all expectations – with zero investment required. An employee brand should be the cornerstone of recruitment and retention efforts. Learn to use video and social media to build an employee branding campaign.
- Develop an employee brand that aligns with their organization mission
- Utilize video to build an employee brand
- Leverage the power of social media to expand the reach of an employee brand
Developing Leadership “Buy-In” for Investment in Your Frontline Workforce
Molly Seals, Senior Executive VP for Human Resources and Organizational Development, Humility of Mary Health Partners; Ann Fitzgerald, Leadership Learning Coach and Consultant, Humility of Mary Health Partners; Jennifer Craft Morgan, Associate Director for Research, University of North Carolina/Chapel Hill
This session will address the issues and challenges involved in developing support among hospital managers for investment in the education and training of the frontline workforce. Participants will learn about the strategies employed at one hospital system, Humility of Mary Health Partners in Youngstown, Ohio, to build buy-in among senior and mid-level managers for a training initiative undertaken with the support of Jobs to Careers, an initiative of the Robert Wood Johnson and Hitachi Foundations and the U.S. Department of Labor. The impact of successful buy-in and strategies developed at other hospital sites funded by Jobs to Careers will also be explored, including a discussion of the issues involved in measuring the ROI in training for direct care workers and others playing support roles at the entry-level.
Realize the essential roles that senior leaders and mid-level managers play in the success or failure of workforce development efforts
Be aware of the issues and concerns that managers often have regarding workforce development, and strategies to mitigate those concerns
Develop successful strategies for building support among senior leaders and mid-level managers, including making a case for the ROI
Wellness Panel: How BMI Effects ROI - Key Wellness Strategies to Impact Your Bottom Line
Mark Zollitsch, M.Ed., Wellness Consultant, Wells Fargo Health Solutions; Jim Frain, VP of HR, South Bend Medical Center; Marit A. Brock, SPHR, CMPE, Chief HR Officer, Minnesota Gastroenterology; and Todd Renner, CEBS, Regional Managing Director, East Area Employee Benefits, Wells Fargo Insurance Services
Wellness Programs are one of the most effective cost lowering tools in your health care benefits arsenal; but gone wrong they can be a huge waste of time and resources. Safeguard your organization from the latter with this presentation and panel discussion from seasoned experts. You will learn what makes one program wildly successful and another earmarked for disaster. You will see how to utilize internal resources to maximize program effectiveness and win the support of leadership and employees.
Recognize the backbone of effective population health management and what is the single best thing employees can do to lower their health risk
How to implement internal resources to boost your program success
Summarize the reasons why measurement is critical, and what elements to measure
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3:45 p.m. – 5:15 p.m. Learning Sessions
Employee Where Art Thou? The Latest News in Managing Disability & Leave Issues
Christine V. Walters, MAS, JD, SPHR, Independent Consultant, FiveL Company
Join this interactive program presented in a mini-case study format as we review the latest trends, legal cases, regulatory updates and proactive practices under the ADA, FMLA, USERRA, and more. But don’t stop there! We’ll also share practical guidance for related and overlapping issues like workers comp, modified duty, paid and unpaid leave programs too!
- Learn to describe at least two proactive practices for developing ADA and FMLA compliant policies
- Recognize at least one need for leave that may be impacted by Title VII of the Civil Rights Act
- Compare and contrast duties and obligations to employees needing leave for military obligations
Quality Care for the Future: Attracting and Developing Your Next Generation of Nurses
Cynthia A. Hedricks, Chief Analytics Officer, SkillSurvey, Inc.and Courtney D. Brown, Director, Talent Acquisition, Penn Medicine
This session covers innovative recruiting programs that: attract and develop the next generation of nurses, utilize feedback and participation from nurses themselves, and result in positive ROI.
- Focus selection and development efforts on the key competencies of top-performing nurses, taken from cutting-edge research on the strengths and developmental needs of nurses at all levels, from entry-level to nurse managers and directors
- Implement two innovative recruiting programs that combine participation and feedback from clinical nurses, leading to improved quality of new hires, reduced turnover, empowerment of existing nurses, and measurable cost reductions in recruiting
- Take home other new programs and best practices that are being used by recruiting peers to attract and develop the next generation of nurses at all levels
The Inconvenient Truths About Health Care….And How to Address These Truths to Make Your Health Plan More Effective
Kara J. Trott, CEO, Quantum Health, Inc.
Hospitals are trying everything – CM, DM, Wellness, etc. – to bring down claim cost and help their employees get healthier. Many express dissatisfaction with the results – low levels of engagement and participation, inconclusive ROI, no change in utilization. Attend this session and learn how your hospital or health care organization can utilize a programmatic approach to contain cost trends without reducing benefits, realize significant changes in utilization and increase patient satisfaction.
- Contain claims cost without decreasing benefits
- Realize significant changes in utilization
- Increase patient satisfaction
World Class Diversity Management: A Futuristic Approach
Dr. R. Roosevelt Thomas, Jr. Chairman & CEO, Roosevelt Thomas Consulting & Training
Hear this discussion on how to face health care diversity issues of the future , offering a universal approach to attract and retain talent and maintain high-quality service level standards. Drawing from his book entitled, “World Class Diversity Management: A Strategic Approach,” Dr. Thomas will detail the principal paradigms and strategies of this “universal” approach.
- Understand and appreciate the likely evolution of diversity in health care
- Appreciate the utility of a “universal” approach for dealing with traditional and non-traditional diversity dimensions
- Anticipate the likely changes that will be required of health care human resource practitioners and diversity professionals with respect to future diversity issues
Physician-Led Health Management: An Opportunity to Transform Health Care Delivery
Darryl L. Landis MD, MBA, Senior Health & Productivity Consultant, Towers Watson and Robert K. McLellan, MD, MPH, FACOEM, Medical Director, Live Well/Work Well , Dartmouth-Hitchcock Medical Center
Receive an overview of why current models of health management program delivery have not demonstrated sufficient value and discussion of early case studies based on emerging physician-led models of health management. If employees want to do a better job of managing their health and employers are making great efforts to help employees do so, why are these programs not resulting in better health outcomes and lower costs? Attend this session and receive insight into these burning issues.
- Understand the challenges inherent in current delivery models of health management programs that contribute to poor performance
- Describe the emergence of innovative physician-led models of health management programs and the potential value of these approaches to employers
- Identify specific actions HR managers can take to enable their organization to benefit from these emerging trends toward physician-led models
Best Practices in High-Performing Health Care Organizations
David Strickland, Executive Director, AHA Quality Center, American Hospital Association
Using case examples from high-performing health care organizations, Strickland will review the best practices for improving quality and patient safety, especially focusing on human resource practices that can help support the efficient and effective delivery of health care services. Take home practical strategies and examples to help fuel discussions among your leadership team on achieving high performance.
Identify strategies adopted by high-performing hospitals and health systems to improve quality and patient safety
Understand how human resource practices can support quality improvement activities in health care organizations
Review practical take home applications to help your employees excel as high performers
Health Reform Reaction Panel - Answers to Your Health Care Reform Questions
Michael Rosenbaum, Partner, Drinker, Biddle and Reath, LLC. And Eric Parmenter, Senior Consultant, Towers Watson
Our panel of health care reform experts will summarize recent regulatory developments, discuss the "top ten" health care reform issues other tax-exempt hospitals are facing and answer your health care reform questions.
Prepare your organization for the impending changes stemming from health care reform
Determine effective communication strategies to answer common questions that you and your HR department will encounter
Address the top compliance issues that you need to know
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