Introduction
HR metrics and workforce programs play crucial roles in regional hospitals in areas like improvement of quality of care and performance efficiency. Kassick (2019) defines HR metrics as data providing descriptive detailed information regarding a particular outcome or process. In this case study, the metrics will provide guidance to the facility on how to solve staffing challenges. Employing workforce analytics will assist the organization in auditing measures of success and HR initiatives.
How Metrics and Analysis Might Be Applied
According to the regional hospital, there are numerous opportunities on how and where the analytics and metrics are applicable. These include data engineering whereby in the regional hospital there are a number of employees reporting to different shifts such as night, evening, and morning shifts. Analytics will also be useful to care, providers, since there are quite a number of patients seeing them during every shift. The use of workforce analytics will be essential in assisting with the identification of diverse patterns of matching optimal skills related to present workers. By assigning employees their appropriate shifts, it makes it possible for them to yield optimum outcomes.
Three Analyses and Associated Metrics
Data mining will guide the organizational facility to assess the problem of staffing. According to Durai et al. (2019), enhanced decision-making on key patterns in data sets will be recognized using multiple regression and correlation methods. Productive analysis will enhance the organizational system development model required to evaluate the effect of introducing new change. Operational experiments will be useful in informing the facility about the best strategy the organization needs to employ for the implementation of HR metrics and workforce analytics.
For the case study, benchmarking is not possible because the hospital has different functions that are undertaken by diverse departments. Every organization has a varied HR structure, which makes it difficult to compare and use during benchmarking.
Advice when Developing a Program of HR Metrics
Managers at regional hospitals must strive to comprehend the present differences existing between HR metrics and workforce analytics before developing and integrating the program. Having an insight will help apply relevant workforce analytics and metrics. By considering the data context, the managers will be able to apply the programs successfully.
Conclusion
The process of creating workforce analytics and HR metrics programs is linked to problems such that the team needs to comprehend that success or outcome in the organization is not ascertained by the number of metrics utilized. According to Durai et al. (2019), it is essential for management to understand that analytics offer limited information that can be employed in the identification of problems within the organization. Therefore, the main challenge with these programs is the lack of clarity on which metric is most effective to use. In addition, organizational performance is not achieved only through the assessment and reporting of HR metrics, instead, it requires diverse facet consideration.
References
Durai D, S., Rudhramoorthy, K., Sarkar, S. (2019). HR metrics and workforce analytics: it is a journey, not a destination. Human Resource Management International Digest, 27(1), 4-6.
Kassick, D. (2019).Workforce analytics and human resource metrics: Algorithmically managed workers, tracking and surveillance technologies, and wearable biological measuring devices. Psychosociological Issues in Human Resource Management, 7(2), 55-60.