Workforce PrioritiesHOW TO ATTRACT, HIRE, AND RETAIN THE RIGHT PEOPLE FOR TODAY’S BEHAVIORAL HEALTH WORLD

Workforce priorities: purpose‣ Harness power of HR to achieve health care

transformation goals•Competitive in a VBP environment• Innovation and agility given budget constraints•Committed to recovery based, trauma-informed approach• Focused on integration of physical and behavioral health

Workforce priorities: webinars‣ Using Human Resources strategically‣ Getting the right people in the door (July 16)

‣ Organizational culture (July 30)

‣ Interviewing tools (August 13)

‣ Managing performance (September 17)

‣ Employee engagement (October 1)

Workforce priorities: resources‣ Using HR in a recovery environment‣ Tip sheet: Organizational culture‣ Pre-employment screening tool and sample interview

questions (recovery, trauma, integrated health)‣ Tip sheet: Job descriptions‣ Sample performance evaluation measures‣ Tip sheet: Staff retention practices

Using Human Resources StrategicallyPRESENTERS:GLENN COUROUNIS, Independent ConsultantNAOMI WEINSTEIN, ICL, Inc.

Challenging times for behavioral health

• Shift: volume to value (VBP)• Focus on community-based care• Budget challenges• Emphasis on partnerships• Telehealth• COVID

Common strategic goals for behavioral health providers‣ Develop VBP arrangements‣ Increase census‣ New program development‣ Integration of primary care/behavioral health‣ Improve customer service focus

Bridging the gap

HR Strategies

What is Human Resources

Key HR disciplines‣ Employee engagement‣ Labor and employee

relations‣ Diversity, equity, and

inclusion‣ Risk management/legal

environment‣ Organizational structure and

culture

HR...

‣ Workforce planning and talent acquisition‣ Total rewards: pay and

benefits‣ Learning and development‣ Performance management‣ Leadership and management

development

How HR function is changing‣ Less tactical (administrative), more strategic‣ Data-driven decision making (analytics and evidence-based

practices)‣ Help design organizational structure and processes to meet

organizational needs‣ More “customer” focused‣ Increased attention to organizational culture‣ Use of online resources and technology‣ Help managers manage people for results (facilitation role)

Possible roles assumed by HR function

Strategic Focus

Operational Focus

PeopleSystems

Change Agent

Employee ChampionAdministrative Expert

Strategic Partner

How HR promotes business success• Understand and support the business strategy• Leverage strategic workforce planning• Attract, retain, and develop talent• Develop programs to engage employees• Balance role of employee advocacy and management

strategist• Maintain a legal and ethical environment• Manage change

• Needs a seat in the C-Suite

Mission, Vision, Values

HR Strategy

Competitive Advantage

Strategic role of HR

‣ Does the organization have a culture to ensure:• The right people • With the right skills• Do the right things• In jobs that are important for

executing the organization’s strategy

Key Question

HR strategy - questions to askTalent Acquisition

‣ Do we need to attract different people?

‣ Do we hire for culture or for skill?

‣ How do we ensure diversity in senior leadership?

‣ What skill mix do we need to provide services?

‣ Do we build it or buy it?

HR strategy - questions to askPay and Benefits

‣ Will compensation transparency increase client outcomes?

‣ What rewards can we offer besides increased compensation?

‣ Are we competitive?

HR strategy - questions to askPerformance Management

‣ Can our managers coach?‣ How do we hold employees

accountable for their actions?‣ Do we have a system that

works, and that mangers use?‣ Are we willing to eliminate poor

performers?

HR strategy - questions to askEmployee Engagement

‣ How do we keep our best people? ‣ Do we seek input from our people?‣ If unionized, what is our

relationship like?‣ If employees want something

reasonable, how can we give it to them?

‣ Is senior leadership approachable?‣ Do our employees trust us?

HR strategy - questions to askOrganizational Culture

‣ What do we do to show we value our people?

‣ What is our value proposition?‣ Do we treat people fairly?‣ What is our brand/reputation?‣ Do we handle ourselves legally

and ethically?

HR strategy - questions to askLeadership and Management

‣ Do our leaders live our values?‣ How do we ensure our leaders

have management skills?‣ Do we value training and

development?‣ Do we have the right systems in

place to move people into leadership positions?

‣ Do we have a succession plan?

Aligning HR and Business Strategy

Business Strategy“Become the mental health provider of choice in our communities”

What HR Strategy flows from that and how do we implement it?

Are our rewards competitive?

Social workers with more experience?

Support staff from the community?

Pipelines for talent?Hire managers that are

innovative?

Expand or flatten structure?

Recruit leaders from successful agencies?Train who we have?Invest in Learning

Management System?

Cultural assessment?Workable performance

systems?Engagement survey?How do we engender

trust?Articulate our value

proposition?

Recruit Talent Develop Leaders Engage Employees

Is HR playing a strategic role in your business? 1. What makes us different from our competitors?2. What should we do in terms of people management to be

more competitive?3. Do the “people” strategies support and align with strategic

priorities?4. What is the most effective structure for service delivery?5. How can we invest in our employees?6. How do we measure the effectiveness of our people

strategies?7. How do we prepare our people for the future?

?

Signs you’re getting results‣Key performance indicators and customer

satisfaction measures•Staffing and turnover • Labor costs•Hiring costs • Absenteeism costs• Training program impact • Retention of key staff•Pay/benefits comparison to market‣Surveys and feedback•Employee engagement•Surveys of top executives/managers

Analysis of strategic scope

Identification of Potential

Description of Optimum

• Review HR strategy• Matching with

corporate strategy• How HR contributes

to business objectives

• Stakeholder analysis

• HR functional departments and business processes

• Analysis of organizational structures

• HR IT system infrastructure

• HR reporting and analytics

• Strategic contribution of HR

• Status quo processes and target operation model

• Future HR IT architecture

• Reporting scope/KPIs

• Prioritizing fields of action

• Project team set-up and implementation timeline

• Module specific strategy

• Change management and training approach

• Business case setup and fallback planning

Analysis of strategic scope

Identification of Potential

Description of Optimum

Creation of Roadmap

HR and organizational leadership work together to develop HR strategy

Program and other managers carry out strategy

Key takeaways‣ HR strategy – proactive and intentional‣ Responsibility for operationalizing strategy shared across agency

(not only HR department)

‣ Build a strategy to support your people to achieve your goals• Know what you have • Know what you need• Develop an approach• Execute to meet organizational needs

Coming up…‣ Getting the right people in the door (July)‣ Organizational culture (July)‣ Interviewing tools (August)‣ Managing performance (September)‣ Employee engagement (October)

‣ + resources