Human Resources
Transformation
at Baptist Health
Amy Kropp – Corporate Director, Human Resources
Rebecca Fletcher – Supervisor, Information Technology
Agenda
• Baptist Health an Overview
• HR Transformation
– A look back 3 years ago
• HR Process Improvement
– Examples of changes in technology and processes
• HR Future State
– A discussions of the PeopleSoft Implementation
• Wrap Up, Q&A
2
Baptist Health an Overview
– Largest faith based non-profit healthcare system in the
region
– 14,000 employees working in 5 hospitals, outpatient and
diagnostic centers
– Building a new hospital WKBH to be opened next year
– 10 years on Fortune’s List of 100 Best Companies to
work for
– 400 IT professionals supporting 900 systems
3
HR Transformation
A look back…
4
HR Transformation
• HR Functions were antiquated:
– Performance Review/Merit System
– Recruitment/Application Process
– Benefits Enrollment
5
Historical Issues
• Convoluted HR Processes
• Paper Processes
– Unnecessary costs in printing, copying, and storing
paper documents.
• Poor System Integration
– Data had to be keyed into multiple systems
– Data had to be checked and re-checked
– Caused delays transactions being processed
6
Historical Issues
• Value add HR Services were unavailable
–
–
–
–
HR Resources focused on transactions
Very little Leader Consultation
Minimal Talent Management
Scarce Change Management
• Managers had to get
employee information
from HR
7
HR Process Improvement
Business Process Transformation
and then Automation
8
The New Hire Process
• Issue Identification
– Employees didn’t have employee numbers on
their first day of employment this impacted their
ability to do many things.
• Executive Sponsorship
• Cross Functional Team Developed
– HR, Payroll, IT, and Employee Health
9
The New Hire Process
10
What resulted?
• Collaboration and
Business Process
Improvements between all
areas
• All Clinical Employees
have an employee number
and access to clinical
system on their first day of
employment.
11
Process Changes
• Employee Health Scans Pre-Employment
Documents and Stores on Network Share for
Recruitment.
• Recruitment processes New Hires quicker.
• Payroll allows HR to process New Hire
Transactions Every Day – No longer a 4 day
downtime window.
12
New Hire Process - Before
75.26
10.62
8.87
19.49
13
New Hire Process - After
55.95
6.80
3.46
10.27
14
Other Examples…
• Manager Self Service providing leaders with
the ability to electronically (April 2007):
– Access direct report employee information
– Request a new FTE or back-fill a position
– Submit personnel actions for employees
– Submit non-leader merit increases
– Reorganize/change reporting relationships
15
Other Examples
• Employee Self Service providing employees
with the ability to electronically (May 2009):
– Make Benefits selections/changes*
– Retrieve their paycheck
– Maintain contact information
– Modify their tax withholding
– Access time off balances
– * Implemented Prior to May 2009
16
Other Examples…
• Taleo which provides applicant tracking to
manage recruitment needs (June 2009).
Works in conjunction with Manager Self
Service. Resulting in:
– Applicant Web Portal w/ branding
– Applicant Tracking and Compliance
• 335,884 applicant communications sent
– Time-to-Fill Reduction
• Prior 75 days / Post 45 days
17
Other Examples…
• Leader Evaluation Manager providing
automated performance management
(August 2009):
– Increase Leader Accountability via results driven
performance appraisal
– Cascading goals from senior leadership
– Line of sight goals as well as system goals
– Organizational goal reporting real time
– Automated and Paperless review process
18
Human Resources
Future State
19
The Future…
• Fully Integrated Information Technology
system utilizing Oracle PeopleSoft (April
2012):
– Human Capital Management
– Financial Management
– Supply Chain Management
20
The Future…
• Business Transformation of HR processes
and systems to realize:
– Streamlined Processes
– Organizational Efficiency
– Higher availability of Value Add HR Services
• Leader Consultations
• Talent Management/Succession Planning
• Change Management
21
The Future…
• Additional Benefits:
– Position Control with more robust budget
management
– 360 degree evaluations with multi-rater
feedback.
– Succession Planning that is integrated with
employee development, and career planning
– Improved Forecasting, Reporting and Business
Intelligence
22
23
Questions