Workforce data: Knowing people is helping people II
July 29, 2019
In my last blog I opened a discussion on the meaning of workforce data in healthcare organisations and identified the potential risks (but the concomitant enthusiasm among employees) of its use. Today I take a look at the outcomes that could be achieved, assuming responsible, secure use of employee data to better understand employee needs and potential. Sound scary, or too theoretical? Take a look.
What could be the outcomes of using workforce data in healthcare? There are plenty, but the highlights include:
The prime source of workforce data is to mine and analyse employee social media activities, email and calendar activities to discover passions, drives and connections to match people to an optimal work culture. Somehow this feels a bit too far-reaching for healthcare but could be potentially useful for instance in sales and marketing roles.
Workforce data can also be used in making fairer hiring, pay rise or promotion decisions by leading with data and not with biases or old traditions (an excellent neurosurgeon does not automatically make an excellent people leader).
Use of data, new technology and advanced electronic health records enable better and more accurate predicative healthcare and personalised pharmacotherapy for the good of patients. What if healthcare organisations were to use existing data to the benefit of their employees? Happy and appropriately placed employees have direct impact on customer/patient satisfaction, efficacy and, in the end, on the bottom line.
Nonetheless, the main objective in mining the potential benefits of workforce data is to see the employee as a whole—not just as a “worker bee,” but as a full human being with potential to grow into the future needs of the healthcare provider and industry, to anticipate their likely career development path and help them to achieve it. What are your thoughts? Have concerns about privacy or safety? Reach out—I’d love to discuss with you.