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Designing and Developing a Dashboard to Measure HR Performance

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review the strategic objectives which led to the development of the Virtua ... Ambulatory Care - Camden. Fitness Center. 7,000 employees 1,700 physicians ... – PowerPoint PPT presentation

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Title: Designing and Developing a Dashboard to Measure HR Performance


1
Designing and Developing a Dashboard to Measure
HR Performance
  • November 2007

2
Introductions
  • Deborah Sharlow - HRIS Analyst

3
Overview
  • This presentation is designed to
  • review the strategic objectives which led to the
    development of the Virtua Dashboard, the process
    applied to determine the content and design and
    the methodology utilized for the build and
    roll-out
  • discuss the various technologies investigated as
    well as the foundation upon which the dashboard
    was built.
  • present the Virtua dashboard
  • present Virtuas Lessons Learned for building an
    HR Dashboard

4
About Virtua Health
  • Four hospital system in Southern New Jersey
  • Two Long Term Care Facilities
  • Two Home Health Agencies
  • Two Free Standing Surgical Centers
  • Ambulatory Care - Camden
  • Fitness Center
  • 7,000 employees 1,700 physicians
  • 750 million in revenues

5
Virtua Health
  • HRIS is PeopleSoft HCM v 8.9
  • Hosted by Navisite
  • Use partial Position Management but implemented
    strict processes to insure adherence
  • Managers use MSS to enter terminations,
    retirements and view employee data (personal,
    position, job)

6
Drivers of the Dashboard
  • The key drivers of the dashboard
  • HR as a strategic business partner
  • Key metrics needed to be monitored
  • HR required access to information not just data
  • A method was required to deliver HR metrics to
    key areas such as nursing
  • Visibility needed into Hot Jobs
  • Dispel rumors

7
Challenges
  • Available technology
  • Funding
  • Lack of understanding
  • Difficulty differentiating performance indicators
    from data points

8
History
  • February 2006
  • met with Executive Contact for Requirements
    Gathering
  • March 2006
  • presented prototype to Executive Committee for
    approval
  • April and May 2006
  • development and support gathering
  • June 2006
  • Go-Live
  • Septmeber 2007
  • Release 2.0

9
Requirements Definition
  • Requested Executive group identify one point of
    contact for Requirements Gathering
  • Recommended aligning with NJ Hospital Association
    and VHAs definitions for popular metrics
    (turnover)
  • Confirmed all definitions and calculations

10
Tools
  • SQR calculates metrics on a Department/Job Family
    level
  • SQR output is pulled into MS Access to re-query
  • MS Excel spreadsheet linked to MS Access queries
  • Final Dashboard saved on a Shared Drive, with
    read-only security granted to entire organization
    (security to modify granted to HRIS)

11
2006 Dashboard
  • Metrics Included
  • Vacancy
  • Turnover
  • Time to Fill
  • Hires
  • Job Families Included
  • Registered Nurses
  • Pharmacists
  • Radiology
  • Laboratory
  • Rehab (PT, OT, Speech)
  • Respiratory

12
2007 Dashboard
  • Additions to existing dashboard
  • FTEs on Leave of Absence
  • of Hires who are Rehires
  • Quarterly/Annual roll-ups
  • New HR Dashboard
  • Employee Demographic Information
    (Ethnicity/Age/Length of Service)
  • Performance Information
  • Employee Development
  • Job Families Added
  • Nursing Support
  • All Jobs

13
Demo
14
Next Steps
  • Version 2.1 tentative roll-out, January, 2007
  • Additional Metrics to include
  • Average time from discipline to termination
  • Cost per termination
  • Comparison of budgeted to worked hours
  • Additional Graphs per facility

15
Questions?
  • Deborah Sharlow
  • dsharlow_at_virtua.org
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