Today’s guest post is courtesy of Joe Hyland, Product Marketing Manager at Kronos. The benefits and challenges of using “big data” to transform business is a popular topic today – and especially so at last week’s SXSW Interactive and CEBIT conferences where issues ranging from data ownership to data privacy were hot topics. Joe’s post below focuses on the implications of big data for healthcare workforce management.
The driving force within healthcare is delivering exceptional patient care. Yet just as is the case within other industries, hospitals and health systems need to provide quality care while maintaining profitability. To accomplish this, healthcare providers often walk a fine line trying to scheduling the optimal mix of nurses or supplemental agency workers to meet the needs of fluctuating patient volume.
Approximately 28% of a hospitals’ workforce is comprised of registered nurses (US Dept of Labor Statistics). With most RNs being paid hourly and eligible for overtime, healthcare organizations have an significant motivation to leverage analytics to control and improve upon this significant manageable expense. But how?
With the recent release of Workforce Analytics for Healthcare, healthcare organizations have a more powerful solution to gain the visibility into their workforce to make intelligent, fact-based decisions on their workforce scheduling. As Dr. Tim Porter O’Grady noted in his recent post about healthcare scheduling, to do so effectively is virtually impossible without the ability to find correlations within complex trends. Adjusting schedules is the easy part. But what are the repercussions? Workforce Analytics for Healthcare allows healthcare organizations to answer critical questions about how absence affects the delivery of quality care, the impact of overtime on patient outcomes, and whether or not shift length is contributing to errors or negatively impacting patient safety.
The right analytics and decision support solution enables healthcare organizations to fully understand the impact of their staffing decisions and overtime utilization. The result? Maximizing quality care while staying on budget.2