• Written by Sonali Subhadarsini, Product Manager

A typical Monday morning for the human resources team in a healthcare provider often begins with a flurry of questions from managers and supervisors about staffing, training, and employee data, which can only be answered once the weekly report has been compiled and distributed. The shift supervisor may need to know how many nurses are available for the upcoming shift, while the category manager may want to compare the training records of different staff members. These questions currently wait on a report, and the team spends a significant amount of time gathering and compiling the necessary data.

The human resources questions that currently wait on a report

The human resources team in a healthcare provider is constantly fielding questions from various stakeholders, including managers, supervisors, and employees themselves. These questions can range from simple queries about employee contact information to more complex requests for data on training and development programs. For instance, a manager may ask about the number of employees who have completed a certain certification program, or an employee may inquire about their own attendance record. The human resources team must then spend time searching for the relevant data, often in multiple systems, and compiling it into a report.

This process can be time-consuming and may involve multiple people, including the human resources generalist, the training coordinator, and the IT department. The team may need to access various systems, such as the human resources information system, the learning management system, and the payroll system, to gather the necessary data. By the time the report is finally compiled and distributed, the original question may no longer be relevant, or the data may have changed.

The data behind them: policy library, headcount and skills, attrition history, hiring plan

The data that the human resources team needs to answer these questions is often scattered across multiple systems and repositories. The policy library, for example, may contain important information about employee conduct and behaviour, while the headcount and skills data may be stored in the human resources information system. Attrition history and hiring plan data may be kept in separate spreadsheets or databases. The human resources team must navigate these different systems to gather the necessary data and compile it into a report.

For instance, the category manager may want to know about the skills and qualifications of different staff members in order to make informed decisions about training and development programs. The human resources team would need to access the headcount and skills data to provide this information, which could involve searching through multiple systems and compiling the data into a report. By using AI for human resources, the team can quickly and easily access the necessary data and provide answers to these questions without having to wait for a report.

Sector constraints: scheduling and utilisation and supply consumption variability

Healthcare providers face unique sector constraints that can impact the human resources function. Scheduling and utilisation variability, for example, can make it difficult to predict staffing needs and ensure that the right employees are in the right place at the right time. Supply consumption variability can also impact the human resources function, as the team must ensure that employees have the necessary supplies and equipment to perform their jobs. These constraints can make it challenging for the human resources team to answer questions and provide data in a timely manner.

The shift supervisor, for instance, may need to know about the scheduling and utilisation of nurses for the upcoming shift. The human resources team would need to access the scheduling system and compile the necessary data to provide this information, which could involve searching through multiple systems and reports. By using AI for human resources, the team can quickly and easily access the necessary data and provide answers to these questions without having to wait for a report.

What improvement looks like: repeat question volume, time to answer, attrition by tenure

Improvement in the human resources function can be measured in several ways, including repeat question volume, time to answer, and attrition by tenure. By using AI for human resources, the team can reduce the volume of repeat questions, as employees and managers can quickly and easily find the answers they need. The team can also reduce the time it takes to answer questions, as AI can provide instant access to the necessary data. Finally, the team can use AI to analyse attrition by tenure, which can help identify trends and patterns in employee turnover.

For example, the human resources generalist may want to know about the attrition rate of employees by tenure in order to identify areas for improvement. The team can use AI to analyse the data and provide insights and recommendations for reducing turnover. By using AI for human resources, the team can improve the efficiency and effectiveness of the human resources function, and provide better support to employees and managers. To learn more about how AI can support human resources, visit our human resources page.

What this does not do, or when it is the wrong choice

While AI for human resources can be a powerful tool for improving the efficiency and effectiveness of the human resources function, it is not a replacement for human judgment and expertise. There are certain situations where AI may not be the best choice, such as in complex or sensitive employee relations issues. In these cases, human resources professionals must use their expertise and judgment to navigate the situation and provide support to employees and managers.

In these situations, it is best to contact a human resources expert directly, rather than relying on AI. Our team is available to provide support and guidance on using AI for human resources, and can help you determine whether AI is the right choice for your specific needs. To get in touch with our team, visit our contact page.