Providers face an onslaught of daily practice management challenges. In this MGMA Body of Knowledge (BOK) brochure, uncover relevant and practical essentials to improve any medical practice. Explore areas such as operations and financial management, governance, patient care and adverse legal events. The MGMA Body of Knowledge helps you easily define improvement areas within your medical practice. It also assists all employees in building a sustainable business plan and optimizing daily operations for better performance.
An innovative staff scheduling model is reinventing how hospitals leverage their employees for better outcomes; including staff satisfaction, labor costs, and improved quality of care.
View the paper to learn the research behind this new approach!
The tax on high-cost health plans, which are often referred to as Cadillac plans, is expected to impact a considerable share of the plans provided by healthcare organizations for their own employees, as much as 39% by 2020. The implications are significant because the excess-benefits tax requires the employer to pay 40% on the value of the portion of the plan that exceeds thresholds set by the Patient Protection and Affordable Care Act. Employers also need to consider that the tax is measured as a direct function of plan cost, and not actuarial plan value, and that a number of factors can drive excise-tax exposure.
Industry leaders are striving to create a culture of safety within their organizations that extends to all employees, according to an Intelligence Buzz Survey conducted recently by HealthLeaders Media.
Published By: Cisco EMEA
Published Date: Mar 08, 2019
And then imagine processing power strong
enough to make sense of all this data in every
language and in every dimension. Unless
you’ve achieved that digital data nirvana (and
you haven’t told the rest of us), you’re going
to have some unknowns in your world.
In the world of security, unknown threats exist
outside the enterprise in the form of malicious
actors, state-sponsored attacks and malware
that moves fast and destroys everything
it touches. The unknown exists inside the
enterprise in the form of insider threat from
rogue employees or careless contractors –
which was deemed by 24% of our survey
respondents to pose the most serious risk to
their organizations. The unknown exists in the
form of new devices, new cloud applications,
and new data. The unknown is what keeps
CISOs, what keeps you, up at night – and we
know because we asked you.
Do you know your people as well as you know your customers?
Your people’s expectations and the way they work is changing. Employees are more diverse, mobile and technologically-savvy than ever before. HR processes are changing from focusing on transactions to knowing and engaging people.
Just as sales and marketing teams use data to develop actionable and informed insights about their customers, you need to do the same in HR to know your people.
Everything, from attracting and keeping the best talent, to creating better workplace experiences and increasing employee engagement and productivity, depends on smarter decisions. These in turn rely on more actionable insights.
These are only possible through accurate HR data and analytics. They are vital to address the people challenges you face, so you can make smarter decisions.
Discover in this guide how to improve visibility of your workforce with data-driven and actionable insights. Ultimately, it will help you know your people
The General Data Protection Regulation (GDPR) is the new legal framework that will come into effect on the 25th of May 2018 in the European Union. EU regulations have direct effect in all EU member states, meaning the GDPR replaces the current Data Protection Directive and applies to all EU member states.
The GDPR’s focus is the protection of personal data. In fact, GDPR is one of the biggest shakeups ever seen affecting how data relating to an individual should be handled—and it affects not just companies but any individual, corporation, public authority, agency or other body that processes the personal data of individuals based in the EU.
As gatekeepers and processors of personal data, HR and People teams have a crucial role to play in preparing for this step change. The rules on how data is kept and used will become much more stringent, and it’s vital that HR and People teams become more transparent, communicating to employees exactly how their data is processed.
In a world wh
In our latest survey report, we explore the growth challenges facing businesses and HR leaders in a rapidly changing landscape.
We surveyed over 500 HR leaders in leading organisations to explore their views on these challenges, and to find out how they are supporting people and leveraging people data to help them achieve their growth goals.
The survey revealed that:
• It’s the war for talent, again. The greatest challenges for growing companies are winning the war for talent, growing productivity and improving workforce visibility.
• Fast-growth companies share common traits in the way they manage and engage their people—we call this being a People Company.
• There’s a disconnect between managers and employees in terms of what being a People Company means.
• Becoming a People Company is a journey, with many organisations some way from embracing all aspects.
• People Science is a thing: there’s an appetite to leverage people data and analytics, but there are blockers in the way.
Published By: LiveAction
Published Date: Jan 22, 2019
In December of 2018, Sirkin Research was commissioned by LiveAction to identify the top network challenges faced by enterprise-level organizations in complex, hybrid networks. The survey was sent to network and IT professionals predominantly in large mid-market and enterprise companies with at least 1000 employees. The results are based on perspectives from 204 survey respondents, and provide rich insights into the network performance challenges large organizations encounter daily.
Published By: Dell EMC
Published Date: Feb 14, 2019
Today's dynamic data demands pose new threats to security and IT professionals have to mitigate new risks without restricting the flow of information. Per findings discovered in a recent Forrester report, "Evolving Security to Accommodate the Modern Worker", Brett Hansen, Dell's Vice President of Client Software and General Manager of Data Security, shares his insights on solutions Dell provides to meet the needs of employees and IT.
Download this article from Dell and Intel® to learn:
• What IT departments can do to tailor security solutions to different users
• How flexible security can be to address the needs of various workers
• Which solutions are best at protecting your data
Benefits, especially insurance benefits, are extremely important to employees and one of the main things they take into consideration when they make employment decisions. Many employers that offer insurance generally offer a combination of health, dental, and vision insurance. Sometimes dental and vision insurance are offered separately from health insurance, or they may all be rolled into one plan.
To Keep Pace With Your Customers and Competitors, It’s Time to Leave Your Legacy Software Behind.
Legacy enterprise resource planning (ERP) systems struggle to keep up with the modern pace of business, and they fail to meet the changing needs of your workforce. Can your leaders quickly find and analyze vital data? Are your employees’ tasks and processes straightforward and efficient? Does your ERP software make it easier to support growth?
See how manufacturers upgrading to the latest ERP software from Epicor transform their business by delivering the visibility, efficiency, and productivity essential for sustained growth.
For most companies, the Human Resources department has a long history of guarding sensitive employee data. Rows of beige file cabinets line a back closet where only those with a key and knowledge of the filing system have access to the personal information of countless employees. The greatest risk to this data has always been fire or water damage, but that’s quickly changing with the emergence of online data storage.
While the legal requirements to provide employees with paid or unpaid leave for family and medical issues become more complex, the leave-management tools and services available to employers continue to expand.
Employers with the budget to do so are outsourcing—often to a single vendor—leave-management tasks for the federal Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA), and state and local leave ordinances, according to recently released findings from a survey of 1,203 employers conducted in 2017. Employers with the resources to manage leave internally are increasingly using technology to assist them.
In the story of the CRE tenant experience, there are clearly some areas of alignment between
building management teams and the tenants they serve. Both understand the importance
of amenities, security, and communication. Both know that a building represents more than
physical space – it is how companies acquire new talent and keep employees happy.
However, as this research reveals, there are still major disconnects between these two parties.
Do you know what your employees are doing on your
network? Do you know about the latest ransomware
attack your security team is battling? How about your
business partners? Are they secure?
With all of these questions swirling around in your head,
it’s hard to feel secure about network security. But there
is one thing that could help: a solid plan.
Perhaps you’re aware that your organization should
have a formal incident response plan. Or maybe you
already have one. But are you completely clear on all the
components that should make up such a plan? Or what
to do when things go wrong? Or how to get help when
you need it?
Over the next few pages, we’ll provide you with
some insight to help you build and strengthen your
organization’s incident response plan.
Published By: OC Tanner
Published Date: Feb 21, 2019
The workplace is constantly evolving. As we
approach 2019, major shifts in the work
environment will continue to affect the ways
companies do business. New research from the
2018 Global Culture Study uncovers 5 big culture
trends for 2019. Companies that are looking to
attract, engage, and retain top talent should
anticipate and leverage these trends to create
workplaces where employees thrive. Check out
the five latest culture trends and how you can
prepare for them.
APIs have become the de facto standard for building and connecting modern applications, so any degradation in API performance can have an adverse impact on customer experience, brand value and revenue.
Google Cloud’s new eBook, Optimizing API Programs with Monitoring and Analytics, takes a detailed look at the benefits of using API monitoring and analytics technology to optimize your API programs and digital strategies.
Explore how to deliver a seamless and connected experience for customers, partners, and employees.
-Field-tested best practices
-Real-world use cases
-An API monitoring and analytics checklist
Comdata Group is one of the world's largest business process outsourcing (BPO) providers. It operates hundreds of call-centers around the globe, with tens of thousands of employees offering, a variety of services, including sales and customer service.
In a competitive BPO market, Comdata was looking for ways to increase the productivity and efficiency of its agents. It looked for a unified solution that would successfully engage employees, drive higher accountability and better focus them on their performance.
Using Gameffective's platform, Comdata deployed gamified, real-time performance management. This process provides employees with the ability and motivation to self-track their performance against goals and benchmarks, and offers just-in-time coaching based on their needs. The results were impressive: 12% increase in sales per hour, and significant reductions in both new-hire learning curves and in ongoing training time.
Read the case study to learn how Comdata:
We all know that employee engagement is important. Employees that are aligned with their goals, aware of their performance gaps, and motivated to improve, perform better. It’s stating the obvious. The big question is how to get there, and whether technology can help us do this at scale. This is where most digital motivation initiatives hit a wall. A new breed of next generation performance and feedback systems are attempting to do just that: creating and maintaining a continuous personalized conversation between employees and managers with regards to performance, development and goals.
In online marketing, personalizing messages and promotional activities has been possible for some time. It is called “Marketing Automation”. Hubspot, one of the pioneers in this field, defines it thus: “software that exists with the goal of automating marketing actions. Many marketing departments have to automate repetitive tasks such as emails, social media, and other website actions. The technology of