This report reveals how a growing number of patient experience programs have moved beyond focusing primarily on training nurses to also include physicians and a host of nonclinical staff. Another sign of the degree to which organizations are embracing patient experience is the increasing number which feature a chief patient experience officer (or individual with similar responsibilities) on the senior leadership team. Complete this short form to download your FREE copy of PATIENT EXPERIENCE: Cultural Transformation to Move Beyond HCAHPS
Even as the move to electronic health records (EHR) progresses in earnest, there are a myriad of challenges involving legacy data systems. Chief among these challenges is the cost of maintaining obsolete systems solely for the patient information they contain. When up to 70% of a typical IT budget is spent on maintaining the current IT infrastructure and application portfolio, organizations have little left to invest in much-needed innovation. According to a recent HealthLeaders Media Survey, many organizations are still adjusting after their migration to a new EHR system. Hospitals need to get a better grasp on all forms and sources of data that they have—and the data they don’t yet have—so that the right information can be delivered to the right individual, and in the right context, at the point of care.
In October 2013, S&P Dow Jones Indices (S&P DJI) launched the S&P Healthcare Claims Indices (the indices). This new index series is designed to provide an independent, timely measure of the changes in healthcare expenditures and utilization for individuals enrolled in commercial health insurance plans in the United States.
S&P DJI developed these new indices in conjunction with healthcare professionals at Health Index Advisors (HIA), a joint venture between the premier actuarial and consulting firms Aon Inc. and Milliman Inc. S&P DJI combined its knowledge and experience in developing leading indices with HIA’s experience in the healthcare market to develop the first index series of its kind, based on actual healthcare claims data. These indices seek to increase transparency in the healthcare market and enable the analysis and tracking of changes in healthcare expenditures.
Published By: HP Inc.
Published Date: Jul 03, 2019
hile Bitcoin took a bit of a beating in August 2018, it did little
to dampen interest in the obviously volatile cryptocurrency
market. Bitcoin lost 20 percent of its value in just two weeks in
August, according to some reports1
, and yet there appears to be
substantial optimism in the currency. According to one report2
, there were
96 new crypto hedge funds launched in the first seven months of 2018 and
when the Turkish Lira plummeted 20 percent in August 2018, there was a
surge in Bitcoin trading3
. Cryptocurrency is clearly here to stay and while that
may whet the appetite of brave investors, it’s also a magnet for crime.
Unsurprisingly perhaps, hackers are targeting4
exchanges but what many businesses and individuals may not
realize is that there is serious money to be made in actually
performing admin functions for the currencies themselves.
Called cryptomining, it can be big business. Some reports5
suggested that profits from mining have hit over $4 billion
The Business Case for Data Protection, conducted by Ponemon Institute and sponsored by Ounce Labs, is the first study to determine what senior executives think about the value proposition of corporate data protection efforts within their organizations. In times of shrinking budgets, it is important for those individuals charged with managing a data protection program to understand how key decision makers in organizations perceive the importance of safeguarding sensitive and confidential information.
This white paper attempts to clear up some of the confusion about the requirements mandated by health care reform by addressing three key areas: reforms already in place, looming deadlines for employers, and open issues for individuals. Because the implementation process is
a process, there are aspects to health care reform that remain open questions. We address the areas above with the information available at the time of publication.
Talent management is evolving, and HR professionals must adapt for the future. Competition remains fierce to acquire the best talent from the largest candidate pool in history, while the traditional performance review cycle is no longer sufficient for evaluating the functions and needs of your people. Executives must ensure that managers are not only able to find the right individual for the job, but also retain, engage, and prepare top performers for leadership roles in a proactive way.
All those employees who access email, financial systems, human resources, and other core corporate applications; Replay for Exchange continuously protects and monitors the health of your Exchange data stores and allows administrators to quickly search, recover, and analyze mailbox content. With Replay for Exchange you can restore individual email messages, folders, or mailboxes to a live Exchange server or directly to a PST, thereby solving some of your most costly and time consuming challenges. Take advantage of these Free Trial Offer!!
Professional coaching is an interactive process that helps individuals and organizations improve their performances and achieve extraordinary results.
See highlights from the ICF's Global Coaching Client Study, which includes responses from 2,165 coaching clients representing 64 countries, to learn how professional coaching can help.
Published By: Sourcecast
Published Date: Jan 09, 2014
On March 24, 2014, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs’ (OFCCP's) final rule requiring affirmative action requirements for individuals with disabilities under Section 503 of the Rehabilitation Act of 1973 and for protected veterans under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) takes effect. The long anticipated final regulations will substantially impact federal contractors and their affirmative action plans for individuals with disabilities and protected veterans.
Every organization strives for a workforce that is engaged, inspired, and motivated to perform at its best day in and day out. But what is the reality?
According to Gallup, only 13 percent of all employees worldwide today are engaged in their jobs — an alarming statistic given the importance of the workforce in fueling growth and meeting other key enterprise goals. Employees are typically an organization’s most vital (and expensive) asset, and when they are disengaged and/or disenfranchised, the ripple effects across the business can impact your profitability and branding.
In fact, each employee generation — and each individual — has unique needs and expectations regarding work. So how do you engage and inspire them? It requires a creative and differentiated approach that accounts for the unique characteristics and requirements of each generation.
Fortunately, new human capital management (HCM) technologies are available today that can help you optimize employee engagement across a
When it comes to succession planning, HR managers are focusing their efforts on the so-called high potential employee (HiPo). HiPos are employees that have the potential to succeed, innovate, and most importantly, lead. It can be difficult to identify HiPos, and even more difficult to develop and retain them. How are human resource professionals identifying, developing, and retaining these highly sought individuals? Let’s find out!
Is HR struggling to identify HiPos? Once identified, does your HR Manager know what to do with them? How do HiPos factor into your company’s succession planning? Check out the 2015 HiPos and Succession Planning survey to find out!
Published By: NetSpend
Published Date: Aug 25, 2015
The survey 2015 HR Challenges from Engagement to Payroll, sponsored by NetSpend, sought to learn how HR professionals are addressing their everyday challenges, from how they view their personal approach to HR management to how well their payroll solutions are addressing their company’s needs. A total of 887 individuals participated in the survey conducted in the summer of 2015.
Deploying a performance management
system is a powerful catalyst for increasing
employee and organizational performance.
If not handled properly, however, organizations
risk creating unnecessary administrative work
which can diminish some of the benefits. A key
challenge is to balance the tension between
creating a fair and consistent evaluation
process across the organization and measuring
employee performance based on individual
needs. What best practices should you follow to
help strike the right balance? How have other
leading organizations designed effective review
forms and processes?
Technology is meant to make our lives easier and more efficient. When it’s
done right, it can accelerate and transform the way individuals and businesses
operate. So, when it comes to something as essential as communications, the
technology can make or break your organization’s productivity.
In today’s fast-paced business environment, you can’t afford to miss a call.
And communications technologies have expanded to include collaboration
tools, as well as basic and advanced voice functions, like ‘on-the-fly’ call
routing. Add to that the growing need for anywhere, anytime access to voice
and collaboration tools and you end up with the perfect storm of complexity
and lost productivity – just the opposite of what you were aiming for.
The widespread use of mobile devices — smartphones and tablets — provides anytime, anywhere computing and communications resources for individuals worldwide. Both smartphones and tablets have made the transition from a personal resource, acquired and supported by consumers, to a professional resource, provided and supported by employers. For midsize firms around the world, those with 100–999 employees, mobile resources play a key role in improving workplace productivity as well as allowing greater flexibility in how and where work is done.
New collaboration resources also allow staff in different locations to work together as efficiently and effectively as staff in the same office. The challenge for IT management is how best to coordinate the different collaborative and mobile resources and provide secure management of mobile devices and collaboration tools while enhancing workforce agility and productivity.
Ponemon Institute surveyed 569 individuals in IT security who are familiar with credential stuffing and are responsible for the security of their companies’ Internet properties. The survey identified key stats about credential stuffing, including the costs organizations incur to prevent damage, and the financial consequences when attackers succeed.
According to respondents, these attacks cause costly application downtime, loss of customers, and involvement of IT security that can result in a cost of millions of dollars. The survey highlights the challenges in identifying who is accessing their websites using stolen credentials, as well as the difficulty in preventing and remediating these attacks.
Offices aren’t productivity factories anymore—they’re collaboration centers where individuals and groups can develop their best ideas. That means building out an office takes a whole new approach, and it isn’t just about using aesthetics and shiny toys to attract top talent (although that is part of it). Successful offices are functional tools that bring technology and people together so they can do their best work. Cisco® Collaboration tools bring people together to speed the decision-making process and help you execute on your most innovative ideas while cutting operational waste. Bring Cisco Collaboration to your workplace and create a workplace that works.
Highlights for Children, Inc. was founded in 1946 with the belief “that children are the world’s most important people.” Since its inception, the organization has been dedicated to helping children “become their best selves and become confident, caring, curious, and creative individuals.” Today, the Highlights for Children, Inc., family of companies includes educational publishers who publish textbooks and offer educational seminars for teachers, as well as a consumer division that publishes books, digital products, and four magazines for children ages 0-12. The flagship magazine is Highlights for Children, well known for its Fun with a Purpose.
The Connected Customer is an individual who is intimately connected
to the data, outcomes, decisions, and staff associated with any
relationship to an organization. This intensely personal connection is
not just a matter of the most recent transaction, but represents a
combination of connected data, connected analytics, and collaborative
decisions associated with improving the customer’s relationship with
the organization over time.
In this report, Blue Hill explores the key traits associated with
supporting the Connected Customer through the Internet of Things,
and provides guidance on why the Internet of Things will be essential
across the general business landscape.
30 seconds or less. The average length of time that consumers spend reading or listening to online marketing communications . Marketers today are now equipped with the strategies and technologies to better capture consumer attention. To do this, they need to orchestrate individualized customer experiences across the digital channels. Read on for a statistical profile of today’s distracted consumer, followed by actionable tips for effectively communicating and converting this new type of consumer.
Published By: Salesforce
Published Date: Jan 08, 2016
In the next five years, more than $2 trillion is expected to transfer between generations. To capitalize on this massive redistribution of wealth, financial advisors need to meet the demands of today’s clients who are social, mobile, more connected, better informed and looking to collaborate with their advisors when they want, where they want. In fact, according to the Salesforce Connected Investor report, 55% of investors want to work more closely with their advisors. To succeed, advisors must have relationships with their clients that are deeper than just the numbers, and focus on individuals and their unique needs.
While the Affordable Care Act (ACA) increased the number of Americans with access to health insurance, U.S. employers and employees continue to struggle with rising health care costs and changing workforce demands. Recent Aon research shows that 20% of health care consumers cite high health care costs as the major reason they have either declined health care coverage, stopped taking medications, or avoided care altogether. If the U.S. health care system is to succeed, stakeholders across the health ecosystem must influence change in each market—employer, individual, and government (Medicare, Medicaid, and Tricare).
While each part of the three-legged stool is important, this paper focuses on five strategies Aon believes will strengthen the employer-based system—a system that provides health care coverage to well over half of Americans (61%, or 177 million).
The most successful businesses are greater than the sum of their parts. When individuals work together well, they fill in each other's blind spots and build on each other's great ideas. These conversations ultimately help teams be more productive, reduce time-to-market and come up with more innovative ideas. But if your teams are spread across different offices, or working from home, can you create the same collaborative magic?
Web-based collaboration tools claim to break down the collaboration barriers that distance can build. Everyone agrees they can reduce the time and cost of travel. And yes, these tools can stream your colleagues' voices, facial expressions, and slide decks into your meeting room, so you can get a clearer picture of verbal and behavioral signals. But if you're researching collaboration platforms, you'll hear skepticism, too. Naysayers declare that:
People won’t participate because they’re afraid of digital change.
You just can’t trust the security of collaborati