In the coming era of accountable care, providers will finally have something to gain by actively engaging patients in taking care of their health—and a lot to lose by not doing so. The best way to do that is to manage every aspect of their care. But the patients themselves will remain free to defect to another provider whenever they choose, either temporarily or permanently. Persuading them to centralize their care will rapidly become job 1. This report explores survey results about the primary forces enabling patient engagement and features a case study about the active care management program in development at Beaufort Memorial Hospital in South Carolina.
As chief transformation officer at MemorialCare Health System in Los Angeles and Orange counties, CA, it’s Helen Macfie’s job to rethink the future of healthcare delivery. Lately, she’s been thinking a lot about healthcare reform and care redesign as the six-hospital integrated delivery system, with more than 200 care sites, focuses on growth across the Southern California region.
Published By: Cisco EMEA
Published Date: Oct 01, 2019
Small businesses are the backbone of every country’s workforce and arguably the hardest working. They create the most jobs and deliver growth – usually without the tools, resources, and support that larger enterprises take for granted – particularly in their use of technology
You’ve heard the stories: a large Internet company exposing all three billion of its customer accounts; a major hotel chain compromising five hundred million customer records; and one of the big-three credit reporting agencies exposing more than 143 million records, leading to a 25 percent loss in value and a $439 million hit. At the time, all of these companies had security mechanisms in place. They had trained professionals on the job. They had invested heavily in protection. But the reality is that no amount of investment in preventative technologies can fully eliminate the threat of savvy attackers, malicious insiders, or inadvertent victims of phishing. Breaches are rising, and so are their cost. In 2018, the average cost of a data breach rose 6.4 percent to $3.86 million, and the cost of a “mega breach,” those defined as losing 1 million to 50 million records, carried especially punishing price tags between $40 million and $350 million.2 Despite increasing investment in security
"Security analysts have a tougher job than ever. New vulnerabilities and security attacks used to be a monthly occurrence, but now they make the headlines almost every day. It’s become much more difficult to effectively monitor and protect all the data passing through your systems. Automated attacks from bad bots that mimic human behavior have raised the stakes, allowing criminals to have machines do the work for them.
Not only that, these bots leave an overwhelming number of alert bells, false positives, and inherent stress in their wake for security practitioners to sift through. Today, you really need a significant edge when combating automated threats launched from all parts of the world.
Where to start? With spending less time investigating all that noise in your logs."
Employees in every industry are expected to work quickly, but they’re often frustrated by company-issued apps. As a result, they’re downloading personal apps to get the job done instead of using secure, enterprise-approved tools. It’s called shadow IT, and it’s gaining traction fast.
AI innovation in retail starts with a tech-forward company culture, from C-suite stakeholders down to every employee. AI greatly enhances a retailer’s ability to harness data for better merchandising, marketing, and customer service. It will not only complement existing retail jobs but introduce brand new roles and skill sets into the human workforce.
A new NPR/Marist poll reveals that one in five jobs in the U.S. is held by a worker under contract. In fact, independent contractors could make up half of the entire workforce in the U.S. within the next decade.
More and more organizations have begun to see contractors and suppliers as valuable business partners intrinsic to driving service and product innovation. For many companies, especially those operating in highly regulated industries, managing compliance in-house for all of these suppliers can be burdensome.
But the cost of non-compliance — in the form of penalties, fines, productivity losses, settlement costs, and inefficiencies — is ruinous.
This white paper will discuss:
• The hidden costs of ignoring contractor management
• Best practices towards holistic compliance and governance
• The cost of different contractor management systems
• How to get the highest ROI in your supply chain
By the time most customers reach a human employee with a question, chances are they have
already researched online or tried to self-serve. This means employee transformation is required
to develop more sophisticated employees in the age of automation to solve more advanced
Because front-line jobs are becoming more complex, employees need to be tactical, technical, and
ready to emotionally handle these new types of interactions.
Recently, Lamont Exeter, head of Learning & Development at TTEC Digital, teamed up with Tim
Duranleau of SAP Litmos in a webinar to discuss ways that companies can combine learning
and technology to create more sophisticated employees. Below are some key highlights from
This paper examines how cities are using cloud technology to address public challenges, using the framework of the global coalition, Smart Cities Council. This framework promotes three core values for smart cities: livability, providing clean, healthy living conditions without pollution and congestion; workability, providing an enabling infrastructure (energy, transportation, internet connectivity) and high-quality jobs; and sustainability, doing so at no cost to future generations, as the Council puts it. This paper proposes a fourth core value, inclusivity: provisioning services to all city residents regardless of their background.
A range of application security tools was developed to support the efforts to secure the enterprise from the threat posed by insecure applications. But in the ever-changing landscape of application security, how does an organization choose the right set of tools to mitigate the risks their applications pose to their environment? Equally important, how, when, and by whom are these tools used most effectively?
Effective workload automation that provides complete management level visibility into real-time events impacting the delivery of IT services is needed by the data center more than ever before. The traditional job scheduling approach, with an uncoordinated set of tools that often requires reactive manual intervention to minimize service disruptions, is failing more than ever due to todays complex world of IT with its multiple platforms, applications and virtualized resources.
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.
Businesses that do a good job of onboarding have higher engagement and retention rates than those that don’t, and it doesn’t take long for new hires to decide whether or not they’re going to stick around.
Thanks to the skills shortage and the Boomer exodus, organizations are now in dire competition for the top 10% of skilled employees— who are looking for more than just a job. Expectations include not just benefits and vacation time, but ongoing development, flexible work policies, and a meaningful place to work. Are you keeping up?
Containers have become the new infrastructure
standard for development teams. While the “DIY
container approach” (un-orchestrated containers)
still has its use cases (e.g. low latency, longer
compute jobs, predictable traffic), production-grade
deployments require orchestration. DevOps teams
are increasingly leveraging the benefits of Kubernetes
and accelerating its adoption, taking it from a 27%
adoption rate in 2018 to a 48% adoption rate in 2019
according to the RightScale “2019 State of the Cloud
Report,” from Flexera. The same report also positions
Amazon Elastic Kubernetes Service (Amazon EKS)
as one of the fastest-growing managed Kubernetes
offerings available, with a 44% adoption rate.
Previously, containers were a technology deployed
by individual teams – and were typically used for
“application testing” in the enterprise world. Today,
many organizations are now not only seeing the
benefits of operationalizing containers to deploy
production applications, but also re-positioni
Small and medium businesses (SMB) are the backbone of America, generating annual revenues that can reach $8.1 million [based on SMB’s with less than 100 employees]. These SMBs employ up to 99.7 percent of all employees in America, and 39 percent of these employees fill high tech jobs. SMBs have advantages over larger organizations when recruiting top talent to help drive their small enterprise. This white paper will further examine the essential components and justifications that CEOs, hiring managers and business owners alike should consider when developing and deploying their hiring strategy and processes.
Customer and supplier portals are one of the many fruits borne from the
age of digital transformation. However, the level of accommodations that
portals provide to customers and suppliers has spawned a whole new
set of challenges that didn’t exist less than a decade ago. Chief among
these is something referred to as “portal fatigue.”
Many AR departments and CSR teams are painfully familiar with the
term, as it’s often their job to either retrieve orders from a customer portal
or submit invoices directly into customers’ AP systems. On paper, these
tasks don’t seem all that odious. But when you consider the amounts of
different portals being used, and the fact that not every user is trained
on each portal, it’s easy to see why portal fatigue is a very real and
concerning problem for today’s businesses.
Published By: HireRight
Published Date: Mar 20, 2013
Is your current outplacement service ineffective in helping transitioned employees find a job and too costly to offer to everyone? A cost-effective outplacement program that leverages intelligent social networking and other capabilities is the answer.
With the many ways that exist to reach job applicants, why is finding great candidates so difficult? This complimentary SuccessFactors white paper discusses six ways to connect with high-quality candidates. Download the white paper today.
How important is compensation management in motivating your workforce? It is one of the top five job-satisfaction factors. Learn how to reward employees and yet hold steady on payroll costs in this complimentary SuccessFactors white paper.
Automation will inevitably have a continued impact on the workforce. It will eliminate some jobs, modify others, and create new ones. To keep our position as the industrialized world leader, we need a skilled U.S. workforce that’s ready to fill manufacturing jobs of the future.
Learn about the five ways automation will ultimately change the manufacturing workforce.
Published By: PayScale
Published Date: Sep 12, 2012
Most HR professionals know that getting a Senior Professional in Human Resources (SPHR) or Professional in Human Resources (PHR) certification is worth the time and effort. But, do you realize just how much it can benefit a Human Resources career?
See the following information from PayScale about quicker promotions, higher pay, greater job availability and more for those who have a PHR or SPHR versus those who do not.
The possibilities for a career in Human Resources (HR) are vast. But, typically the path to the top HR management jobs is not a straight one. Moving up the HR ladder requires aligning your contributions to business objectives, developing ongoing mentor relationships and taking calculated risks.
Put up a job listing and you’ll get a number of resumes. Is that success? Quantity is never the goal. Quality is. So, what does it take to attract the best talent? If it were as simple as free meals, this article would be very short.