We attended a panel discussion this week at Babson College called "Information Technology and Healthcare: Creating a New Industry." With the Boston area being a hotbed for healthcare and IT, it was a packed house. The panel included Liz Boehm of Forrester Research, George McGinnis of the UK NHS and Doug McClure of Partners Healthcare. Though many topics were covered, there was a focus on "connected health". According to the Center for Connected Health, connected health is "engaging patients, providers and the connected health community to deliver quality care outside of traditional medical settings. Telehealth, remote care and disease management initiatives reflect the opportunities for technology-enabled care programs."
This got us thinking that as technology continues to reduce the necessity for healthcare delivery to be local, it changes the talent management equation. It removes "commuting distance" as a qualification for employment. Does it not mean a dramatic increase in your talent pool, but also a dramatic increase in competition for great talent? Does it not necessitate the importance of your hospital brand? Will it not require technology to manage a more virtual and even global workforce? These may not be questions for 2008 or 2009, but something to consider for long term planning of talent in healthcare. When will this become front of mind issue for you?
Friday, October 31, 2008
Wednesday, October 22, 2008
Tapping the Music Within
At HR Tech , in a stirring keynote, Richard Pimental, the subject of the 2007 movie Music Within, related his life story and shared stories about the pivotal characters who assisted him in his life’s many struggles.
Richard related how people had unconditionally believed in him and how this belief and support and advocacy had changed the course of his life. Reducing many in the audience to tears, he made his audience look inward and issued a challenge to the attendees. The seeming simple challenge for the coming year, was to unconditionally believe in someone, to provide advocacy and support to that person, the belief being unconditional, it could be anyone, a family member, a fellow employee, an acquaintance. The challenge was to be there for a year and see what changes you as an individual can bring to another life. Richard reitereated that just as he had failed at times, there was always someone who would pick up the reins and provided the belief that he could do more.
All too often we question what we are doing with our lives, what is success, what is failure and somehow forget how we in HR or we as individuals impact other people’s lives and with just a little effort create real change. If you consider yourself a business professional with an interest in talent management, isn’t this challenge a perfect opportunity to practice talent management at a whole new level?
Richard related how people had unconditionally believed in him and how this belief and support and advocacy had changed the course of his life. Reducing many in the audience to tears, he made his audience look inward and issued a challenge to the attendees. The seeming simple challenge for the coming year, was to unconditionally believe in someone, to provide advocacy and support to that person, the belief being unconditional, it could be anyone, a family member, a fellow employee, an acquaintance. The challenge was to be there for a year and see what changes you as an individual can bring to another life. Richard reitereated that just as he had failed at times, there was always someone who would pick up the reins and provided the belief that he could do more.
All too often we question what we are doing with our lives, what is success, what is failure and somehow forget how we in HR or we as individuals impact other people’s lives and with just a little effort create real change. If you consider yourself a business professional with an interest in talent management, isn’t this challenge a perfect opportunity to practice talent management at a whole new level?
Our take from HR Tech
We attended HR Tech this year, as did many of you. The big buzz at this year’s HR Tech conference was…what is the current state of Talent Management?
The last year has seen a subtle change in what is defined as a Talent Management Solution. HR is now becoming aware of the need to a functioning business unit viewing talent as the key commodity within an organization and by marrying talent information and business analytics can become an essential strategic business partner. The questions posed at this conference were "'is it enough to have an applicant tracking product and a performance management product and an e-learning product? Can these products alone guarantee that HR can operate as a business unit and maintain and grow the talent within the organization?"
The answer as presented at this conference was that the talent management suites first presented over 3 years ago are fast being regarded in the same way as separate applicant tracking and performance management products were in years past. That the solutions of tomorrow will be business driven not HR driven. That talent will be the true differentiator and growing, mentoring developing and retaining talent will be a key to business success. What's your take? Is it more big wishful thinking or have the days of true talent managment arrived?
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