Workforce Management
We recognize that hospitals can fall anywhere across the spectrum of workforce management issues—what works for one institution with low vacancy rates and high premium labor use will not work for an institution with high vacancy rates and low turnover. Accordingly, we offer a targeted approach to gaining control of labor costs and creating the workforce to support the future.
Recruitment and Retention of Top Talent
Objective: Creating an environment that attracts and retains nursing talent by addressing key drivers of defection and ensuring steady pipeline of top-quality applicants.
Target Problems
- Difficulty filling specialty nursing positions
- New-hire turnover creating challenges to staying ahead of vacancies
- Turnover of high-performing staff impeding growth ambitions
- Use of agency nurses having a negative impact on morale, quality, and costs
Average Partner Results
- 25% reduction in nurse turnover
- 45% reduction in nurse vacancy rates
- 20% reduction in premium labor cost
- Reduced time-to-fill by 30 days
Grounded in Experience
"H*Works got us there faster than we could have done on our own...H*Works helped us stay on track...they gave us the structure and tools that we needed to accomplish the task." - Director, Nursing Operations
Reducing Reliance on Premium Labor
Objective: Surmounting premium labor costs by improving recruiting effectiveness, addressing key drivers of staff defection, and reining in the use of agency and contract labor.
Target Problems
- No urgency to fill vacant positions
- Lack of enterprise-wide management of agency deployment
- Institutions not effectively sourcing and negotiating price on premium labor
- No central coordination for flexing staff across departments
Average Partner Results
- 25% reduction in nurse turnover
- 45% reduction in nurse vacancy rates
- 20% reduction in premium labor costs
- Reduced time-to-fill by 30 days