Our policies are reviewed on an annual basis by a team of experts from each of the main HR disciplines. Participants in the review are encouraged to research good practices internationally, not only in healthcare, but within other industries from which we can learn and adapt.
We also take steps to ensure that all our policies stay within the guidance of local and national labour laws and regulations.
At SEHA, we are placing a significant emphasis on evidence-based performance and productivity measures. Through our new HR business intelligence suite of dashboards, we can track and measure the performance of each business division and employee against our strategic objectives.
This dashboard of workforce information (including key performance indicators, productivity, performance management and compensation and benefits) is available to senior leaders as a mobile application as well a desktop version.
Second, for our clinical staff of more than 9,000 employees, we can track and measure productivity standards against our patient volumes. This enables us to staff our clinical areas more efficiently and cost-effectively and allows us to provide superior levels of patient care.
I’d advise HR leaders to invest in technology and human capabilities. By default, investing in technology will help standardise processes, therefore leading to more room for innovation and developing creative ideas.