For most healthcare systems, the largest line item is people-related — salaries and benefits. As such, “human capital” is often seen as a cost to be managed rather than an asset to be grown and nurtured. Most workforce-planning approaches show return on changes in the workforce model with cost savings — how to make the workforce leaner, based on a benchmark; or cheaper, based on a financial model.
In this paper, we do a deep dive into some specific examples to illustrate how hospitals can leverage the data they already have in unique and impactful ways — controlling cost and/or improving results. This discussion will showcase how data can drive meaningful outcomes through a reduction in healthcare-acquired infection rates and increases in patient satisfaction.