IT leadership:In order to exploit the big data analytics, all the healthcare organizations need to make changes to their culture including their leadership skills in the IT domain. Healthcare companies need to bring more innovative leaders into their organization from the other companies and other industries such as social media, entertainment and consumer packaged goods. The providers also need to develop new teams for medical experts with new IT blood for crafting the analytics driven processes and clinical workflows for continuously improving the patient care.

Data Puddles: Silos are widely spread across the healthcare organizations and its processes through case management, emergency, radiology, diagnosis, labs, etc. Each of these silos have their own method for collecting the data and most of them still today rely on fax and paper charts within the paper folders which is their primary method for data sharing. After this, the EMR vendors transform this paper data into the electronic charts without taking advantage or leveraging the best principles of the best designs of the IT system and as a result the data remains imprisoned within the EMR proprietary databases. Therefore, removing the data from such repositories is another huge challenge faced by the healthcare organizations. This is going to require the harmonization of the content for building the data warehouses.

Episodic Culture:The mindset of the healthcare industry in US is highly conservative and it also lacks the IT entrepreneurial mindset. The government and the healthcare organizations are the only organizations where a larger part of the population has been working in the same organization for more than 20 years. These workers have been executing the same protocols without questing the validity of these protocols have led to stagnant minds, which has created a rigidity within the culture and thus bringing in new blood in the IT with different set of the innovative ideas will be challenging for the organizations. Only a handful of the healthcare organizations have been able to overcome these challenges whereas, others are still fighting to overcome this mindset and start thinking beyond their existing protocols.

Need for Analytics Strategy

            As the costs of Healthcare have started to increase, the healthcare HR department has become more concerned about embedding analytics in the HR of the healthcare organizations. The analytics tools help to make each of the human resource activity more effective. HR analytics which is also known as the talent analytics is the application of the business analytics and the data mining techniques to the human resource data.

The goal of the talent analytics is to provide the useful insights to the healthcare organizations for effectively managing the goals of the organization and the employees so that organizational goals could be achieved efficiently and quickly (Sen, 2015). It has become more important for the employees to understand their healthcare expenses.

Nowadays, the HR of the healthcare organizations needs to think beyond their current goals because talent analytics has become critical for understanding the current workforce in the healthcare and assessing the needs of the organizations for meeting their future and current challenges of the workforce. Talent analytics has become an integral component of effective HR in healthcare industry because it provides them with talent intelligence and many useful insights for their leadership teams for enhancing their capacity to overcome the challenges which would be faced in future(Braman, 2016).

Soft Skills/Attributes required by Analytics Professionals

There is a wide variety of the healthcare analytical skills which must be possessed by the professionals in order to be effective and there are various views regarding the attributes, qualities and the skills which must be possessed by the analysts and the business intelligence professionals(Laurello, 2012). However, the most important soft skills which must be possessed by the healthcare professionals are briefly defined below:

Innovative Mindset: In order to achieve the required level of the innovation, the healthcare professionals need to look at the analytics not as report development but as a path for developing the information tools for resolving all the pressing health related issues. All the information and the technology must be exploited by them to the maximum extent.

Natural Curiosity: All the healthcare analytics professionals need to be naturally curious and they need to reveal themselves in asking why and what and they need to realize that these are the questions for gaining the full understanding of a problem……………….

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