Over the course of three days at the Annual LeadingAge Meeting & Expo in Philadelphia, our Gurus met with other Gurus, exchanged ideas, learned more about the booming industry, and further confirmed our commitment to helping the Senior Care Industry improve people processes, mitigate compliance risk, and control labor costs. We also had the pleasure of handing out our “Relax, We Goat This” t-shirts, stuffed goats, (sorry, we left the real goats at home) and had the opportunity to visit with some of our awesome clients.
Besides handing out our furry little friends, we engaged in great conversation with many organizational leaders. We learned a great deal about what challenges the industry is facing and brainstormed ideas on how technology can help address these challenges head on. Our conversations revealed these five consistent HR pain points among the Senior Care Gurus:
1. Manual Processes
Many organizations are hesitant to make the leap to technology. Manual processes may have worked in the past, but with new CMS requirements and high growth in the communities, organizational leaders are quickly discovering that manual processes are no longer scalable. CMS continues to release new reporting requirements and the failure to comply can be a costly mistake.
2. New Communities with No Technology
According to AARP, 10,000 Baby Boomers are turning 65 every single day, and this is expected to continue into the 2030s. The highly populated generation is driving the demand for services which has led to the opening of many new communities. With opening a new community, comes the responsibility of establishing processes and building a strong people foundation from the start to ensure the success of the community, employees, and ultimately the care of the residents.
3. Limited Budgets
The idea of having the latest and greatest technology for people management sounds great, but organizations are often faced with budget restraints and forced to stick with antiquated systems or manual processes. Leaders are now beginning to plan far in advance to ensure they incorporate the cost of technology into their budget before finding themselves stuck operating off of legacy systems.
4. Multiple HR Systems
Selecting a best-in-breed solution for each HR function, a previously popular approach to people management, has resulted in disparate systems for Recruiting, Onboarding, Payroll, and Time & Labor. These cobbled together systems have led to multiple data points of entry, general frustration surrounding multiple logins, dealing with different call centers for support, and continuous errors in payroll.
Ensuring that a community is always staffed appropriately and that each resident is receiving the care that they deserve is always a high priority. However, scheduling can become complex as shifts change, call-offs happen, and your people request time-off. Leaders are on the search to find innovative ways that can handle scheduling, properly document all hours worked, and produce accurate reports that can be easily submitted to CMS.
We would like to extend our gratitude to everyone that stopped by our booth to share their thoughts and learn more about PeopleGuru. We would also like to thank LeadingAge for once again putting on a great conference. We look forward to seeing everyone next year in San Diego!
This blog was written by Ally Edwards, Marketing Communications Manager at PeopleGuru. This post may not be copied or published without PeopleGuru's express written permission.