HRO Today January February 2020 - 13
Cover Story
Listening to Employees and Delivering
Independence Health Group defi nes its " People with Purpose " associate value proposition through
four pillars: " Live the Mission, " " Grow and Develop, " " Strive for Excellence, " and " Act with
Integrity and Respect. " Goals and rewards are set for associates within each pillar.
A good understanding of the business is essential to success within " Strive for Excellence. "
Associates felt they couldn't do their best if there wasn't any access to information in a
broader context. As a result, HR launched " Independence University, " an in-house training and
development arm. The program features e-learning practices that empower employees through
short, concise training microbursts. This allows employees to continue learning how, where, and
when it best suits them. The HR team also provided the means to develop competencies that could
be applied to many aspects of the business. This helped people see that their skills are transferable.
This provided something very tangible for our
employees to rally around and embrace. All our
communications-emails, town halls, videos,
testimonials-and programs like learning and
recognition were tied to the " People with Purpose "
brand. We were building a foundation around the
culture of the company.
We created a quid pro quo within each pillar, showing
employees what we expected as a company as well as
what they would get in return for hitting their goals.
For example, we have a college tuition reimbursement
program for both undergraduate degrees and master's
degrees. We formed partnerships with local colleges
so that those colleges would come onsite and provide
services. This allowed our associates to easily do
their day jobs and then jump into evening classes in
order to fulfi ll career aspirations from an educational
perspective. We also negotiated pricing discounts with
those universities. This showed our commitment to
investing in employees and we were hopeful we'd see
the same in return.
That year, we decided to do engagement surveys to
measure our efforts. We had done one in 2010 as a
baseline and the results were not that great. But a year
and a half after launching " People with Purpose, " we
could see scores moving in the right direction. We've
kept this in play over the last nine years and it's been
successful. But as we move into the next business
strategy cycle, we are looking to enhance it.
HRO Today: Can you describe Independence Health
Group's diversity and inclusion (D&I) strategy?
Heffernan: We have always had a lot of diversity
JANUARY/FEBRUARY 2020
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HRO Today January February 2020
Table of Contents for the Digital Edition of HRO Today January February 2020
HRO Today January February 2020 - 1
HRO Today January February 2020 - 2
HRO Today January February 2020 - 3
HRO Today January February 2020 - 4
HRO Today January February 2020 - 5
HRO Today January February 2020 - 6
HRO Today January February 2020 - 7
HRO Today January February 2020 - 8
HRO Today January February 2020 - 9
HRO Today January February 2020 - 10
HRO Today January February 2020 - 11
HRO Today January February 2020 - 12
HRO Today January February 2020 - 13
HRO Today January February 2020 - 14
HRO Today January February 2020 - 15
HRO Today January February 2020 - 16
HRO Today January February 2020 - 17
HRO Today January February 2020 - 18
HRO Today January February 2020 - 19
HRO Today January February 2020 - 20
HRO Today January February 2020 - 21
HRO Today January February 2020 - 22
HRO Today January February 2020 - 23
HRO Today January February 2020 - 24
HRO Today January February 2020 - 25
HRO Today January February 2020 - 26
HRO Today January February 2020 - 27
HRO Today January February 2020 - 28
HRO Today January February 2020 - 29
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HRO Today January February 2020 - 37
HRO Today January February 2020 - 38
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HRO Today January February 2020 - 41
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HRO Today January February 2020 - 43
HRO Today January February 2020 - 44
HRO Today January February 2020 - 45
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HRO Today January February 2020 - 49
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