The C-Suite and HR: Partnering with Finance
The how-to and benefits of partnering with finance was presented through an expert panel discussion with Greg Donaca, CFO of Delta Dental of Idaho; Kevin Bates, CFO of BPA Health; and Lesley Major, President and CEO of The Office Staff.
Many of us have experienced labor and benefits as our company’s largest expense. Therefore, it makes sense for HR to collaborate with finance in day-to-day and strategic decisions for the company. This panel provided the CFO perspective on what HR can do to take full advantage of this collaboration.
HR Analytics 101
Joe Dewitt, Director of Workforce Analytics at Micron, highlighted Micron’s journey in people analytics from operational reporting to predictive analytics, while sharing the basics of utilizing analytics and answering questions regarding analytics.
The role of human resources is going through a major shift. Executives look to HR to drive employee-centered processes and environments, and value-based cultures. People analytics is becoming increasingly important to measure progress towards these goals. Analytics can help answers questions, such as: Where are we falling short and where would we like to improve? Are we having trouble attracting new hires? Are we making progress towards our goal to develop more female leaders? Bring your questions about how analytics can benefit your organization.
Concierge Medicine: Direct Primary Care - What is it?
Panel discussion with Andrea Axtell, MD, Alliance Concierge Care; Richard Johnson, COO of Pingman Tools; and Dr. Mark Grajcar, Initial Point Assured, Direct Primary Care.
Direct Primary Care (DPC) is a relatively new concept in health care that is gaining traction in the Treasure Valley. DPC restores the time-honored patient-physician relationship. Physicians spend more time with each patient, communicate directly with their patients, and may offer weekend appointments. The patient or employer pays an annual fee to the doctor in return for more personalized care, typically combining much of the primary care services into one affordable, flat-fee package. DPC Is not a substitute for health insurance, but rather a complement to major medical plans, particularly HSAs. It can lower utilization costs in an employer medical plan, while providing comprehensive and personalized healthcare to the employee.
Approved for 3 HRCI Credits