HR Analytics Avoid Employees True Needs

Strange Tony,

Kindred at Home is searching for a key Human Resource leader:

As a HR Reporting & Analytics Manager, you will support Kindred at Home’s Human Resources Team by managing the end-to-end reporting process and producing a suite of internal reports and dashboards. The ideal candidate is extremely organized and an effective project manager who continually evaluates the current state and drives continuous improvement efforts related to technology, reporting process, service levels and prioritization.

You will collaborate with all HR Teams on a consistent basis to align on data infrastructure, definitions, artifacts, and deliverables. You should be able to articulate well to all levels of the organization (VPs, Directors, Consultants & Analysts) and possess excellent comprehension skills.

You have a working knowledge of HRIS systems, preferably SAP, general knowledge of human resource functions and data gathering, storing and retrieving requirements. In addition, you should have a high level of technical aptitude and basic project management skills in order to facilitate data requirement needs and manage large data extraction tasks.

This position reports directly to the Division Vice President of HR Employee Services.

Missing from this job solicitation?  It's any mention of employee satisfaction or retention of experienced staff.  There is no pegging of where the company wants to stand in competitive pay and benefits.

There is a Kindred at Home Glassdoor page where Eric B., Director has been unable to pass on to his bosses that many dedicated associates have gone years without raises.  Is there a dashboard for that?

The same Eric B. is on Indeed"s Kindred at Home page.

"The CEO is only out to line his pockets taking huge million dollar bonuses while employees have not seen a raise in years."   2-2-19

His response on 2-4-19:

Would you be willing to share your experience in more detail? We can be reached at experience@kindredathome.com. Thank you, Eric B, Director, Kindred at Home

Other employees wrote

"One pay raise in 9 1/2 years." 2-1-19

"I have been here over 9 years only received 2 raises but work is constantly being added to me."  10-2-18

 A former HR assistant wrote on 1-26-19:

"They do not promote within they prefer to hire a new person instead and no raises!  I know of employees being there 5+ and never received a raise."

One doesn't need artificial intelligence to detect a long term pattern of the company not rewarding dedicated employees.  Eric B's entreaties for information are not genuine.

One newer comment reflects what our hospice staff recently experienced.  Employees must monitor their time and mileage as the company can't seem to pay them accurately for either.  Is there an internal report with that error rate?  Does an HR Analytics dashboard reflect increased employee time spent making sure they are paid fairly?

Humana, our 40% owner, is searching for a "Director, Human Capital Analytics."

Humana is committed to advancing the employment experience and vitality of the associate community. Through offerings anchored in a whole-person view of human well-being, Humana embraces a focus on stimulating positive individual and population changes while nurturing a sense of security, enabling people to live life fully and be their most productive.  

Once again there is nothing on pay or benefit competitiveness.  Job satisfaction could fit within Humana's "commitment to advancing" the employee experience while it "embraces a focus on stimulating" while "nurturing" and "enabling." 

Employees wrote about the reality of their Humana experience on Glassdoor:

"The company was laying off at the time I left, which caused insecurity. There were too many changes all at once- salaried employees changed to hourly, reduced mileage reimbursement, increased required territory coverage."  1-26-19

"Inconsistency and uncertainty, always laying off good employees, unreasonable matrix, changes are not focused on the actually clients, they are only focused on numbers. They lay off the bottom first instead of all the six-figure leaders. There are great programs but no time to take advantage of them."  2-6-19

"Constantly worried about layoffs. They happened almost every year I was there. Survived 8 rounds in 10 years."  1-31-19

"Micromanaged to the next level, heavy case load, no raises, constant unrelenting change-not normal change-its neverending."  2-8-19

"Benefits could be a little better, a lot of micromanaging, past layoffs, “big brother” always watching, switching from salary to hourly and being watched down to the minute"  12-13-18

Our hospice site experienced layoffs under Hamana/Curo which dramatically reduced our customer service levels.  .Garbage in-garbage out Homecare Homebase has the ability to watch employees down to the minute.    Humana CEO Bruce Broussard and CFO Brian Kane highlighted Homecare Homebase as a strategic tech investment for Kindred at Home.  It should provide a lot of garbage for the two new Analytics chiefs to root through.  Unfortunately, that bad information will be used to impact people's lives through micromanagement and future layoffs.

Humana has more than one source for information without engaging employees in actual conversation.  It's called Workday.

Workday provides tools to reduce company turnover. Its software analyzes around 60 factors—such as pay, time between holidays taken, and turnover in managers to whom the employee reports—and then flags those employees at risk of leaving so the company can try to retain them.

Humana's layoff culture could use such a tool to get people out the door.

Humana's Kindred at Home cannot destroy the resiliency of the human spirit which makes up our hospice.   Through lack of relationship it can cause that human spirit to move to another hospice.   I detect a migration.

Anonymous (from Humana's independent home health company)