Take Action

Implement Leading Practices

Implement Organizational Data Systems to Track and Analyze QWL and Support Increased Accountability

Include QWL indicators within performance/accountability agreements for all leaders within health organizations.
Collect the pan-Canadian standard QWL indicators using the standard definitions and participate in the pan-Canadian QWL benchmarking report.
Implement a comprehensive human resources information system that tracks key QWL indicators and allows for the integration of HR and health and safety information at the individual employee level and unit level (costs, hours, etc. should be collected to understand the return on investment for QWL interventions).
Ensure the HRIS system allows for the integration of information with patient/client care reporting and workload measurement systems, at similar unit level. Implement a training management system to track training hours/costs at the individual employee level and unit level. Build this within the HRIS system.
Implement a balanced scorecard that can be drilled down to the unit level to provide realtime information and allow analysis on the causal impacts of QWL indicators on financial and patient/client outcomes.
Create leaders for the analysis and translation of the data into practice, facilitate team discussions on continuous quality improvement of results, evaluate interventions, and share evidence with other units and organizations.

Integrated human resource information systems are an essential management tool, helping to make the case for specific human resource interventions ? as well as showing the costs of inaction.

Total salary and benefit expenditures to deliver services encompass approximately 70-75 per cent of every dollar spent. We spend millions to track and manage inventory to ensure we get the best value for the money spent for something that is a fraction of the HR costs.