Samuel Kohan: Human Resources Management - Healthcare

Nov. 12, 2011 - PRLog -- Aligning business strategy with your most important asset... people.

Business challenges today are people challenges, and vice versa. Employee productivity and enterprise profitability remain front and center for human resources (HR) leaders. Yet it’s not just about HR operating excellence and service delivery – those are given. It’s also about world-class talent and workplace solutions, analytics and transformation capabilities, which accelerate the goals of the business.

Many of the core challenges are familiar – operations, organization, culture, change, leadership, compensation, rewards, pensions. But managing them across today’s global talent market with multiple generations of workers is more complex than ever. Getting it right requires the combination of global HR and deep business knowledge.

With industry insights and proven experience our Human Capital professionals specialize in integrating business, HR and talent strategies to create business value through people.

Employer Health Care Reform:

Should employers focus first on benefits – or get moving on workforce planning?

The era of government involvement in the private employer health care marketplace has begun, with implications for organizations of all shapes and sizes. Understanding the impacts of this significant shift will require smart first steps and deliberate processes. Should companies focus first on technical considerations related to actuarial and employee benefits, or is it better to begin with an emphasis on workforce planning?
Samuel Kohan is an expert in human capital management with extensive background in:

•         Maintaining awareness of and compliance with local, state and federal labor laws
•         Recruitment, selection, and on boarding
•         Employee record-keeping and confidentiality
•         Organizational design and development
•         Business transformation and change management
•         Performance, conduct and behavior management
•         Employee relations
•         Human resources (practice) analysis and workforce personnel data management
•         Compensation and employee benefit management
•         Training and development (learning management)
•         Employee motivation and morale-building (employee retention and loyalty)
•         Policies and procedures development