An Operating Model, Staffing, and Skills Guidance for Analytic Maturity

Healthcare is facing unrelenting demands for cost containment, quality, and safety. Proficiency in data and analytics is the new core competency. This guidance and recommendations that follow assume that your organization already values data as a core enterprise asset and has senior executive backing for an analytics program. At that juncture, an organization is ready to create a defensible, flexible, and vendor neutral roadmap for achieving analytics maturity.

HIMSS Analytics has created the Adoption Model for Analytics Maturity (AMAM) for just such a purpose. The adoption model is prescriptive on essential capabilities, yet leaves flexibility in how to get there, recognizing that each organization has its unique culture and set of circumstances. The recommendations presented here focus on the staffing, skills, and operational models needed for a successful analytics program.

Healthcare organizations almost always have well thought out mission and vision statements and key process indicators (KPIs). Unfortunately, few have well-established enterprise-level data governance that aligns technical resources with prioritized business goals, or an enterprise analytic infrastructure capable of supporting the complexity of today’s data environment. If an organization is truly to become data-driven, analytics must be embedded strategically, programmatically, and culturally into the entire organization. Finally, having a properly organized, skilled, and well-supported analytics labor force is essential for this transition from simple reactive reporting to advanced proactive analysis and ongoing improvement.

With that in mind, the objective of this guidance is to provide insights to help answer to some of the most common skills and staffing resources questions your organization might face along its journey to analytics maturity. This guidance will provide key considerations in five (5) topic areas that will help you be able to do the following:

  • Understand how to arrive at the right data and analytics organizational and operating model for your organization,
  • Identify, develop, and organize human resources, knowledge management, and talent to support that strategy,
  • Identify capabilities that will best support maximizing analytics maturity of action and insights,
  • Define and identify the needed skills and abilities of the people driving the analytics capabilities, and
  • Measure the ROI on analytics investment.

A future HIMSS Operating Model, Staffing and Skills for Analytics Maturity Toolkit will provide tangible artifacts and resources to assist you in these efforts.

Keywords: 
Skills and Staffing Resources, Analytics Maturity, Change Management, governance, Leadership, professional development, Clinical & Business Intelligence, HIMSS