As a team, we decided to analyze the human resource system process at the University of Pennsylvania, which involved the Department of Medicine. This process is primarily focused on the clinical practice area. This project will have an objective to be focused on the structured and dynamic processes. Hiring and termination are the sub-tasks to analyze. The information system that works to support this process would be a case study. The evaluation of the PennFor and HireRight software will help to identify the challenges that the clinical practices inside the HR department currently face. Also, recommendations are going to be provided to help improve efficiency and data accuracy, making better employee experience and streamlining operations.
The Clinical Practices of the University of Pennsylvania (CPUP) operates as a healthcare provider. It uses a health system called Penn Medicine. Using a clinical network CPUP delivers comprehensive healthcare services. Also, this network provides specialized medical practices and outpatient services. UPenn is viewed as a leading academic medical center with an amazing role in patient care, research, and education. Thousands of healthcare professionals are employed by CPUP. It’s conducted by administrative staff, physicians, nurses, and support personnel. The HR department is responsible for recruiting, hiring, onboarding, and terminating employees. To deliver quality results it’s necessary to ensure the accuracy and efficiency of this HR process. This helps to support the health system's operational needs. Also, this HR process is a determinant of maintaining excellent quality patient experience.
The Clinical Practices of the University of Pennsylvania (CPUP) operates as a healthcare provider. It uses a health system called Penn Medicine. Using a clinical network CPUP delivers comprehensive healthcare services. Also, this network provides specialized medical practices and outpatient services. UPenn is viewed as a leading academic medical center with an amazing role in patient care, research, and education. Thousands of healthcare professionals are employed by CPUP. It’s conducted by administrative staff, physicians, nurses, and support personnel. The HR department is responsible for recruiting, hiring, onboarding, and terminating employees. To deliver quality results it’s necessary to ensure the accuracy and efficiency of this HR process. This helps to support the health system's operational needs. Also, this HR process is a determinant of maintaining excellent quality patient experience.
Analysis and overview of information systems used by UPenn’s Human Resource department
To manage key functions, the HR department at CPUP works with several information systems. Both employee data and feedback is managed by the HR department. To ensure CPUP operates smoothly, it’s necessary to maintain compliance with industry standards and regulatory requirements. PennFor is used in both the onboarding process and in the process of terminating employees at Upenn and typically manages employee records. This is the primary HR information system used. It helps to maintain a record of employees, recruitment, and grievances. This HR system supports functions like applicant tracking, training and compensation. This system also follows job requisitions and post opportunities open. Access to PennFor is granted to recruiters, hiring managers, and HR business partners. This access allows us to track open applications using the hiring pipeline. Applications are categorized based on the date of submission and requisition status. Also, the system helps to identify when a future candidate applies from an internal or external source.
An AI-driven tool called HireRight is used by the HR department to screen job applicants for eligibility. This supports efficiency in the recruitment process. HireRight helps to analyze candidates' resumes providing information where a candidate meets basic qualifications. Using surveys CPUP collects feedback through the employee voice. The HR department can measure employee satisfaction using this survey system. Using the employee voice UPenn can collect grievance reports and identify potential issues inside the organization. This report will highlight the existing challenges faced related to how grievances are input into the system. This issue creates an information silos problem. HR decision-making is affected by making accuracy and effectiveness a secondary problem. This system is essential for HR operations, which plays an important role in managing the employee workforce. Some inefficiencies we can mention could be delays and errors in the hiring and termination process. In this report, we are going to explore and give solutions to the current possible issues presented inside the company.
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