Master the Maze: Solving Labor Challenges in Long-Term Care
For HR leaders in long-term care, managing labor is often a daily balancing act. Between rising costs, complex staffing models, and constant compliance updates, it can feel like there’s never enough time or data to make confident decisions.
Consider the Chief Human Resources Officer at a multi-facility organization who is responsible for staffing models across several locations. Every day brings new hurdles: unfilled shifts, agency bills that keep climbing, and Payroll-Based Journal (PBJ) reports that take days to compile.
When key functions rely on manual processes or disconnected systems, inefficiencies multiply. To truly get ahead, organizations need more than short-term fixes — they need technology that connects the dots.
Integrating a comprehensive Human Resources Information System (HRIS), like Centrally HR, with Acumatica can automate operations and empower better decision-making.
Challenges of Managing Labor in Long-Term Care
The path to optimized labor management starts by understanding the hurdles that hold long-term care organizations back.
- Managing multiple facilities: Many long-term care organizations have multiple locations, each with unique staffing needs and cost structures, making it difficult to get a unified view of labor data.
- High agency costs: While agency staff can be brought in to fill critical gaps, they come at a premium, often costing two to three times more than internal employees.
- Extensive compliance requirements: PBJ reporting is more than a regulatory chore; it directly impacts your public ratings and reimbursement rates. Manually compiling these reports is not just time-consuming but also prone to costly errors.
- Burnout-driven turnover: High turnover, often driven by burnout from manual processes and a lack of transparency, is one of the most significant challenges facing long-term care facilities.
While these issues can feel overwhelming, combining the right technology can turn them into opportunities for efficiency and growth.
The Solution: HRIS-ERP Integration
Centrally HR, when paired with Acumatica, can help long-term care organizations make data-driven decisions, maintain compliance, and improve retention.
Increased Labor Visibility Across Locations
Integrating your HR and finance systems can provide crucial transparency, allowing administrators to see the immediate impact of key decisions.
Reduced Dependence on Agency Nurses
Imagine a scheduler facing a shift gap next week. Instead of defaulting to an agency, they can access a real-time, unified view of the entire internal staff pool, including availability and overtime status. This allows them to quickly find an internal employee to cover the shift, preserving budget and quality of care.
Streamlined PBJ Reporting and CMS Compliance
HRIS-ERP integration reduces time and errors associated with the manual compilation of these essential reports, helping you maintain compliance before it becomes a risk.
Enhanced Employee Experience
Integrated systems improve the employee experience in tangible ways, offering frontline staff greater access to key information, fair shift distributions, and clear career paths. When employees feel supported by efficient systems, they are more engaged and likely to stay.
Ensure Your Systems Scale With You
As your organization grows, your systems must scale with you. Integrating Centrally HR with Acumatica provides a strong foundation for expansion, enabling consistency, simplified onboarding, and data-driven planning.
Gain the visibility and control needed to overcome critical challenges. If you’re exploring HRIS-ERP integration strategies, discover resources to help guide your next steps.
