SWOT
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Cardinal Health Hr

To build a high-performing team that delivers healthcare solutions by creating a world-class healthcare services company

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Align the strategy

Cardinal Health Hr SWOT Analysis

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To build a high-performing team that delivers healthcare solutions by creating a world-class healthcare services company

Strengths

  • TALENT: Strong recruitment pipeline for healthcare professionals
  • LEADERSHIP: Experienced executive team with healthcare expertise
  • DEVELOPMENT: Robust learning & development infrastructure
  • BENEFITS: Competitive compensation & comprehensive benefits
  • CULTURE: Strong values-driven organizational culture

Weaknesses

  • RETENTION: High turnover in key operational roles (18% annually)
  • DIVERSITY: Underrepresentation in leadership positions
  • TECHNOLOGY: Outdated HR systems impacting efficiency
  • ANALYTICS: Limited people analytics capabilities
  • WORKLOAD: HR team stretched thin across multiple priorities

Opportunities

  • REMOTE: Expand talent pool through flexible work arrangements
  • PARTNERSHIPS: Develop stronger university/healthcare alliances
  • AUTOMATION: Implement AI-driven recruitment & onboarding
  • SKILLS: Address healthcare industry talent shortages proactively
  • ENGAGEMENT: Enhance employee experience to drive retention

Threats

  • COMPETITION: Aggressive talent acquisition from competitors
  • BURNOUT: Healthcare industry burnout affecting talent pipeline
  • REGULATIONS: Changing healthcare compliance requirements
  • DEMOGRAPHICS: Aging workforce with knowledge transfer risks
  • ECONOMIC: Healthcare cost pressures impacting comp structures

Key Priorities

  • MODERNIZE: Implement integrated HR technology platform
  • TALENT: Develop strategic retention programs for key roles
  • ANALYTICS: Build data-driven decision-making capabilities
  • DIVERSITY: Accelerate leadership development for diverse talent
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Align the plan

Cardinal Health Hr OKR Plan

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To build a high-performing team that delivers healthcare solutions by creating a world-class healthcare services company

MODERNIZE SYSTEMS

Transform HR technology for operational excellence

  • IMPLEMENTATION: Complete core HRIS platform migration with 99.5% data accuracy by Q3
  • ADOPTION: Achieve 90% employee self-service utilization within 60 days of launch
  • EFFICIENCY: Reduce manual HR administrative tasks by 40% through automation
  • INTEGRATION: Connect all 8 HR systems through unified data architecture
RETAIN TALENT

Build world-class retention strategies

  • TURNOVER: Reduce operational role turnover from 18% to 14% by implementing targeted strategies
  • ENGAGEMENT: Increase engagement scores from 78% to 82% through pulse survey-driven actions
  • DEVELOPMENT: Launch career pathways for 100% of critical roles with 85% adoption rate
  • EXPERIENCE: Implement stay interviews for top talent with 90% completion rate quarterly
POWER ANALYTICS

Drive data-informed people decisions

  • PLATFORM: Launch people analytics dashboard with 15 key metrics accessible to all leaders
  • INSIGHTS: Deliver monthly retention risk analysis with 85% predictive accuracy
  • CAPABILITY: Train 100% of HR business partners on data interpretation and storytelling
  • ROI: Quantify $5M in business impact from HR initiatives through analytics by Q4
AMPLIFY DIVERSITY

Accelerate diverse leadership development

  • REPRESENTATION: Increase women in leadership from 28% to 33% through targeted development
  • PIPELINE: Establish sponsorship program for 50 high-potential diverse employees
  • INCLUSION: Improve inclusion index scores from 75% to 80% across all demographics
  • ACCOUNTABILITY: Integrate diversity goals into performance measures for all executives
METRICS
  • Employee Engagement Score: 85% by year-end (currently 78%)
  • Critical Role Retention: 90% retention of top talent (currently 84%)
  • HR Technology ROI: $4.2M in efficiency gains through HR modernization
VALUES
  • Integrity: We hold ourselves to the highest ethical standards
  • Inclusive: We embrace differences to drive the best outcomes
  • Innovative: We develop new ways to improve healthcare
  • Accountable: We take ownership for our actions and results
  • Excellence: We deliver the highest quality in everything we do
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Align the learnings

Cardinal Health Hr Retrospective

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To build a high-performing team that delivers healthcare solutions by creating a world-class healthcare services company

What Went Well

  • REVENUE: Pharmaceutical segment grew 13% YoY exceeding forecast by 3%
  • PROGRAMS: Successfully implemented talent mgmt program for top performers
  • ENGAGEMENT: Employee survey participation increased to 85% from 76%
  • RECRUITMENT: Reduced time-to-fill for critical roles by 22% to 45 days
  • COMPLIANCE: Zero material HR compliance issues reported in FY23

Not So Well

  • RETENTION: 18% turnover rate in operational roles vs 15% industry avg
  • DIVERSITY: Only 28% women in senior leadership vs 35% industry target
  • SYSTEMS: HR technology transformation project delayed by 6 months
  • COSTS: HR operating expenses 8% over budget primarily in consulting
  • STAFFING: 15% of HR team positions remained unfilled after 90+ days

Learnings

  • ANALYTICS: Need for improved workforce data to support decision making
  • INTEGRATION: Better alignment needed between talent and business goals
  • TECHNOLOGY: Legacy HR systems creating inefficiencies across function
  • WORKLOAD: HR operating model requires optimization to reduce burnout
  • EXPERIENCE: Employee journey mapping essential for retention strategy

Action Items

  • MODERNIZE: Complete HR technology platform implementation by Q4 2025
  • TALENT: Design and launch strategic retention program for key roles
  • ANALYTICS: Implement people analytics platform with dashboards by Q3
  • DIVERSITY: Create accelerated development program for diverse talent
  • AUTOMATION: Deploy AI solutions for routine HR processes by year-end
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Drive AI transformation

Cardinal Health Hr AI Strategy SWOT Analysis

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To build a high-performing team that delivers healthcare solutions by creating a world-class healthcare services company

Strengths

  • FOUNDATION: Existing data infrastructure for AI implementation
  • LEADERSHIP: Executive support for AI-driven HR transformation
  • PILOT: Successful AI chatbot for employee FAQs (85% accuracy)
  • SKILLS: Core team with AI/ML implementation experience
  • INTEGRATION: Strong IT partnerships for technology adoption

Weaknesses

  • FRAGMENTATION: Siloed HR data across multiple systems
  • EXPERTISE: Limited specialized AI talent within HR function
  • GOVERNANCE: Underdeveloped AI ethics framework for HR
  • INVESTMENT: Budget constraints for comprehensive AI solutions
  • ADOPTION: Varying digital literacy levels across organization

Opportunities

  • PERSONALIZATION: AI-driven learning paths for employees
  • PREDICTION: Attrition forecasting models to improve retention
  • EFFICIENCY: Automate routine HR tasks to reduce admin burden
  • INSIGHTS: Advanced analytics for workforce planning
  • EXPERIENCE: AI assistants to enhance employee service delivery

Threats

  • PRIVACY: Data security and privacy concerns with AI adoption
  • BIAS: Risk of perpetuating biases in AI-based HR processes
  • RESISTANCE: Employee skepticism about AI in HR decisions
  • COMPLEXITY: Integration challenges with legacy HR systems
  • COMPLIANCE: Evolving regulations around AI use in employment

Key Priorities

  • PLATFORM: Implement unified AI-ready HR data architecture
  • UPSKILL: Develop AI capabilities within the HR team
  • EXPERIENCE: Deploy AI solutions for employee experience
  • GOVERNANCE: Establish ethical AI framework for HR applications