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Recent News

 

SMD Announces the Launch of New Book

new book coverSMD announces the launch of Predicting Business Success: Using Smarter Analytics to Drive Business Outcomes at the Society for Human Resource Management’s (SHRM) annual conference June 17-20, 2018 Read Press Release

SMD Named as Auburn’s #1 Fastest-Growing Company

AuburnSMD was recognized as the top fastest-growing business founded, owned or led by an Auburn University alumnus, marking the second consecutive year that the company ranked as a Top Tiger.  Read Press Release

SMD Ranked on University of Georgia Bulldog 100 List for Second Year

B100 New Logo_BlackSMD was recognized as the fifth fastest-growing business at the University of Georgia’s 2017 Bulldog 100 celebration, marking the second consecutive year that the company ranked on the list. Read Press Release

Blog

The Bridge: Linking HR to Business Outcomes

Over the last decade, Dignity Health has undergone tremendous growth and change. Ten years ago, our organization, then known as Catholic Healthcare West, was more of a holding entity than an operating company. Our acute-care hospitals each operated largely independently: held together by our common values and mission, but with minimal corporate oversight or coordination. When the recession hit, followed shortly by major changes under the Affordable Care Act, our industry became far more competitive than it used to be, requiring us to take a hard look at how we were organized, who makes decisions, and how we could offer care to our communities more effectively. Since then, we’ve made tremendous strides.

Dignity Health Transforms HR Department with Smarter Analytics

Over the last decade, Dignity Health has undergone tremendous growth and change. Ten years ago, our organization, then known as Catholic Healthcare West, was more of a holding entity than an operating company. Our acute-care hospitals each operated largely independently: held together by our common values and mission, but with minimal corporate oversight or coordination. When the recession hit, followed shortly by major changes under the Affordable Care Act, our industry became far more competitive than it used to be, requiring us to take a hard look at how we were organized, who makes decisions, and how we could offer care to our communities more effectively. Since then, we’ve made tremendous strides.

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We’ve noticed that HR leaders have a fever for slicing and dicing employee survey data. This approach can make a fever turn into the full-blown flu because (1) slicing and dicing probably means there isn’t a strategy and (2) slicing and dicing end up making important decisions based on nothing. Don’t feed the fever! Let us tell you why.

Breaking the Data “Slicing and Dicing” Fever

We’ve noticed that HR leaders have a fever for slicing and dicing employee survey data. This approach can make a fever turn into the full-blown flu because (1) slicing and dicing probably means there isn’t a strategy and (2) slicing and dicing end up making important decisions based on nothing. Don’t feed the fever! Let us tell you why.

Read More →

Imagine going to a seamstress or tailor to have your pants measured. You learn how much needs to be taken in or hemmed and then you leave with those marks and pins on your pants. You don’t leave the pants to be worked on.  It sounds crazy, right? Problem is, that’s exactly what you’re doing with your referring and employed physicians if you’re not linking survey results to critical business outcomes (e.g., HCAHPS, Referrals, Nurse Retention). To stop the measurement-only madness, check out our tips below so you can act …. and drive business outcomes. To see how SMD “hemmed the pants” of a large integrated healthcare system (spoiler alert: led to many improvements, including 15% improvement in employed physician retention), click here. And, don’t forget to join us for our upcoming webinar on this topic, Physician Surveys: How to Move from Measurement to Action, on March 15 at 2 p.m. Register here.

Measurement Isn’t Enough: How to Utilize Physician Surveys to Improve HCAHPS & More

Imagine going to a seamstress or tailor to have your pants measured. You learn how much needs to be taken in or hemmed and then you leave with those marks and pins on your pants. You don’t leave the pants to be worked on.  It sounds crazy, right? Problem is, that’s exactly what you’re doing with your referring and employed physicians if you’re not linking survey results to critical business outcomes (e.g., HCAHPS, Referrals, Nurse Retention). To stop the measurement-only madness, check out our tips below so you can act …. and drive business outcomes. To see how SMD “hemmed the pants” of a large integrated healthcare system (spoiler alert: led to many improvements, including 15% improvement in employed physician retention), click here. And, don’t forget to join us for our upcoming webinar on this topic, Physician Surveys: How to Move from Measurement to Action, on March 15 at 2 p.m. Register here.

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ICYMI, we issued two of our predictions via our blog (intro and #2) last month. We are giving you the cliff-notes version of our final two here, but you can read more fully about all four in our white paper. If you are an auditory learner, you can hear about each in our recent webinar (recording here).

2018 HR Analytics Predictions Series: Part III-IV

ICYMI, we issued two of our predictions via our blog (intro and #2) last month. We are giving you the cliff-notes version of our final two here, but you can read more fully about all four in our white paper. If you are an auditory learner, you can hear about each in our recent webinar (recording here).

Read More →

As we discussed in our last blog, we decided to make predictions about the future of HR analytics because it’s so vital to monitor trends and we want to be sure you have the latest information for you to make informed business decisions. Our second prediction is that organizations will start to focus on measuring the entire employee lifecycle – from pre-hire to exit.

2018 HR Prediction Series Part II: A Move to Measuring the Employee Lifecycle

As we discussed in our last blog, we decided to make predictions about the future of HR analytics because it’s so vital to monitor trends and we want to be sure you have the latest information for you to make informed business decisions. Our second prediction is that organizations will start to focus on measuring the entire employee lifecycle – from pre-hire to exit.

Read More →

By integrating and analyzing together all of the data from all surveys you’ve conducted, SMD develops a full story of an employee’s experience at your organization and subsequently pinpoints issues, through our Employee Lifecycle solution utilizing SMD Link.

What it’s like working with SMD

“It’s been a great experience working with you and your team – a true partnership. The quality of your work, understanding of our culture and complexities and your service orientation is appreciated.”

Gerry Geckle
Gerry GeckleSenior Vice President of Human Resources, UHS

“Thanks for your help on our employee survey…you guys ‘deliver’ on the promise…that speaks volumes.”

Darryl Robinson
Darryl Robinson Senior Vice President of Human Resources, Dignity Health System

“SMD is the best vendor we have ever worked with.”

Mary McNeil
Mary McNeilDirector of Employee Relations, Gwinnett Medical Center

“Look forward to working with you and your fine staff in the future.”

John Thompson
John ThompsonVice President & Director of Human Resources, EBSCO Industries

“In my 40 years of doing this, SMD’s survey technology and process is by far the best I have ever been a part of.”

Debby Patrick
Debby PatrickSVP of HR, Lehigh Valley Health Network

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