3 Ways Healthcare HR Can Thrive Through Change

Marketing Specialist

The long-term success of any organization depends on its ability to adapt and survive through times of great change. Healthcare organizations, in particular, have faced several changes to their daily operational processes within the last couple of years—such as the new payment model and meaningful use requirements—and will continue to face challenges due to aggressive growth, advancing technologies, a multi-generational workforce, and the list goes on. 

To ensure healthcare HR leaders remain agile during these changing times, here are a few topics you should consider addressing in the coming years.

1. Shift the Role of HR

Rapid transformation in business requires HR leaders to redefine the role of human resources, says Medium contributor Greg Roper, Ph.D. HR is no longer restricted to administrative tasks such as payroll, benefits and compensation. Today, HR teams play an important role in addressing employee concerns, developing strong and reliable teams, maintaining a positive culture, and establishing management strategies to govern the entire workforce. 

To change the narrative about the role of human resources, Roper suggests HR business leaders should begin the conversation on the narrative about the redefined role of HR in the 21stcentury—shifting from the title “HR” to “People Operations,” for example. “The role is not the widely used term ‘HR Business Partner,’ but as business leaders of people operations. Being viewed as a critical business function that actively contributes to the profitability of the business is the direction which the HR community must continue to drive towards.” 

2. Update the Recruitment Process

Social media and technology advancements continue to alter the way employers attract and recruit top talent. Though traditional channels such as Glassdoor and LinkedIn are still deemed useful, employers are now seeing the benefits of text recruiting. Why? Because during the age of instant gratification, quick and consistent communication is key, says Jeanette Maister, a global talent acquisition technology leader. Here are few reasons why text recruiting can bring value to your recruitment strategy:

  • 97% of texts are opened
  • 73% of job seekers prefer to receive job opportunities via text
  • 89% of job seekers think mobile devices play a critical role in the job hunting process
  • 53% of candidates trust a company more when it reaches out quickly

Surprisingly, all three generations currently active in the workplace—Millennials (68%), Gen Xers (73%) and Baby Boomers (75%)—are open to receiving job opportunities via text. This is a game changer because text recruiting simplifies the process for passive candidates. It eliminates any communication hassles and cuts right to the point, Maister says. Since this is a relatively novel method, adopting a similar strategy can help place your healthcare organization ahead in a highly competitive marketplace.

3. Embrace the Year(s) of the Woman

The last few months have proven to be a pivotal year for women. The midterm elections, for example, saw a record number of women running for governorships across the country. According to a recent CNN report, 256 women have already won seats in the House and Senate for 2019. If this is any indicator, the U.S. is witnessing a major shift in women representation in the workplace, and if companies want to innovate and be more progressive, they will need to see more women and more diversity across the executive board to break down some of the barriers that have held people back, says Brigette McInnis-Day, an HR strategy and digital transformation executive, in a recent SHRM article by Roy Maurer.

What other changes do you see on the horizon? How will you maintain your healthcare organization’s agility to ensure future success? Please share; we’d love to hear from you.

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