4 Takeaways from the HR Healthcare 2017 Director's Report
Healthcare human resources leaders continue to face challenges in adapting to today’s changing healthcare demands. For example, with the Affordable Care Act (ACA), hospitals and other health systems are now held at higher standards of accountability in delivering quality patient care. However, according to the HR Healthcare 2017 Director’s Report, regulatory and federal changes aren’t the only pressures on healthcare HR—changing national workforce demographics require more aggressive talent acquisition, thoughtful employee engagement programs, and nurturing leaders to take on more management roles.
As you search for ways to overcome your everyday challenges, here are the latest key issues and trends healthcare HR leaders should know from the 2017 Director’s Report.
1. Talent Acquisition Concerns
Today, fewer young professionals are choosing healthcare as their careers, particularly as nurses. In fact, according to the report, one in five nurses would not choose their current careers were they given the chance to choose again. This is particularly concerning because the healthcare industry is growing at a rapid pace and talent is scarce.
To fill the talent pipelines to match growing patient needs, healthcare leaders must increase their talent recruitment efforts and invest more resources in positioning healthcare as an attractive place to work. Healthcare HR, for example, should start by building a positive employer brand and creating a compelling workplace culture. This is critical because 75% of job seekers consider an employer’s brand before applying for a position. Moreover, according to Recruiting Brief, companies with a positive employer brand get two times the number of applicants for jobs than their competitors.
2. Leadership Development
Though the healthcare industry generally employs smart and capable talent, they’re not always prepared for vertical movement in their organization. As the baby boomer generation continues to reach retirement and leave the field, employers must make leadership development an intentional effort to provide young leaders with the opportunity to learn, grow and change before stepping into management roles. “Leadership development is about having the ability to make a decision, knowing the consequences of it, and being able to do that, sometimes, in a split second,” states leadership expert Mark Noon. “It requires critical thinking.”
Southwest Medical Center in Liberal, Kansas, for example, hosts two full days of training every quarter; and Western Missouri Medical Center in Warrensburg, MO does a one-day, quarterly Leadership Development Institute (LDI) supplemented by monthly Lunch and Learn events. “The leader development program should not only cultivate the leader, but should also advance the organization. It should focus on growth, performance, and emotional intelligence and should help leaders be innovative. It is about intentional communication and creating an intentional culture,” Noon states.
3. Employee Engagement & Happiness
Hospitals are often stressful, all-consuming, and demanding places to work. Employee burnout is a common issue and HR leaders are incredibly concerned with the mental and physical wellness of their employees as well as job satisfaction. In fact, according to Medscape’s 2017 Physician Lifestyle Survey, 51 percent of physicians reported experiencing frequent or constant feelings of burnout. “In addition to direct mental health effects of burnout, such as depression and compassion fatigue, it is also associated with increased medical error rates, heightened malpractice risk and physician turnover,” states Tamara Rosin, Assistant Managing Editor at Becker’s Hospital Review.
Today, leadership is looking to understand what wellness services they can provide for both mental and physical support. They are also thinking of more innovative ways to connect and communicate with their employees to incorporate a collective organizational mission and sense of purpose.
4. Compliance & Regulatory Changes
Keeping up with latest compliance and regulatory changes is a continuous and tedious task. From the Affordable Care Act (ACA) to the minimum wages and federal overtime law imposed by the Fair Labor Standards Act (FLSA), HR leaders must continually study the new administration and its rulings to ensure they remain current and compliant with their federal, state, and/or local labor employment requirements.
Do you hold similar concerns about the current state of healthcare? What are some of your goals as you navigate through today’s employment challenges? Please share; we’d love to hear your feedback!