HR Healthcare 2025 Blog

As the HR landscape continues its rapid evolution, staying updated with the latest trends, technologies, and strategic insights is crucial. Whether your focus is healthcare, retail, or any other sector, HR conferences offer a wealth of knowledge and networking opportunities. For solution providers, these events are a prime opportunity to showcase your solutions and connect with potential clients. As 2024 approaches, identifying and prioritizing the right events to attend or sponsor is key.

HR healthcare leaders are working to address a talent shortage in the industry, which has only become more pronounced since the challenges of the COVID-19 pandemic revealed and resulted in staff shortages across the country. For example, according to one estimate, the U.S. is projected to have a shortage of more than one million nurses.

Patient and employee experiences are critical to focus on in healthcare settings because they are the foundation upon which quality care and services are built. In addition to providing excellent medical care, a successful healthcare organization must prioritize the experience of its patients and employees to ensure the highest levels of satisfaction and engagement.

As we look to the future of healthcare, managing workflows during and after the COVID-19 pandemic will continue to be a major challenge. Like many other industries, successful operations in this new normal require agile HR teams with creative strategies for addressing workforce impacts. Now more than ever, it's essential for healthcare HR leaders to better understand their role within their organizations' transformation efforts and develop tailored approaches that have the capability of adapting as needs arise.

Healthcare HR leaders are on the front lines of managing three major challenges in 2023: budget constraints, talent shortages, and the need to make healthcare an ideal industry for employment. Now, more than ever, it’s essential to bridge the gap between rising demands and limited resources as a healthcare HR leader.

The healthcare industry has seen significant changes over the years, from advances in technology to new regulations. One aspect of healthcare that has always been constant is the need for healthcare workers, especially care providers, to be physically present in the workplace. That may be changing now as many HR leaders are considering remote work to encourage employee wellness and mental health. Other industries have reported higher levels of productivity and better work-life balance thanks to working from home.

HR leaders in hospitals across the country strive to ensure that not only the best physicians, nurses, and other staff members are attracted to these organizations, but also that these same professionals remain loyal enough to stay with them long-term. This requires an intentional focus on reevaluating employee value propositions, understanding the current needs of workers, and staying true to core values

Broadly speaking, the Great Resignation refers to a pattern of behavior and an ongoing economic trend which has emerged and proliferated since 2021. This trend has seen a sizable portion of the working population voluntarily resign from their jobs and seek alternative career paths elsewhere – often in industries they have no previous experience in. So, what does all this mean for healthcare?

Even before the COVID-19 crisis, the healthcare industry was experiencing difficulties filling job roles and sourcing the best new talent to staff hospitals and other care-giving locations. This was only exacerbated by the onset of the COVID-19 pandemic which made healthcare an even more stressful and hazardous industry to work in that it was previously. And, if that wasn’t bad enough, now we find ourselves hemorrhaging the staff we already have.

As the Great Resignation continues to wreak havoc in the healthcare industry, companies need to find new ways of making a career path in the business more attractive. There are many ways to achieve this, but an easy win for healthcare employers can be to take a fresh look at the benefits packages they offer employees and see if they can be modernized for the betterment of all.

As the healthcare industry and this article series continues to deal with the issue of the Great Resignation and a global talent shortage, the focus is constantly turning towards better methods of retaining staff through this crisis. One of the main factors which can help boost employee retention is to create and nurture a better workplace culture within your organization.

So far, this series of articles has mainly focused on retention and, while keeping hold of existing staff is arguably more important than recruiting new ones, it does nothing to address the enormous talent gap growing in the healthcare industry. Building a resilient and effective talent pipeline can help your organization fill job vacancies and replace staff either resigning or reaching retirement age and keep a steady flow of talent moving through it.

Due largely to the fallout from the global COVID-19 crisis, we are seeing human resources go through something of a transformative period right now. Whereas HR teams would have once been considered to be a part of the administrative wing of any organization, they are now evolving into a key strategic player within their company and taking far more of an active role in helping the workforce adapt and adjust in the post-pandemic landscape.

We have already touched on how burnout is driving the number of healthcare workers resigning from their roles up. However, it would seem pertinent to dive a little deeper into just how important managing the mental health of nurses, physicians, etc. is going to be for HR teams as we move out of the pandemic and into the next stage of our lives.

According to the Association of American Medical Colleges (AAMC), the U.S. will see a shortage of up to 122,000 physicians by 2032. As healthcare organizations emerge from the pandemic, the demand for health services will only continue to rise. Recruitment and HR staff must modernize their recruiting processes to attract the next generation of caregivers and administrative healthcare professionals. Here are just a few ways healthcare organizations can meet these demands.

After a challenging year in the healthcare field, health systems and healthcare organizations are beginning to develop their strategies for the future of learning and development in the sector. Although remote and internet-based learning were already taking precedence before the onslaught of the COVID-19 pandemic, L&D programs have only become more digitized because of social distancing and safety requirements.

In this research report, WBR Insights explores how technology can attract, retain, and provide insights on excellent staffs within the healthcare sector.