Healthcare workforce retention is a top priority for HR leaders in 2025. This post explores how HCA Healthcare responds to industry trends, using mentorship, technology, and employee engagement to overcome workforce challenges.
This analysis covers Cleveland Clinic's healthcare employee development strategy, which includes unparalleled educational resources, groundbreaking technology, and peer-to-peer learning frameworks.
This article examines Providence’s AI-driven staffing solution, featuring 21,000+ caregiver hours saved annually and improved work-life balance.
As the HR landscape continues its rapid evolution, staying updated with the latest trends, technologies, and strategic insights is crucial. 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.
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.
Managing workflows during and after the COVID-19 pandemic will continue to be a major challenge. 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 understand their role within their organizations' transformation efforts and develop tailored approaches that adapt to changing needs.
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.
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
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 – often in industries they have no experience in. So, what does it 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.
Creating a bulletproof talent pipeline needs to be a top priority for those healthcare providers seeking to make it through the current talent and resignation crises. By building and nurturing an active database of candidates, you can make sure as many positions as possible are filled by the absolute best talent out there.
Human resources is going through 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. 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.
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.
Digital training methods have become increasingly popular in the last few years. Not only can providing your staff with ways to learn digitally improve engagement with training programs, but it can also boost the effectiveness of those programs as well. There is clearly much to be gained from employing eLearning, and Mayo Clinic has invested heavily in the concept.
57% of employees feel like they are left without clear instructions from their managers and, on the other side of the coin, 69% of managers don't feel comfortable communicating with their employees. Intermountain Healthcare is one organization that attaches a huge amount of significance to communication — especially when it comes to acquiring the very best medical talent that's out there.
A perception exists that factors such as age, disability, ethnicity, gender, family commitments, marital status, race, religion, and sexuality can still hamper a person's career prospects. NewYork-Presbyterian Hospital understands this and has put diversity and inclusion at the fore of its recruitment efforts.
Each year the Military Friendly® organization sends out surveys to employers and schools to investigate and identify organizations whose commitment to serving the military and veteran community is comprehensive in scope and meaningful in terms of actual outcomes. It then creates a list of the organizations that actively encourage applications from military veterans and tailor their employee benefits and working environment to this demographic.
Breast cancer is one of the most common variants of the illness, accounting for 30% of cancer diagnoses in American women. This makes the need for improved screening routines and schedules incredibly crucial and the Dana-Farber Cancer Institute is helping champion the practice as an additional workplace benefit.
Rapidly evolving family demographics mean that companies need to take the modern nature of the American family dynamic into account when constructing their benefits packages. Something which Atrium Health is ahead of the curve on. Learn how it is adapting to the changing nature of families.
In this research report, WBR Insights explores how technology can attract, retain, and provide insights on excellent staffs within the healthcare sector.
One area of the industry that needs improvement is the number of women holding leadership roles in the healthcare industry. Stanford Health Care — part of the Stanford University Medical Center — is taking that call seriously. The head of this drive is the Senior Associate Dean for Global Health at the Stanford School of Medicine, Michele Barry, MD. Read on to learn what Stanford is working on.
The process of hiring new staff can be fraught with work, stress, bureaucracy, frustration, and a host of other emotions. Penn Medicine network member Lancaster General in Lancaster, Pennsylvania understood this issue and wanted to devise a new strategy to improve its own hiring and onboarding process. Read on for their insights.
In our upcoming report, Making Employees Feel Cared for and Heard through Comprehensive Engagement Strategies, we benchmark the latest trends in HR healthcare employee engagement and uncover how healthcare organizations are transforming how they motivate employees to deliver superior care solutions.
Cleveland Clinic believes the path to a superior patient experience is through empathy, so the organization has provided extra training to its people to help them better connect with their patients. Read on to learn more about how it ensures the patient experience is a pleasant, dignified, and as relaxing as it possibly can be, given the circumstances.
According to the Bureau of Labor Statistics, employment of computer and information technology occupations is projected to grow 13 percent from 2016 to 2026, faster than the average for all occupations. Catholic not-for-profit healthcare system Ascension Health is no exception.
When any business goes through a merger, it presents a great opportunity to step back and look at the organization as a whole and see if there exists a better way of doing things. Learn how Amita Health, Illinois-based healthcare provider, tackled its merger with Presence Health, and gained a new beginning.
Rebranding is never a decision to be taken lightly for any organization. However, despite all the hard work involved, rebrands can give an organization an opportunity to connect with its audience in new ways. Here's how Atrium Health managed its rebranding.
In order to guarantee the survival of the company and ensure it remains relevant and profitable, it's preferable that some roles be cut. If the business goes under, then everyone is out of a job. It's with this in mind that Intermountain Healthcare has recently undergone its own restructuring, and has now emerged with a positive eye on the future.
Most often, organizations try to get employees to partake in training exercises or engage with ongoing assessment and career development programs. Many companies use technology or gamification techniques to achieve this. Here's a look at how Northwell Health is engaging its employees.
The interview process can be daunting for both prospective employees and those looking to recruit them. However, SSM Health is making sure its own interview process is a top ten experience for all concerned.
Diversity is a hot topic for anyone working in a field responsible for personnel acquisition and retention, and Mount Sinai Health System is building its own diverse talent pipeline to avoid a homogeneous workforce.
We caught up with, Julene Campion, VP Talent Acquisition at Geisinger Health System, to discuss her passions at work, balancing “heart and soul” with data within her role, and what she is looking forward to sharing with you at HR Healthcare.