The role of human resources in healthcare is critical. The industry relies on a workforce that has to make life-or-death decisions on a daily basis.
Patient-centric care plays a critical role and this is why it is so important for HR to be able to hire and retain employees who understand this. HR needs to expand its role strategically to be prepared for the changes in the health industry.
Some of the responsibilities of HR in the health industry include recruitment, ongoing personnel management, as well as training and development. These are all critical to the success of health care institutions in the future.
Responding to changing skillsets
As medical innovations grow, including new technologies and treatments, the ability to assimilate new knowledge and acquire new skills will become vital. Healthcare professionals will have to learn the skills that come with innovation.
As an example, using automated processes or methods require learning and change management. Many problems in healthcare are related to processes and this is why organizations are finding HR software helpful as a way to integrate core processes, making them easier to manage.
Consumers and the workforce are already demanding apps in healthcare and HR does not only have to empower a culture of adaptability but make sure that the workforce is up to speed with what lies ahead.
Dealing with a specialized workforce shortage
With the increasing complexity of healthcare services due to innovations and the growth of chronic diseases, the workforce has been forced to become more specialized. Competition for new grads in all disciples of the medical field is fierce and in this war for talent, the HR function is a most important asset for long term success.
As baby boomers face retirement age and the talent pool shrinks, healthcare recruiters are coming under pressure. The nursing shortage, for example, is likely to intensify, according to the Bureau of Labor Statistics.
HR must be able to leverage workforce data. It must plan for future gaps, be able to find the best ways to acquire strong talent and invest in cross-group learning and training.
When it comes to attracting the right talent, smaller facilities are often turning to work-life balance options, such as flexible scheduling, more available time off, and other options.
The focus on patient care and safety makes the recruitment process more complex. Validation of licensure and certifications has to be meticulous.
Candidate interviews need to be rigorous and include assessment of clinical skills as well as other less tangible qualities, such as attitude and compassion. It is usually these qualities that increase patient satisfaction and outcomes.
Retaining staff
Healthcare HR professionals need to understand the warning signs of burnout as this is often more intense in the healthcare industry. Positive intervention can be critical for a staff member and the facility. HR needs to come up with creative solutions to lower turnover and increase retention at all levels.
Adapting to changing models of funding
Governments are shifting to ‘value-based’ care models. This means funding shifts from a fee for service to a fee for outcomes. Value-based models have seen some success in the United States. In Australia, patient-centered health care homes are being piloted and could be rolled out across the country.
New models of care will increase the demand for nurses with primary care, specialist care and remote health management skills. HR will have to make investments in recruiting, onboarding and knowledge management support to get workforces up to speed. HR strategies will be able to make or break the ability of a healthcare provider to deliver quality care in the future.