Building a future-ready HR strategy: Key considerations for the evolving healthcare industry

Healthcare and human resources – they aren’t a natural association for most people. When we think of the former on an individual level, self-sacrifice and service come to mind. The latter? Traditional business environments dominated by paperwork and corporate policies. Yet these two realms aren’t mutually exclusive.

In fact, strong HR is exactly what the healthcare industry needs to continue its life-saving work. This article will explain why, shining a light on the growing challenges currently plaguing healthcare professionals and underscoring the impact HR departments can make in addressing these issues head-on.

Understanding the evolving healthcare landscape

The concept of medicine has existed for millennia, but it’s only with modernity that we’ve seen its potential soar – particularly in the last few decades. Humanity is shifting to digital-first solutions to age-old problems, and healthcare is not exempt from the possibilities. Research links a steady improvement in patient outcomes with increased investment in medical technology. The Centers for Disease Control and Prevention note remarkable short-term improvements in life expectancy as well, with an increase of 1.1 years (from 76.4 to 77.5) between 2021 and 2022.

Amidst all this positive change, however, there have been negative changes too. Our healthcare workers are spread thin and burnt out. It was always a problem plaguing this specific industry, but the pandemic in 2020 exacerbated the issue to unprecedented levels. Among the many things making employees’ lives harder are staffing shortages, outdated technology, and increasing administrative burdens. Increasing nursing salaries can only do so much for job satisfaction.

It’s clear that healthcare heroes need direct support from within their organizations. Enter human resources. While doctors and nurses focus on saving lives, HR professionals work tirelessly behind the scenes to ensure the well-being of those who care for others. They’re the backbone of employee satisfaction, recruitment, and retention strategies that keep our healthcare system functioning.

Current challenges in healthcare HR

It doesn’t matter whether the industry at hand is healthcare or hospitality. Any issue that has to do with employees is best solved by human resources. The problem hospital and care center HR departments are currently dealing with is common across the board, albeit much more severe in healthcare. Attrition rates are skyrocketing, with nurse career changes and retirements reaching alarming levels. A 2022 survey by Incredible Health found that 34 per cent of nurses planned to leave their roles by the end of 2023, with 44 per cent citing burnout and a high-stress work environment as the primary reasons.

Key considerations for building a future-ready HR strategy for healthcare

Our solution to this problem can’t be the same old HR policies and investments of decades past. While more funding for employee support programs, better benefits, and structured career advancement opportunities are important, traditional measures alone aren’t enough to support the healthcare workforce’s vitality long term. Just like every other sector, it faces a future shaped by technological advancements, shifting demographics, and evolving patient expectations.

Future readiness refers to an organization’s ability to anticipate, prepare for, and adapt to future challenges and opportunities. In healthcare HR, this means developing strategies that not only address current issues but also position the workforce to thrive in a changing landscape.

Luckily, technology can alleviate many of the pain points healthcare workers face daily. Artificial intelligence (AI) is just one example. Where conventional HR strategies rely on manual processes and intuition, AI can provide data-driven insights to enhance decision-making. For instance, predictive analytics can forecast staffing needs based on historical data, patient admission trends, and seasonal fluctuations.

Moreover, AI-powered chatbots can process routine HR inquiries so human resources professionals have more time to focus on more complex issues. Natural language processing (NLP) algorithms are getting better and better at analyzing employee feedback and sentiment, which opens the door to more comfortably candid feedback from staff. There’s also the potential for virtual reality (VR) and augmented reality (AR) to revolutionize training and onboarding processes. Imagine new nurses practicing complex procedures in a risk-free virtual environment before stepping into a real operating room. It would remove much of the stress associated with on-the-job learning and increase confidence in new hires.

Implementing the HR strategy: Best practices

A recent Brandon Hall Group study seeking insights from HR leaders in industries ranging from healthcare to higher education found that 80 per cent of respondents believe their organizations need to better prepare for the future of work. Doing so is easier said than done for some hospital HR teams, who are already overwhelmed with their day-to-day responsibilities.

It isn’t impossible, though. Planned implementations, guided by designated change management experts, can help healthcare organizations transition smoothly into a future-ready state.

Technology itself can even assist in the decision-making process; perhaps data shows staff aren’t ready for widespread AI adoption. In such cases, a phased approach might be more appropriate. Discussions with department leaders may further uncover the most pressing issues plaguing employees so investments can be made in the right solutions from the get-go. Some healthcare organizations benefit from outside consultants to guide their HR transformation journey, leveraging external expertise to complement internal knowledge.

The world’s need for qualified nurses and doctors won’t abate anytime soon. Building a future-ready workforce that will continuously grow starts with recognition and action today. Because we’re all healthier when the people who take care of us are happy in their jobs, proper HR in healthcare is something everyone has a stake in.

Steven John Cumper, B.App.Sc. (Osteo.), M.Ost., is a businessman with a strong background in biomedical science and osteopathic medicine. He founded Medshop and ScrubsIQ while studying at RMIT University in Australia, expanding its reach to markets in Papua New Guinea, Singapore, and Malaysia. In September 2021, the Bunzl Group acquired a majority stake in Medshop, but Cumper remains involved as the managing director (Medshop Group). His journey from Zimbabwe to the UK and Australia reflects his dedication to academia and entrepreneurship, combining diverse knowledge and experience.