Healthcare Workforce

The dynamics in the healthcare industry are driving organizations to reconsider their talent acquisition and workforce planning strategies. Healthcare professionals are facing new challenges: an ever-changing regulatory environment, the evolution of patient care, and fierce competition for talent. Plus the Affordable Care Act is expected to bring 32 million new patients to market, which both physician and nurse shortages are predicted due to retirement and not enough candidates for a growing need. These driving forces are set to shape the industry in an entirely new way.

No Longer Coming Up Short

Healthcare organizations are leveraging mobility strategies to help fill their talent gaps. By Michael Krasman There has been a lot of buzz about the growing shortage of physicians in the U.S.—in fact, a deficit of as many as 90,000 physicians is predicted in the next decade, according to the Association of American Medical Colleges. This is an alarming development, especially given the unique recruiting challenges that the healthcare industry already faces. With demand steadily outpacing supply, this deficit poses a threat to recruiting and hiring initiatives for hospitals and healthcare providers across the nation. These metrics are indicators not only of what’s to come but also of issues that need to be addressed sooner rather than later, including the rise of hospital vacancy rates for physicians, nurses, and staff. “Texas healthcare facilities are dealing with a formidable deficit when it comes to the recruitment of emergency room physicians,” says Dr.

Continue reading →

The Mercer Report: Are You Ready For Change?

By Sharon Cunninghis A perfect storm is brewing in the healthcare benefits market. Be prepared. Employers are pivotal players in today’s healthcare system, but their role has remained remarkably passive. Yes, organizations absorb much of the cost of coverage, ensure that they are in compliance with the complicated requirements of the Affordable Care Act, and provide many of the tools their employees need as insurance consumers. However, a transformation is long overdue. Regardless of the fate of the ACA under a new Republican administration, nearly two-thirds of all insured coverage in the U.S. is provided by employers, who collectively spend nearly $1 trillion annually on health benefits for their work forces. Benefit cost increases outpace overall inflation, and 14.2 percent of payroll is allocated to healthcare benefits, according to Mercer’s National Survey of Employer Sponsored Health Plans. Healthcare is at the center of impending change. New tech-based entrants are adding more pressure to health plans, which are also facing consolidation pressures.

Continue reading →

HRO Today 2017 Resource Guide

We know that the readers of HRO Today magazine turn to us as a go-to resource in the HR industry that delivers trends, insights, and the top resources for all of their HR operations and service needs. In our annual resource guide, we aim to showcase providers and product vendors across 18 sectors of HR services.

Here, you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration and multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.

We hope that our 2017 Resource Guide will serve you well as a starting point in your search for appropriate vendors.

View the 2017 Resource Guide here

HR in the OR

A new study takes a closer look at how staffing impacts profitability in hospitals.

By the Editors

Earlier this year, HRO Today produced a report sponsored by Clinical Magnet called HR in the ER. The study explored the link between human resources and business outcomes in hospitals and health systems.

As a follow up, Clinical Magnet once again partnered HRO Today to take a closer look at staffing this time around. The research focused on staffing levels—one of the biggest costs of any medical center—to determine what profitable hospitals do differently compared to those struggling to maintain profitability. The results from study outline specific steps for success in achieving profitablity, and it should be noted that these steps are actually different for non-profit hospitals and for-profit hospitals

The full results of HR in the OR will be available in October, but here are some highlights:

Anyone working in a hospital or medical center should ask themselves this: Is staying profitable important to the hospital/medical center? Study findings consistently illustrate that those who focus on profitability in addition to patient care have different priorities than those who do not.

Continue reading →

Triple Threat

A trio of data-driven metrics healthcare organizations should consider for improved decision-making. By Jackie Larson Few conversations in healthcare today get very far before big data, analytics, or predictive modeling is brought up. Relative to workforce management, current key performance indicators (KPIs) that drive an organization’s planning include overtime, turnover, vacancy rate, and labor cost expense, among others. As healthcare evolves as a result of market and reimbursement realities, organizations must also evolve with regard to the data they can capture and how they use that information to make better decisions. The use of predictive analytics, feeds from sophisticated electronic medical record and acuity systems, and scheduling tools that warehouse enormous amounts of data are enabling healthcare organizations to think about managing their workforce in an entirely new way. New metrics and approaches to measurement that are in some phase of the development process include: 1.

Continue reading →

A Healthy Recruiting Strategy

New research shows five approaches that effectively attract and retain healthcare talent. By Mike Supple Health system boards and healthcare human resource professionals face tough challenges when it comes to leadership recruitment and retention. It is possible, however for an organization to overcome these challenges by analyzing and changing certain processes and practices, according to a recent report that identifies workforce trends of interest to executives. Before exploring these solutions, here is a bit of background on the rapidly changing and complex healthcare landscape. The Healthcare Trends - 2016 report by B.E. Smith, which surveyed nearly 1,200 healthcare leaders, finds that job growth is up and hospitals are doing the most hiring. In fact, hospitals reported a gain of more than 180,000 jobs from February 2015 to February 2016, according to the U.S. Bureau of Labor Statistics. Value-based care also continues to generate an increasing focus on patient-centered care, which requires coordination between hospitals and a variety of outpatient and post-acute providers.

Continue reading →

Holistic Healthcare

Wellesley College’s approach to employee wellness encompasses emotional well-being as well as individual health. Marymichele Delaney and Jan Bruce Over the last decade, employee wellness programs have continued to expand and change in the workplace. No matter the industry, employers are increasingly prioritizing their wellness programs in an effort to combat rising healthcare costs and support the development of healthy lifestyles in their workforce. Gradually, over the last few years, corporate wellness initiatives have started to incorporate programs to improve not only physical health, but the emotional wellbeing of employees. Employers are increasingly focused on modifying their employees’ health management behaviors and habits, recognizing their inextricable link with the development of costly conditions and diseases. Wellesley College is one organization that was able to successfully address and improve employee stress and well-being by incorporating a resilience-building program powered by meQuilibrium.

Continue reading →

Healthcare Challenges Conquered

Five ways RPO providers are helping organizations find the talent they need to deliver the best in patient care.
By Travis Furlow
Healthcare is an ever-changing industry and organizations are experiencing extreme hiring challenges for clinical staff. Factors include: • an increasing complexity of patient care; • a severe clinical talent shortage; • early retirement trends; and • the enforcement of the Affordable Healthcare Act, which was enacted to increase the quality and affordability of healthcare while providing affordable insurance and reduce healthcare costs. As more people become insured and have the ability to seek healthcare, demand of healthcare professionals is bound to outweigh supply. In fact, according to findings from the American Nursing Association, labor shortages are forecasted to extend into 2020.

Continue reading →

Overcome HR Challenges

This year’s HRO Today Forum sessions deliver top talent and technology strategies. By Christa Elliott Technology is a driving force that helps organizations attract talent, engage employees in the HR environment, and improve business outcomes. PriceWaterCooper’s 2015 Global HR Technology survey found that 44 percent of companies leverage the cloud and SaaS technologies for HR—an 18 percent increase from 2014. And that’s only going to grow: 30 percent of companies reported that they planned to move into the cloud over the next three years. With more than 2.1 billion smartphone users, organizations are relying on mobile and cloud-based technologies as the foundation of their recruitment and engagement strategies. Job seekers and younger employees alike have come to expect company information and policies to be available anywhere, at any time. Needless to say, the ability to effectively use these tools—and to keep up with them as they continue to evolve—can be critical to an organization’s success.

Continue reading →

Holes In The Healthcare Workforce

Strategies for HR professionals to find and retain quality employees
By Belinda Sharr HR professionals believe health systems are understaffed and under-occupied. That’s according to a recent online study by HRO Today Magazine and healthcare RPO firm Clinical Magnet. To solve the problem of under-occupation, hospitals and health systems will naturally seek to draw in more customers. Absent strategic workforce planning, that will double-down the problem of under-staffing. HR will thus need to work closely with other departments to ensure the right people are in place as business needs arise. This is under-staffing/under-occupation is one example of the kinds of long-term strategic workforce issues that occur more and more in the healthcare industry. Recruiting professionals are attacking these problems by recruiting as early as high school, including heavy uses of data and training, and trying some innovative approaches such as marketing storytelling and talent pooling.

Continue reading →