A remarkable incident happened in healthcare in mid-2014, though little notice was taken of it. Demand for healthcare professionals, which had a slow, jerky rise since the end of the recession, rose precipitously and hasn’t stopped. The past several months have seen the largest growth in healthcare employment ever – over a half-million new jobs filled.
This trend will continue. But supply of healthcare professionals will not be able to keep up with this torrid demand. In the following years, the healthcare workforce will take center stage, as the struggle to hire quality healthcare professionals and manage the changing workforce becomes the No. 1 challenge for the healthcare industry.
The change from volume-based to value-based healthcare is resulting in new payer models and reimbursement incentives linked to patient satisfaction, safety and other metrics. Marketplace pressures for change are powerful, too, as healthcare providers compete for patients. These changes also are requiring new types of healthcare professionals, and most critically a new type of leader.
Strong leadership is likely the single most important driver of overall organizational performance, and well-constructed talent management and succession planning systems remain critical to developing and retaining a deep bench of strong leaders. Nowhere is the need for effective talent management and succession planning more pronounced than in the dynamic, complex healthcare industry, where leaders face unprecedented pressure to transform their organizations so as to meet growing demands for high quality, cost-effective care.
In 2016 and coming years, hospitals, health systems and other treatment providers will need to come to terms with the growing workforce challenges that will impact the industry for the next decade. The heated competition to recruit quality healthcare professions will grow even more intense as demand for services grows and shortages persist. Providers that are not utilizing cutting-edge recruitment practices, databases and automated systems will be at an increasing disadvantage.
Workforce planning and management is moving beyond assumptions and guesswork toward a strategic enterprise function. Healthcare providers are beginning to adopt standardized practices, advanced labor management procedures and predictive analytics driven by "big data," which can accurately predict patient demand and staffing needs.
Technology-enabled systems for workforce recruitment, engagement and management are becoming the new health IT, providing effective scheduling and staffing to bolster quality patient care, safety and satisfaction – along with financial efficiency.
TMA’s 7th Annual People in Healthcare Summit will address how the changing healthcare landscape is redefining the way we acquire, develop and manage talent to meet the demands of a consumer based market. We will examine the role of people in providing value based care and share the latest in technology that can increase effectiveness in your efforts to proactively recruit, train and engage both your clinical and administrative staff.
Network with Speaker Faculty and Event Participants including:
C-Suite Executives, Vice Presidents, Directors, Managers and Team Leaders with responsibilities in:
- Human Resources
- Talent Management
- Talent Acquisition & Recruitment
- Engagement & Retention
- Leadership Development
- Organizational Development/Effectiveness
- Human Capital Strategy
- Learning & Development