Talent Management for the Changing Landscape of Healthcare
and Life Sciences
The health and life sciences sector is facing a period of uncertainty. Legislative changes have created real pressure on HR and talent leaders to attract, develop and engage a workforce that can respond and adapt to a consumer-driven marketplace. The pace of change only continues to accelerate. Healthcare and life science organizations are operating in a highly regulated environment, with changing business models, disruptive technologies, and significant amounts of data.
To be successful under these conditions, the human capital agenda must be embedded across the entire
organization in order to truly effect change. A key challenge is to ensure that talent strategy is aligned with business and organizational strategy, so that you’ve got the right people in the right places doing the right things at the right cost. Healthcare talent management professionals must continually address three strategic goals: reducing costs, improving patient satisfaction, and improving patient safety.
A strong talent management strategy is essential to achieving your organization’s mission. When you hire, promote, develop and compensate in a way that matches your mission, you’ll build alignment across departments and levels.
The talent management pendulum is swinging from recruitment to development. The “war” for talent is shifting from recruiting employees with hot skill sets to developing high-in-demand capabilities within an
internal pipeline. This trend is driven by a struggle to fill talent gaps, escalating turnover costs, and a demand for development opportunities and meaningful work by young employees.
Looking beyond continued uncertainty, the world’s leading healthcare and life sciences organizations are raising their sights, and pivoting from the great recession to the new horizons of 2020 with a focus on talent, growth, and innovation.
Forward-thinking healthcare and life sciences companies are shifting to new patient-centered business models, leaving the traditional volume-first approach behind.
This move has tremendous implications, not only for patients but also for the current workforce and future talent: Healthcare and life sciences companies need to design new roles and rethink their talent strategies, including the ways they recruit, train, motivate and retain the best teams.
TMA’s People in Healthcare strives to support human capital management practitioners in addressing the challenges that impact today’s volatile, uncertain, complex and ambiguous industry.
Join our expert speaking faculty as they discuss innovative solutions in areas like:
• Social and microlearning
• Improving recruiting efficiency
• The Role of Diversity, inclusion and cultural competence in effective care
• Workforce engagement and its impact on the patient experience
• Talent Attraction and Employment Branding
• Designing an organization to support the move to consumer centric healthcare
• Leadership development and succession Planning
• Creating a sound organizational culture
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