ArtsAutosBooksBusinessEducationEntertainmentFamilyFashionFoodGamesGenderHealthHolidaysHomeHubPagesPersonal FinancePetsPoliticsReligionSportsTechnologyTravel

Healthcare Staff Trends and their Impact on Human Resource

Updated on July 7, 2017

Executive Summary

The healthcare sector continues to move towards models that are performance based. In this regard, human resource managers are required to stay focused on matters pertaining to recruitment, engagement of the workforce, and executive teams. This paper will specifically discuss two of these trends which Human Resource managers need to concentrate on: leadership competencies and compensation and the need for more nurses. These two trends are believed to present unique opportunities and at the same time challenges for human resource personnel who will need to align their recruitment strategies and healthcare staff management accordingly.

With the increased focus of healthcare towards value based care, the management and other healthcare practitioners are being challenged to alter their staff and leadership compensation to align with this changes. According to research, there is a tendency for providers to change their compensation structures, basing it on metrics such as patient satisfaction, quality and general performance. A 2014 study by Becker's Hospital for instance, established possibility of healthcare staff and leader compensation continuing to rise between 2% and 4% percent. In addition, the Healthcare Trends research shows that the rise of modest compensation for healthcare staff and leaders had a significant increase towards the end of 2016. Among the factors behind this need for modest compensation include the need for high quality health service, patient services and the need for more healthcare services (Herman, 2014). This means that healthcare staff will be more comfortable working in an environment where they are remunerated well compared to where their pay is low.

The other trend projected in the healthcare setting is the high demand for registered nurses in hospital settings. According to Collossi (2016), the number of nurses to be hired over the next few years is expected to increase tremendously. Majority of this increase will be particularly in the areas of advanced practice nursing, licensed vocational nurses, and licensed practical nurses. Among the factors behind the increased demand of RNs include the consistent retiring of current nurses, the requirement for nurses to work fewer hours, and the increased new responsibilities of RNs who are now required to take some physician duties. The implication for this trend for employers is that they need to design recruitment strategies that can attract potential staff while at the same time retaining them at their respective organization. Further, these strategies must be motivational enough to avoid potential turnovers and hence reinforce service provision.

Among the strategies that can be employed by leaders in healthcare setting in attracting and retaining staff is the incorporation of the Goldman Sachs model. Accordingly, the model will enable leaders in this industry to attract and retain staff. The model is premised on the assumption that organizations with top reputation can attract potential recruits than even one which pays more, but with bad reputation (Hoffman and Demos, 2016). This approach considers reputation to be powerful for two reasons: a highly reputed entity assures potential talents that they will be working alongside other bright minds, thus providing a professional network. It is common for employees to seek and want to work in top tier firms. In this regard, Human Resource leaders need to create a good reputation of their respective firms by creating a conducive work environment for its staff, motivating them and even providing training opportunities.

Considering the high rate of staff turn-over, it becomes important for healthcare organizations to look for means of retaining its employees. This is particularly those with exceptional performance and dedication. According to Dessler (2015), employee retention is one of the most critical factors for the success of any entity including for healthcare. Enhancement of retention can enable an organization to reduce turnover and hence avoid the high cost involved in hiring new employees occasionally.

Comments

    0 of 8192 characters used
    Post Comment

    No comments yet.

    working

    This website uses cookies

    As a user in the EEA, your approval is needed on a few things. To provide a better website experience, hubpages.com uses cookies (and other similar technologies) and may collect, process, and share personal data. Please choose which areas of our service you consent to our doing so.

    For more information on managing or withdrawing consents and how we handle data, visit our Privacy Policy at: https://hubpages.com/privacy-policy#gdpr

    Show Details
    Necessary
    HubPages Device IDThis is used to identify particular browsers or devices when the access the service, and is used for security reasons.
    LoginThis is necessary to sign in to the HubPages Service.
    Google RecaptchaThis is used to prevent bots and spam. (Privacy Policy)
    AkismetThis is used to detect comment spam. (Privacy Policy)
    HubPages Google AnalyticsThis is used to provide data on traffic to our website, all personally identifyable data is anonymized. (Privacy Policy)
    HubPages Traffic PixelThis is used to collect data on traffic to articles and other pages on our site. Unless you are signed in to a HubPages account, all personally identifiable information is anonymized.
    Amazon Web ServicesThis is a cloud services platform that we used to host our service. (Privacy Policy)
    CloudflareThis is a cloud CDN service that we use to efficiently deliver files required for our service to operate such as javascript, cascading style sheets, images, and videos. (Privacy Policy)
    Google Hosted LibrariesJavascript software libraries such as jQuery are loaded at endpoints on the googleapis.com or gstatic.com domains, for performance and efficiency reasons. (Privacy Policy)
    Features
    Google Custom SearchThis is feature allows you to search the site. (Privacy Policy)
    Google MapsSome articles have Google Maps embedded in them. (Privacy Policy)
    Google ChartsThis is used to display charts and graphs on articles and the author center. (Privacy Policy)
    Google AdSense Host APIThis service allows you to sign up for or associate a Google AdSense account with HubPages, so that you can earn money from ads on your articles. No data is shared unless you engage with this feature. (Privacy Policy)
    Google YouTubeSome articles have YouTube videos embedded in them. (Privacy Policy)
    VimeoSome articles have Vimeo videos embedded in them. (Privacy Policy)
    PaypalThis is used for a registered author who enrolls in the HubPages Earnings program and requests to be paid via PayPal. No data is shared with Paypal unless you engage with this feature. (Privacy Policy)
    Facebook LoginYou can use this to streamline signing up for, or signing in to your Hubpages account. No data is shared with Facebook unless you engage with this feature. (Privacy Policy)
    MavenThis supports the Maven widget and search functionality. (Privacy Policy)
    Marketing
    Google AdSenseThis is an ad network. (Privacy Policy)
    Google DoubleClickGoogle provides ad serving technology and runs an ad network. (Privacy Policy)
    Index ExchangeThis is an ad network. (Privacy Policy)
    SovrnThis is an ad network. (Privacy Policy)
    Facebook AdsThis is an ad network. (Privacy Policy)
    Amazon Unified Ad MarketplaceThis is an ad network. (Privacy Policy)
    AppNexusThis is an ad network. (Privacy Policy)
    OpenxThis is an ad network. (Privacy Policy)
    Rubicon ProjectThis is an ad network. (Privacy Policy)
    TripleLiftThis is an ad network. (Privacy Policy)
    Say MediaWe partner with Say Media to deliver ad campaigns on our sites. (Privacy Policy)
    Remarketing PixelsWe may use remarketing pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to advertise the HubPages Service to people that have visited our sites.
    Conversion Tracking PixelsWe may use conversion tracking pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to identify when an advertisement has successfully resulted in the desired action, such as signing up for the HubPages Service or publishing an article on the HubPages Service.
    Statistics
    Author Google AnalyticsThis is used to provide traffic data and reports to the authors of articles on the HubPages Service. (Privacy Policy)
    ComscoreComScore is a media measurement and analytics company providing marketing data and analytics to enterprises, media and advertising agencies, and publishers. Non-consent will result in ComScore only processing obfuscated personal data. (Privacy Policy)
    Amazon Tracking PixelSome articles display amazon products as part of the Amazon Affiliate program, this pixel provides traffic statistics for those products (Privacy Policy)