The role of HR continues to change – from coach, counselor, employee advocate, and strategist. HR’s effectiveness requires an understanding of the hospital’s strategic direction, as well as the ability to influence key policies and decisions. While HR leaders have many initiatives, fostering a culture that builds leadership skills and engages the entire workforce is key to success.
Staffing issues remain a top challenge. Significant pressure is on hospitals and health care providers to replace aging baby boomer employees. At the same time, the number of people requiring health care services is increasing. This gap between supply and demand is one of human resources greatest challenges.
With thousands of baby boomers retiring every month, an incredible amount of knowledge is being lost. Salaries have done little to help retain these valuable employees; however, keeping boomers from completely exiting the workforce and staying engaged is important area of focus.
As the economy stabilizes, more employees are willing to change jobs, often citing lack of advancement opportunities, workload, and salary. Retaining employees plays a crucial role in patient satisfaction, organizational culture, and quality of care.
HR leaders must tackle both challenges by fostering environments that promote advancement and training opportunities. One way to achieve this is to pair experienced employees who may be nearing retirement with new hires to develop and implement coaching or mentoring programs. These programs will help build needed leadership skills and positively impact strategic planning, staff engagement, and the hospital’s overall performance.
A competitive compensation and benefits strategy helps attract qualified employees needed to provide care to a growing patient population, but what more can HR hospital leadership do to stay ahead of the challenge?