In our 2024 HR trends & insights report, we gathered valuable resources and data points to help reshape workforce learning and talent mobility strategies.
Here we have collected the top 5 trends & insights for healthcare leaders.
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The next generation of healthcare professionals is looking for purpose-driven pathways..
Future clinical professionals are already on your payroll.
Non-clinical healthcare employees have shown strong interest in pursuing roles that include patient care — but need access to the right programs and pathways.
A recent Guild survey showed that 40% of frontline employees in non-clinical frontline roles aspired to move into patient-facing roles.
AI has the potential to significantly reduce burnout-inducing administrative burden. Beyond that, AI stands to impact all of healthcare — from systems and records to procedures and patient care — meaning AI skills are important across roles in healthcare.
Talent leaders can reduce administrative burden and empower their entire workforces to gain critical skills for the future by ensuring education benefits cover AI upskilling programs that don’t have prior education requirements.
Silos within HR and people teams can cause companies to miss where internal recruitment and upskilling can significantly impact ROI.
Expert perspective: How Bon Secours Mercy Health drives internal mobility
“So much of our talent acquisition, recruitment industry is heavily focused externally, it's on stealing talent from your competitors. And that's a fundamentally different skill set from growing your own people. It's also fundamentally different from helping folks who are new to the industry grow within it.
An internal mobility team enables the recruitment team to go out and hire inexperienced folks, bring them into entry point seats, and then help them grow and grow in a way that they wouldn't be able to do on their own.” — Jeff Johnson, Director for Workforce Pipelines, Bon Secours Mercy Health
Fully-funded tuition is a force multiplier for your internal talent pipeline.
For the 3.6M entry-level healthcare aides in the US with a median pay of only $14.15/hour, tuition assistance removes a key financial barrier to career advancement.
Covering tuition costs up-front doors for your future healthcare workforce.
Affordability can prevent nonclinical employees from making the transition into critical clinical roles.
Healthcare employees are 3.2x more likely to enroll in a fully funded program — increasing to 6x for those with no prior education beyond high school.
Value-based care requires a full change management process. Building alignment and momentum from within is a critical first step.
Taking the right approach to culture and mobility is an operational imperative.
“We have millions of encounters per year. Staffing facilities is a matter of life and death,”
Allan Calonge, Chief People Officer for Bon Secours explained, adding that since launching with Guild, Bon Secours Mercy Health saw turnover plummet, along with a significant reduction in vacancies. Employees who became Guild learners were 3.1x less likely to leave — and 56% of hires cited Bon Secours Mercy Health’s education benefit as a critical factor in joining the organization.
As organizations listen to HR leaders like never before, HR leaders have an opportunity to improve lives and solve critical business problems like never before.
Download our HR Trends & Insights report to gather valuable resources and data points to help reshape workforce learning and talent mobility strategies.
