Recently the Gartier survey published the top priorities for HR leaders in 2024. In light of the same, we in healthcare HR, need to take an urgent view of the and re-align some of our functioning to remain relevant and contemporary.
The role of HR is indeed evolving rapidly. With changes in the way healthcare organisations work, HR executives have to think, operate and engage differently. The way HR has traditionally functioned has long outlived its course. Organisations are placing new demands and expectations on HR leaders, requiring them to acquire new skills with an agile approach to work. Some of the aspects that need to be considered are as follows :
Technology is rapidly evolving. Not only do HR executives have new HRM software to consider, but they have to also contend with new technology in the clinical and non-clinical space and its impact on work place competencies.
Maintaining a strong company culture, which can be challenging especially in healthcare organisations where teams are working in multiple locations.
Training and development practices need to evolve and become much more personalized and available through remote devices.
Data and HR analytics is probably one of the biggest trends that will change the shape of future HR. Predictive analysis will assume importance as against mere post mortems that we are used to.
Healthcare will also be impacted by the gig economy which means employees on short-term contracts or freelancers, as compared to long term jobs.
The app ecosystem is blowing up. There is an app for every action one can think of. So HR has to adapt to integrating existing work methods with customizable apps. HR Apps have several built-in properties such as engaging employees, simplifying onboarding, and executing salary calculations.
How to prepare for future HR trends?
Get accustomed to technology such as HR chatbots, data analytics, and specialized HR software.
Focus on overall organizational success by aligning HR goals with the company’s vision and mission. Particularly work to enhance service culture.
Prepare for the changing work methods and styles of a new, diverse, remote and gender equitable workforce.
Emphasize on creating modern benefits such as parental leaves, financial wellness, and aspects related to mental health, stress management and work-life balance.
Stay updated with competition and changes in economic situations to ensure constructive compensation strategies.
Col M Rajgopal (retd)
Founder, TranscendOrg