The health care industry in the U.S. is adding jobs at a faster rate than most other sectors today, with employment projected to grow over 22% by 2018. At the same time, the industry is losing workers due to the large number eligible for retirement, especially in key roles including nurses, medical technologists and primary care physicians. The challenge for the industry, however, will be finding sufficient numbers of people with the advanced skills and training required for the changing health care environment.
Hospital executives recognize the need to be proactive on workforce development and have started to define their future workforce needs. Only by establishing a baseline understanding of an organization's workforce profile and current workforce patterns and costs, and using analytics to conduct future-state scenarios, can executives build a strong business case for making people investments and develop a comprehensive plan for meeting their organization's talent needs.
Organizations that haven't planned for the required skills in sufficient numbers, or those at risk of losing current talent or failing to attract new talent due to outmoded or poorly perceived reward programs, could find themselves ceding competitive ground quickly. A key part of effective workforce planning, therefore, is defining and building a compelling employment proposition, or deal, that helps draw, keep and engage the people needed both now and in the future.
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