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Future HR trends in

Indian Hospital
Industry.
Submitted by:
Nikhil Mohanan (15040141006)
Mukul Dwivedi (15040141008)
Surbhi Mittal (15040141047)
Sonalika Singh (15040141064)
Vaibhav Deshwal (15040141082)

Introduction
As the future health care workforce landscape changes due to a combination of a changing
population in the world, a new generation of workforce caregivers, new technology, and changes
in health care regulations, health care human resource (HR) leaders need to better understand the
challenges and prepare their organization for the future health care workforce to ensure that
quality delivery of patient care endures now and in the future.
As the healthcare industry continues to shift toward performance-based care models, HR leaders
will need to stay focused on recruiting, retaining and engaging their organization's executive
teams and workforce this year. B. E. Smith recently conducted, analyzed and compiled research
for its annual Healthcare Trends white paper, identifying numerous challenges healthcare
executive teams will tackle in 2015.
Four of these trends will be especially important for HR leaders to concentrate on: leadership
compensation and competencies, succession planning, physician leadership and workforce
engagement. Each of these trends present unique opportunities for human resource executives to
strengthen their healthcare organization throughout the year.
It pays to be aware of the latest trends. If theres a certain progressive way of managing your
staff that youre not aware of, and other employers are, then you stand to lose quality people to
competitors who are willing to adopt new strategies. So ask yourself what could your business
do to evolve?
Theres plenty of information out there on recent HR trends. Lockton Companies, a Kansas Citybased firm that offers consulting on risk management, insurance and employee benefits, recently
published an extensive report on whats happening these days, entitled The Lockton Survey
Report. Their data includes responses from 184 HR executives across several major industries,
representing more than 200,000 employees across the United States.
One key trending topic that the Lockton data uncovered is the increased focus on paid time off,
or PTO. Whereas previously, many businesses relied upon a system of vacation time, sick time
and personal time for managing various employee absences, companies today are often grouping
all PTO into one broad category and letting people manage their time for themselves.
PTO benefits and policies continue to evolve to keep pace with changing social and economic
needs, the report stated. For many employees who become parents, paid leave and flexible
support have significant impacts on the familys health and financial well-being.
More specifically, there are five ongoing developments to keep an eye on:

1. Large organizationsremain reluctant


Whereas many smaller employers are willing to offer PTO programs and trust their
employees to manage their time off, larger corporations have been slower to come
around. Currently only 38 percent of big businesses are offering PTO today.
2. The healthcare industry is a trend-setter
Commitment to the idea of PTO programs varies among industries. At the moment, the
healthcare sector is leading the way, offering the greatest amount of time off work to its
employees. On average, new employees start at 165 hours off per year.
3. Vacation or PTO? Thats the question
Offering sick days to employees is a thornier issue, but one things for sure those
employers who dont offer PTO need to offer vacation time instead. And indeed, Lockton
found that 97 percent of organizations that do not offer paid vacation offer PTO
programs. People need their time away.
4. Dissent on tracking turnover rates
Are you tracking how many people leave your company? If so, youre surprisingly alone.
The newest data reveals that 45 percent of organizations today dont use data to keep tabs
on their turnover rates.
5. Support grows for work flexibility
In addition to paid time off from work, the other thing employees want is more flexibility
in their jobs, such as varying hours or the privilege of working from home. Recent data
indicates that flexible work is a key driving factor behind retaining talented employees

Ten trends that will reshape the future of Hospital and


Healthcare HR
Tremendous forces are radically reshaping work as we know it.
Changing employee expectations, new technologies, increasing globalisation and a need for
agility in the face of a turbulent business environment mean that tomorrows workplace will be
barely recognisable from today. HR will need to respond accordingly.
Research by Accenture has identified 10 business trends that will radically reshape HR in the
next five years:

1. The rise of the extended workforce. Companies will be increasingly composed of an evershifting, global network of contractors, business partners and outsourcing providers. As talent
stretches beyond the confines of the company, HR teams may have to pay as much attention to
people outside of the organisation as to those inside.
2. Managing individuals. Instead of managing a workforce with a one-size-fits-all approach,
HR will treat each employee as a workforce of one with unique needs and preferences, and
will customise employee incentives accordingly.
3. Technology advances radically disrupt HR. Technology will integrate talent management
into the fabric of everyday business. HR IT will become a vital component of an
organisationcharacterised by social media, cloud computing, mobility, and Big Data.
4. The global talent map loses its borders. With a mismatch between areas of supply and
demand of jobs globally, companies will be composed of highly diverse workforces. HR will
need to adopt new recruitment strategies to effectively match talent with task across the world.
5. HR drives the agile organization. The world is becoming increasingly unpredictable and
organisations that can adapt to changing business conditions will outperform the competition.
HR will fundamentally reshape itself to enable new organisations designed around nimble and
responsive talent.
6. Talent management meets the science of human behavior. As new discoveries into brain
science and human behavior are emerging and companies are using analytics to achieve
improved results HR will begin to arm itself with the tools and insights of a scientist to achieve
better performances from their workforces.
7. Social media drives the democratization of work. Social media is pervading the workplace
and making it easier for employees to exchange information and ideas online. HR will need to
play a vital role in helping build effective organizational cultures that support this, as well as
incentives and processes for knowledge sharing, innovation and engagement.
8. HR must navigate risk and privacy in a more complex world. As the internet continues to
break down information barriers, HR will adopt risk management strategies covering everything
from protecting confidential information and data, to risks associated with weak hiring or
turnover of talent.
9. HR expands its reach to deliver seamless employee experiences. HR will evolve from
being a clearly defined, stand-alone function to one that collaborates closely with other parts of
the business, such as IT, strategy and marketing, to deliver well-rounded HR and talent
management processes.
10. Tapping skills anywhere, anytime. Skills gaps are widening and HR will be increasingly
hard pressed to ensure their organizations have the right people. HR will need to develop
initiatives to be able to quickly tap skills when and where they are needed.

These trends are happening now and will only get more real and impactful. A very different set
of HR and talent management practices will be required, which are better suited to a highly
volatile, global and knowledge-oriented age.
HR functions that recognise this and react will have an unprecedented opportunity to help
organisations and people become leaders in the new world of work. For those companies that
dont heed the call, HR risks irrelevance.

In an interview with Richard Pizzi, editor of Healthcare Finance News, Jay Weiss, vice president
at Symphony Corporation, offered readers insight into trends in healthcare human resources
management over the course of the next year. His firm, based in Madison, Wis., specializes in
healthcare management technology and services, with a heavy emphasis in human capital
management solutions.
What are some issues that are top of mind for healthcare human resources executives as we
move toward 2012?
Recruitment and retention of the correct number of qualied staff is very high on the list.
Everyone knows there is a big nursing shortfall, but there is a need for highly qualified
individuals all around. Due to the rapid growth of the healthcare sector and its sheer size, it is a
challenge to fill jobs. And despite this need, there are obvious pressures for cost containment
with people accounting for the lions share of an organizations costs.Because of that, there is a
pressure to make the HR organization world class, or at least strive to be better. As a result, it has
become an imperative to employ better processes and technologies to overcome the challenges
talent management, workforce planning and scheduling, self-service applications, business
intelligence, etc.Compliance with new standards is another key issue.Lastly, keeping up with the
technological change is an issue for healthcare staff. Advances in technology require continual
training and career development for employees to remain effective and maintain standards of
care.
How is HR management at healthcare organizations different than HR at other companies?
I dont see too much of a difference except in a couple of areasor, at least, there shouldnt be
too much of a difference. One significant difference right now is that healthcare organizations are
essentially hiring instead of firing; hence, recruitment and retention are one of the most
significant issues. This is not necessarily the case in other industries.Another key difference is in
regulatory compliance. While all organizations have some form of universal compliance EEO,

etc. and others have their own regulatory issues, healthcare has some unique requirements
which must be met, such as JHACO, which requires compliance with quality standards to ensure
that the consumers of healthcare are receiving consistent levels of safe, quality care and includes
constant monitoring of performance and patient safety records.
Lastly, I think as a result of the recent emphasis placed on recruiting and retention and the
recognition that people make up 50 percent or more of the resources of a healthcare institution,
these institutions have a renewed focus on HR Management and the need for better technology to
manage human resources. A case can be made that healthcare institutions have lagged in this area
relative to other industries.
Youve mentioned employee recruitment and retention as a big issue. What are some other
trends you see in these areas in
healthcare?
First off, I think healthcare is embracing
the processes and technology necessary to
effectively manage these processes. More
and more, organizations are implementing
talent management and workforce
planning solutions. As part of that, better performance management practices will enable them to
identify, develop and retain not just all employees, but the right ones. Additionally, as the
pressures in the workplace mount, were starting to see a focus on quality of life initiatives.

Conclusion
Health leaders across the nation face massive changes that are reshaping the health care
environment. As the health care field changes and new regulations intersect with demographic
shifts in both the workplace environment as well as the patient population, there is no question
that tomorrows workforce needs and composition will be vastly different than they are today.
Forward-thinking human resource leaders have an opportunity to elevate their role in enabling
their organizations to rethink future possibilities for care, including the role of caregivers, and
overall workplace redesign to better maximize resources and strengthen patient care. HR leaders
can play a larger, more prominent role in their organizations as they form a greater understanding
of the various employee roles and their potential, invest more in hearing employee ideas and
responding to them, and learn from best practices across the country to ultimately be an
invaluable resource in improving the workplace environment and the overall patient care
experience.
References:

The Future of the Health Care Workforce.ASHHRA.Underwritten by a special contribution from


TIAA-CREF Financial Services.
Emerging trends in human resource management.Ms Amrita Garg, MsAnshika Sharma. Lachoo
Management journal. Volume 1, No 1, July - December 2010.
Strengthening the human resource practice in Healthcare in India.AashimaAgarwal,
ShaliniPareek. JIACM;2011;12(1):38-43
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