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The Future of Learning and Talent Development in Healthcare – Survey Results (Part 1)

To evaluate perceptions about talent management, learning and development, HealthStream surveyed U.S. healthcare HR, Organizational Development, and Learning leaders about their organizations’ strategic use of learning as a component of their talent management programs. Questions asked in the 2019 Annual Report on Talent Management examined how learning programs were governed and led, identified important issues determining focus areas for the future, offered challenges that could be addressed by learning content and data, and covered technology budgeting for 2020. Here are some of the significant conclusions that can be drawn from the survey results about the existing state of talent and learning in healthcare:

Finding 1: Healthcare organizations anticipate several major challenges that they will face during the next year and a half.

Respondents were given a list of 22 initiatives that are common across much of the healthcare industry and then were asked to rate each on a scale of 1 to 10 in terms of importance for their respective organizations. The following big picture goals were identified as the 10 most important areas for respondents’ organizations over the next 18 months:

  • Improving patient safety
  • Workforce training and development
  • Employee satisfaction and engagement
  • Reducing compliance risk
  • Workforce retention in the acute market
  • Maintaining quality in spite of turnover and retirements
  • Becoming an employer of choice in the community
  • Improving survival rates from CPR
  • Reducing burnout and bringing joy to the workplace
  • Interoperability throughout the workplace

Of least importance to respondents over the next 18 months were:

  • Becoming more analytical in the HR department
  • Changing perspective from only acute care to the full continuum

Finding 2: When it comes to decision-making, Human Resources leaders say they are mostly empowered to make the hard choices required to transform their organizations.

We asked the people surveyed how empowered HR leaders feel to enact organizational change. The good news is that a strong majority answered in the affirmative. More than three-quarters said leaders did feel empowered, with 53.3% responding “somewhat empowered” and 25.5% answering “highly empowered.”

This blog post is the first excerpt of three from an article about the survey. Additional findings in future posts will discuss:

  • Organizational patterns for managing healthcare talent development
  • Strategic use of educational content
  • Aligning assessment data with training plans
  • Focusing on learning efficiency
  • Healthcare training budgets

Download the article with all seven findings.

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