With IT talent shortages reaching record heights, the healthcare industry is under mounting pressure to not only hire high performing technology employees to manage its mission-critical network security and data loss prevention efforts, but also to retain these staff members once they’ve joined the team.

Unfortunately, successfully retaining high-performing employees is proving difficult for organizations across all industries. The 2018 SHRM/Globoforce Employee Recognition Report reveals that employee turnover ranks as a top concern for human resources, with 47% of all HR professionals citing retention as one of their biggest challenges.

How to retain high-value healthcare employees 

Healthcare’s ongoing endeavor to successfully and proactively prevent a cyber attack amidst an ever-widening technology talent gap, coupled with the industry’s rapidly expanding struggle to maintain existing staff, has prompted HR administrators to leverage human capital management (HCM) systems and protocol throughout their organizations.

The HCM premise is simple. Because a company’s employees are its biggest assets, a business’ staff should be invested in, supported, and managed at all times to drive value and results within three specific workforce categories:

  • Acquisition
  • Management
  • Optimization

For healthcare facilities across every vertical, recognizing and implementing some of the most effective human capital management practices can help sustain operational momentum throughout their organization, improve employee satisfaction levels, and potentially inoculate the business from the surging turnover epidemic sweeping through the industry on a virtually global scale.

Some of the most innovative human capital management strategies include:

Contingent workforce engagement

Using a contingent workforce (outsourced contractors, consultants, freelancers, and remote workers) can prove a significant contributor to boosting overall operational success.

Many forward-thinking healthcare organizations leverage a managed security service partner (MSSP) as part of their contingent workforce HCM efforts.

A qualified MSSP can manage all IT and cybersecurity efforts within an entire company, upholding superior network security standards and compliance while allowing internal resources to focus on other pressing tasks for maximum productivity and output.

Workforce planning

Effective workforce planning requires strategically aligning both the organization’s and staff’s needs and priorities to launch collective achievement of goals, objectives, and regulatory mandates.

Many healthcare administrators don’t realize that partnering with an MSSP can also play a pivotal role in the success of this particular human capital management initiative as well. Recent years have brought a significant upswing in employee demand for mobile work opportunities.

To support this workforce priority, human resources must establish a protocol that grants mobile workers access to all necessary tools to complete all tasks, duties, and functions.

For any remote workers, a qualified and experienced MSSP will help develop a high performing platform that launches efficiencies and network security throughout a completely secure digital network.

Educational And training resources

Education and training are two major factors in any human capital management plan that ultimately strives to invest in the long-term development of internal staff members.

One of the best ways to leverage this important HCM practice is to develop a digital library of training materials that your employees can access anywhere. Your chosen MSSP can create an online archive that’s fortified against cyber attacks and data breaches.

Additionally, they can also work directly with your employees to create a consistent training protocol on various technology platforms and systems that broadens their individual skill sets as well as maintains the highest cybersecurity standards at all times.