Explore the latest healthcare workforce trends and strategies in our Knowledge Center. Each week, we provide actionable insights and expert tips to help industry professionals stay informed and enhance your workforce management with our up-to-date content.
Hospitals have long struggled to build and manage internal nurse float pools effectively, often depending on manual processes and outdated tools like Excel. These practices hinder effective scheduling coordination, credential tracking, and real-time responses to staffing changes, resulting in costly, inefficient, and hard-to-scale float pool management. Sound familiar?
In the ever-evolving healthcare sector, facilities are grappling with the daunting task of managing their workforce efficiently. The hiring process often presents numerous challenges - from finding qualified professionals on short notice to ensuring compliance with legal regulations. This complexity intensifies for leaders within the post-acute and hospital system space, given their unique staffing needs and regulatory requirements. Amidst this landscape, a transformative solution is imperative to navigate these turbulent waters.
Worker misclassification is a pressing issue in healthcare staffing relationships, with significant implications for healthcare facilities and professionals. Properly classifying workers as either W-2 employees or 1099 independent contractors is crucial to comply with tax obligations, labor laws, and ensure worker benefits.
Healthcare staffing marketplaces have become essential in addressing the workforce crisis faced by healthcare facilities. Navigating the various models and terminology between on-demand, flexible, workforce marketplace, latent supply, 1099 Gig, and workforce ecosystem can be daunting.
The healthcare industry continues to evolve in response to ever-increasing demands. Amid this evolution, the role of nurses remains pivotal, necessitating a comprehensive strategy to incentivize their performance and commitment. This is where nurse staffing incentives come into play, aiding healthcare organizations in enhancing productivity, improving patient outcomes, ensuring quality care, and boosting staff retention. As a complete healthcare workforce solution, ShiftMed offers an extensive suite of benefits that can significantly contribute to these objectives and streamline healthcare professionals' work processes.
In an era where the population we serve is becoming increasingly diverse, the importance of Diversity, Equity, and Inclusion (DEI) in nursing cannot be overstated. This article delves into the critical issue of fostering an equitable workplace in healthcare. Recognizing the unique challenges faced by nurses from underrepresented groups, we offer practical strategies for healthcare facilities to nurture diversity and inclusion. This article underscores the need to address implicit bias, improve nursing staff retention, and cultivate a workplace culture of equity and inclusivity. Join us as we foster a more inclusive and equitable healthcare future.
Overtime has become a common occurrence in the healthcare industry, especially in hospitals and health systems that struggle to meet their staffing needs. Nurses, in particular, are often asked to work overtime, sometimes even on a regular basis. While overtime may seem like a necessary solution to staffing gaps, excessive and prolonged overtime can have negative impacts on patient care, nurse well-being, and hospital finances.
