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The new career lifecycle

August 22, 2017

Infor HRx blog—a prescription for healthcare people-related challenges

Did you know 17% of jobs today didn’t exist two years ago? That’s how rapidly our workforce landscape is changing—for people and organizations. As employers, are we ready and able to keep pace?

In healthcare, a tight labor market and value-based payments mean we don’t have a choice. First, we must throw out the assumption that we’re going to hire one person for one job. Then follow that by getting rid of the notion that employees look at jobs as linear, which means getting a job with one organization and sticking around for years or even until retirement. Instead, employees, especially Millennials, have a new career lifecycle, as I shared in my HR in 2020 presentation at CHRO.Online. That lifecycle includes movement in and out of a wide variety of roles and jobs over the course of a career.

That means we, as employers, need to continuously personalize the work experience and provide visibility to that next opportunity. Millennials want the flexibility to change roles and manage their own time, including scheduling. The good news is these same people want to stretch and bend their skills and experience. That unwillingness to be stagnant means they are looking for ways to improve the organization, and that shows up in improvements within the patient experience.

Individuals with transferrable skills can fill a variety of roles in our ever-changing organizations. Those are the employees we want to retain. Not only because turnover is so costly in terms of dollars (an average cost of turnover for a bedside registered nurse ranges from $37,700 to $58,400), but it also compromises continuity of care.

Infor Talent Science gauges employee Behavioral DNA, even before an employee is hired. Managers match candidate profiles that align a candidate’s goals with the expected work experience. Would this person thrive better in the ER or in the surgical suite? Once hired, Talent Science helps provide ongoing performance feedback employees are looking for, thus delivering continuous development opportunities to keep them engaged, and energized.

It also helps us break a bad habit we have in healthcare, which is thinking that every great nurse will be a great nurse manager. Perhaps some nurses would be happier in another role, such as training? A solid Talent Science profile helps us know this in advance and prevent pigeonholing people into one job, something we know doesn’t work for Millennials.

One of my Infor colleagues shared her experience fresh out of nursing school. After graduation, two of her classmates had already decided they were not going into nursing. Four others left the field after a couple of years. That tells me it’s time we understand, with data and analytics, what drives nursing engagement, or this is going to be an all-too common scenario in an already challenging staffing climate.

- Marcus Mossberger, Human Capital Management Strategy Director, Infor Healthcare
  • Healthcare
  • EMEA
  • North America
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