Aged care is a highly regulated industry that is plagued by acute skills shortages. With talent demand far outstripping supply, aged care providers must seek out innovative ways to get ahead. For many, it starts with a strategic HR function. Our guide outlines key talent challenges and why many providers are turning to HR technology to assist.
Aged care operators globally have faced significant challenges in recent years. The pandemic shone a spotlight on just how essential this industry is, but also highlighted some of the significant challenges it faces.
For an industry characterised by tight operating margins, endless bureaucratic and compliance-related paperwork, ongoing skills shortages and high employee turnover, doing more with less has become a way of life for many providers.
Instead of being overwhelmed by these challenges, savvy aged care operators are looking at other ways to enhance their business. Top of the list is developing a strategic approach to HR management.
At its core, strategic HR is about having the right people with the right qualifications in the right roles at the right time and place. Beyond that, it’s about providing a unique employee experience (EX) that engages and develops your people. It’s also about maintaining compliance and using data to guide decision-making and provide insights to your business.
Many aged care employers are seeking out workforce management and HR technology to streamline operations, optimise labour costs and enhance the overall EX – resulting in happier, more productive employees who in turn provide high-quality care.
This guide examines why a strategic HR function – fueled by innovative HR and workforce management technology – can drive business success.
In our guide, you’ll discover more about:
How a strategic approach to HR management can impact business performance
The unique people-related challenges facing aged care businesses
How the right HR and workforce management technology can help
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