Healthcare HR Statistics 2024 – Everything You Need to Know

by

Are you looking to add Healthcare HR to your arsenal of tools? Maybe for your business or personal use only, whatever it is – it’s always a good idea to know more about the most important Healthcare HR statistics of 2024.

My team and I scanned the entire web and collected all the most useful Healthcare HR stats on this page. You don’t need to check any other resource on the web for any Healthcare HR statistics. All are here only 🙂

How much of an impact will Healthcare HR have on your day-to-day? or the day-to-day of your business? Should you invest in Healthcare HR? We will answer all your Healthcare HR related questions here.

Please read the page carefully and don’t miss any word. 🙂

Best Healthcare HR Statistics

☰ Use “CTRL+F” to quickly find statistics. There are total 151 Healthcare HR Statistics on this page 🙂

Healthcare HR Benefits Statistics

  • Salary (67%) and benefits (63%). [0]

Healthcare HR Market Statistics

  • The 58% reduction in Part D revenue would reduce the number of new medicines that small and emerging companies bring to market by 88% across the U.S., according to our report. [1]
  • 86% of HR professionals surveyed indicated recruitment is becoming more like marketing. [2]

Healthcare HR Software Statistics

  • 41% attribute the success of their HR software to a close relationship between IT and HR.HR. [0]

Healthcare HR Latest Statistics

  • Employment of human resources managers is projected to grow 9 percent from 2020 to 2030, about as fast as the average for all occupations. [3]
  • Looming Shortages number of health care jobs in the U.S. will grow nearly 12 percent between 2018 and 2028, according to U.S. Bureau of Labor Statistics projections nearly double the projected rate for all occupations. [4]
  • [4]
  • They produced just 158,000 graduates in 2015, for example, according to a government study. [4]
  • [4]
  • Workers must attend at least 85 percent of meetings, in person or remotely, or be docked pay. [4]
  • Employment of human resources specialists is projected to grow 10 percent from 2020 to 2030, about as fast as the average for all occupations. [5]
  • Berkshire now owns 9.5% of Activision Blizzard News • 12 hours ago The big question ahead of Berkshire Hathaway’s 2024 meeting End of an era?. [6]
  • 2 days ago Stocks slide to end April with steep losses; S&P 500 drops 8.8% in worst month since March 2020 News •. [6]
  • • 2 days ago Stocks open lower as indexes head for monthly losses; Amazon shares slide 10% after results disappoint News • 2 days ago Why Warren Buffett has ‘never made a decision based on an economic prediction’. [6]
  • Short % of Float. [6]
  • Short % of Shares Outstanding. [6]
  • Forward Annual Dividend Yield 44.58% Trailing Annual Dividend Rate 31.22. [6]
  • Return on Assets 1.25% Return on Equity 3.22%. [6]
  • Quarterly Revenue Growth 8.30% Gross Profit 317.44M EBITDA. [6]
  • Seventy per cent (70%). [7]
  • 51% of job hunters prefer finding job opportunities through online listings. [0]
  • 53% of people look up company details and reviews on job search websites. [0]
  • The global workforce is 55.3% male and 44.7% female,cites LinkedIn’sWorkforce Diversity Report 2020. [0]
  • 58% of leadership positions are held by men. [0]
  • LinkedIn’s report also highlights thatBlack and Latino workers only represent 5.8% of leadership rolesin their survey. [0]
  • McKinsey’s Diversity and Inclusion Report states thatcompanies with greater gender diversity outperform less diverse companies by 25%.When companies put both men and women in leadership roles, they are 25% more likely to outperform their peer group. [0]
  • Companies with ethnic diversity outperform peers of less diverse companies by 36%Ethnic diversity practices strongly correlate with improved financial performance. [0]
  • Business executive teams that included ethnic diversity were 36% more likely to financially outperform. [0]
  • , highlights that 25% of companies’ onboarding programs don’t include any form of training. [0]
  • Up to 20% of staff turnover occurs within the first 45 days. [0]
  • 72% of respondents listed oneon one time with their direct manager as the most important part of any onboarding process. [0]
  • 70% of say a friend at work is the most crucial element to a happy work life. [0]
  • 51% ofmanagers are not engaged; 14% are actively disengaged. [0]
  • Meanwhile, Gallup’s Employee Engagement poll, states30% of U.S. workers are engaged in their workplace. [0]
  • Companies with high employee engagement are 21% more profitable Engaged workers are healthier workers. [0]
  • 33% of workerslook for a new job because they’re bored. [0]
  • 89% of workers believe it’s important to always network for future opportunities. [0]
  • With nearly 90% of workers constantly networking for new opportunities, some attrition is natural across all industries. [0]
  • The report states that 47% of HR teams say employee retention and turnover is their biggest challenge. [0]
  • An estimated 35% of employees will leave their jobs each year to go work somewhere else. [0]
  • 27% of workers leave their jobs voluntarily every year. [0]
  • 80% of exit surveys use poor methodology. [0]
  • Job characteristics and work environment led the way at 81% and 53%, respectively. [0]
  • While just 39% expected workers to spend at least one day a week at home before the COVID19 pandemic, 55% plan on this after COVID ends, states the COVID 19 US Remote Work Survey by PwC. [0]
  • Once the coronavirus subsides and allows offices to reopen,32% of workerswant five days at home per week, 9% four days per week, 17% three days per week, 14% two days per week and 11% one day per week. [0]
  • 17% would like to work remotely less than once per week or stay in the office full. [0]
  • A twopart disease management and lifestyle program saved employersroughly $30 per employee,but 87% came from disease management. [0]
  • 87% of employees participate in lifestyle management programs. [0]
  • According to LinkedIn’s 2020 Workplace Learning Report 83% of executives support employee learning. [0]
  • Companies who encourage curiosity see employees engage more deeply in their work, with 73% generating and sharing new ideas. [0]
  • 24% of development professionals don’t measure learning engagement. [0]
  • Employer portals led 56% of employees to learning opportunities. [0]
  • PwC HR Technology’s Survey indicates that58% of businesses use HR technology to find, attract and retain talent. [0]
  • Roughly44% of talent managerslook to cloud solutions to increase efficiency and productivity, while 35% see the cloud as a way to reduce costs. [0]
  • 74% plan on increasing spending on HR technology. [0]
  • 47% of companies will use AI based solutions in human resources by 2024.AI is already something 17% of businesses leverage. [0]
  • 57% of those using AI in HR are looking to improve their employee experience. [0]
  • 51% look to AI to save costs with HR.Repetitive tasks may be automated with AI, and that can lead to significant savings. [0]
  • According to the Open University, 79% of job applicants use social media in a job search. [0]
  • More than three quarters (76%). [8]
  • Roughly one in 10 (9%). [8]
  • Employed women are more likely to report they are currently experiencing worker burnout than employed men (80% vs. 72% ). [8]
  • Employed women aged 3544 are more likely than some of their younger and older counterparts to report they are currently experiencing complete burnout . [8]
  • Among employed men, those aged 4554 are three times as likely as those aged 18 34 to say they are currently experiencing complete burnout (15% vs. 5%). [8]
  • While just 6% of unmarried American employees report they are currently experiencing complete burnout, 12% of their married counterparts report the same. [8]
  • 12% of working parents with children under 18 report they are currently experiencing complete burnout, while only 7% of those who do not have children under 18 report the same. [8]
  • 57% of those experiencing worker burnout say worries about COVID 19 are a contributing factor. [8]
  • A third (33%). [8]
  • Nearly a quarter of those experiencing worker burnout (23%)—and a third of those aged 35 44 experiencing worker burnout (33%). [8]
  • Those experiencing worker burnout with spouses are more likely than their unmarried counterparts to report working from home as a contributing factor to worker burnout (38% vs 24%). [8]
  • Nearly a third of American employees (30%). [8]
  • The same proportion (30%). [8]
  • Empathy and support from managers would help curtail burnout, according to more than a quarter of American employees (26%). [8]
  • Nearly a quarter of American employees (24%). [8]
  • More than half of American employees (51% ). [8]
  • Worryingly, nearly one in 10 American employees (9%). [8]
  • According to projections by the Bureau of Labor Statistics , healthcare will add more jobs than any other industry through 2026, accounting for about 2.4 million new positions. [9]
  • A recent survey by CareerBuilder found that 70% of nurses feel burned out, with 54% reporting high stress levels. [9]
  • More than 40% of physicians exhibit at least one symptom of burnout, according to a study by the Mayo Clinic Burnout is particularly troublesome in the medical industry. [9]
  • According to the study, this policy would reduce the Part D revenues for U.S. companies by $358 billion over the next five years, a 58% reduction before interest and taxes. [1]
  • In addition, only about 8% of drugs that make it into clinical trials achieve that agency approval. [1]
  • Our study shows that emerging biopharma companies like this cell therapy company produce around 70% of the medicines in the U.S. research and development pipeline. [1]
  • Of the 59 new drugs approved nationwide in 2018, 74% originated from small companies. [1]
  • Reducing biopharma earnings by 58% would also sacrifice jobs 80,000 or more nationwide. [1]
  • According to the 2019 California Life Sciences Industry Report , biomedical companies in California produced more than $175 billion in revenues, employed more than 300,000 people, and paid nearly $20 billion in federal state and local taxes. [1]
  • the sensitivity and accuracy of the two clustering methods were 98% and 96%, respectively. [10]
  • The power of both of clusters methods are 98%, while the type I error was 0.03 and 0.09 for the clustering methods #1 and #2, respectively. [10]
  • HR executives were slightly more deliberate than nonHR executives about focusing on wellbeing as an important outcome of work transformation, with 20% of HR executives selecting it as a priority compared to 15% of non. [2]
  • 70 percent of employees said that their sense of purpose is defined by their work. [2]
  • 69% of employees are likely to stay with a company for 3 years if they experience great onboarding. [2]
  • Receiving company swag helps create a welcoming feeling, 91% of those who received swag felt effectively welcomed to their new company. [2]
  • 86% of employees and job seekers research company reviews and ratings to decide on where to apply for a job. [2]
  • U.S. Bureau of Labor Statistics data shows that between April and August 2020, the number of employee initiated separations decreased by 27 percent compared to the same period in 2019. [2]
  • In early 2021 Gallup found that 36% of U.S. employees were engaged in their work and workplace. [2]
  • Globally, 20% of employees are engaged at work. [2]
  • 45% of employees feel emotionally drained from their work and the younger the employee, the more likely they are to report these sentiments. [2]
  • Job satisfaction was not impacted by Covid 19 job satisfaction went from its lowest rate of 42.6% in 2010 to 56.9% in 2020. [2]
  • Of the group of employees working in non remote positions with little workplace flexibility, 70.5 percent report negative work effectiveness, with 50.4 percent feeling disengaged and 57.6 percent saying they’re struggling. [2]
  • 75% Senior HR Managers agree that collaboration, constant communication and a mentorship culture between managers and teams will become the future mandate of a high performing workplace. [2]
  • 22% of organisations are asking managers to focus more on behaviours than outcomes when assessing performance this year, and 12% are asking managers to focus more on outcomes than behaviours. [2]
  • 64% of employees say employee recognition and appreciation is more important while working from home. [2]
  • 40 percent say they aren’t recognized enough during COVID. [2]
  • 82% of employed Americans don’t feel that their supervisors recognize them enough for their contributions. [2]
  • 65 percent of US Hispanics and Latinos work in the five sectors that are suffering the largest drops in GDP during the pandemic, including leisure and hospitality and retail trade. [2]
  • Nearly 3 in 5 employees reported negative impacts of work related stress, including lack of interest, motivation, or energy (26%) and lack of effort at work (19%). [2]
  • Meanwhile, 36% reported cognitive weariness, 32% reported emotional exhaustion, and an astounding 44% reported physical fatigue—a 38% increase since 2019. [2]
  • Managers are also feeling stretched thin 59% said they’re working more than they did before the pandemic, and 72% said they’re under pressure to work even when they’re sick. [2]
  • Meditation app Headspace reported that interest from companies has increased by more than 500%. [2]
  • In the previous example, suppose that the population rate of obesity among all adults eligible for the medication was 25%. [11]
  • In a simple random sample of 30 patients from this population, there is a 19.7% chance that at least 10 patients will be obese, resulting in a sample obesity rate of 33.3% or even higher. [11]
  • They are constructed based on the sample statistic and certain features of the sample that gauge how likely it is to be representative and are reported to a certain threshold [6]. [11]
  • A 95% confidence interval is an interval constructed such that, on average, 95% of random samples would contain the true population statistic within their 95% confidence interval. [11]
  • Thus, a threshold for significant results is often taken as 95%, with the understanding that all values within the reported range are equally valid as the possible population statistic. [11]
  • In the case of the study, the null hypothesis is that the population rate of obesity among patients on the medication is equal to the overall rate of obesity among all patients eligible for the medication, that is, 25%. [11]
  • Thus, we can say that our observed rate of 40% is significantly different from the hypothesized rate of 25% at a significance level of 0.05. [11]
  • In another sense, the 95% confidence interval for the observed proportion is 25.6% to 61.07%. [11]
  • Confidence intervals correspond to twotailed tests, where a two tailed test is rejected if and only if the confidence interval does not contain the value associated with the null hypothesis (in this case, 25%). [11]
  • A threshold of 0.05 (or 5%). [11]
  • A coin flip is a trivial example the risk of observing a is ½ or 50%, as of all possible unique trials , only one is the event of interest. [11]
  • For instance, looking at obesity rates within the U.S. population, the CDC reported that 42.4% of adults were obese in 2017. [11]
  • So, the risk of an individual in the U.S. being obese is around 42.4% [8]. [11]
  • Earlier, we supposed that the obesity rate of eligible patients was 25%, but here we will use the 42.4% associated with the U.S. adult population. [11]
  • Suppose we observe a risk of 25% in a random sample of patients on the medication as well. [11]
  • However, we have assumed that the population eligible for the medication had an obesity rate of 25% perhaps only a group of young adults, who may be healthier on average, are eligible to take the medication. [11]
  • If we observe an obesity rate on the medication of 40%, with a p value less than the significance level of 0.05, this is evidence that the medication increases the risk of obesity. [11]
  • The study reports that patients with a prolonged electrocardiographic QTc interval were more likely to die within 90 days compared with patients without a prolonged interval . [11]
  • Having a confidence interval between 1.5 and 4.1 for the risk ratio indicates that patients with a prolonged QTc interval were 1.5 4.1 times more likely to die in 90 days than those without a prolonged QTc interval. [11]
  • Having a CI of 1.12.9 for the RR means that patients with a MAP outside the range of 100140 mmHg were 1.1 2.9 times more likely to die than those who had initial MAP within this range. [11]
  • For another example, a 2018 study on Australian naval recruits found that those with prefabricated orthoses had a 20.3% risk of suffering at least one adverse effect, while those without had a risk of 12.4% [11]. [11]
  • However, the same study reports a 95% confidence interval for the risk ratio of 0.96 to 2.76, with a p. [11]
  • Looking at the confidence interval, the 95% reported range includes values under 1, 1, and values above 1. [11]
  • Remembering that all values are equally likely to be the population statistic, at 95% confidence, there is no way to exclude the possibility that foot orthoses have no effect, have a significant benefit, or have a significant detriment. [11]
  • The problem here is that a study where two groups had a risk of 0.2% and 0.1% bears the same RR, 2, as one where two groups had a risk of 90% and 45%. [11]
  • Though in both cases it is true that those with the intervention were at twice the risk, this equates to only 0.1% more risk in one case while 45% more risk in another case. [11]
  • While the risk, as determined previously, of flipping a coin to be heads is 12 or 50%, the odds of flipping a coin to be heads is 11, as there is one desired outcome , and one undesired outcome (non). [11]
  • The study data reported an OR of 15.75, with the small discrepancy likely originating from any pre calculation adjustments for confounding variables that was not discussed in the paper. [11]
  • An HR of 1 indicates no divergence within both curves, the likelihood of the event was equally likely at any given time. [11]
  • In both the intervention and the control group, 25% had died by week 40. [11]
  • Since both groups decreased from 100% survival to 75% survival over the 40 week period, the hazard rates would be equal and thus the hazard rate equal to 1. [11]
  • However, it is possible that in the intervention group, all 25% died between weeks six to 10, while for the control group, all 25% died within weeks one to six. [11]
  • However, for those with high impulsivity, though the HR was 1.17, the 95% confidence interval ranged from 1.00 to 1.37. [11]
  • Thus, to a 95% confidence level, it is impossible to rule out that the HR was 1.00. [11]
  • Studies vary slightly, but in general, hospital turnover in 2018 was at 19.1%, with nursing staff specifically at 17.2%. [12]
  • For nursing professionals, data reveals nearly 30% are looking for a new position within their field almost 5% looking to switch fields entirely. [12]
  • With projections for 5% growth in the category through 2026, the Bureau of Labor Statistics expects a nursing shortage to intensify as less enter the field and more demand is placed on providers by aging Americans. [12]
  • According to their data, even though less than 20% of workplace injuries occur in the healthcare industry, 50% of assaults are committed against healthcare workers. [12]
  • For the two years between 2011 and 2013, over 70% of 25,000 annual workplace attacks reported occurred in healthcare and social service settings. [12]
  • These workers represent over 10% of the workplace injuries that result in days off the job, compared to 3% of private sector employees. [12]
  • One study put 71% of healthcare cybersecurity incidents at the hands of staff members 58% inadvertent, 18% intentional. [12]
  • Of the data breached, 79% was patient information, 37% personal information, and another 4% included payment data. [12]
  • The average cost per medical record data breach was 69% greater than the national average. [12]

I know you want to use Healthcare HR Software, thus we made this list of best Healthcare HR Software. We also wrote about how to learn Healthcare HR Software and how to install Healthcare HR Software. Recently we wrote how to uninstall Healthcare HR Software for newbie users. Don’t forgot to check latest Healthcare HR statistics of 2024.

Reference

  1. netsuite – https://www.netsuite.com/portal/resource/articles/human-resources/hr-statistics.shtml.
  2. statnews – https://www.statnews.com/2019/12/09/hr3-wrong-path-lower-drug-costs/.
  3. peoplemanagingpeople – https://peoplemanagingpeople.com/articles/hr-statistics/.
  4. bls – https://www.bls.gov/ooh/management/human-resources-managers.htm.
  5. shrm – https://www.shrm.org/hr-today/news/hr-magazine/spring2020/pages/health-care-industry-top-hr-challenges.aspx.
  6. bls – https://www.bls.gov/ooh/business-and-financial/human-resources-specialists.htm.
  7. yahoo – https://finance.yahoo.com/quote/HR/key-statistics/.
  8. who – https://www.who.int/health-topics/health-workforce.
  9. springhealth – https://springhealth.com/16-statistics-employee-burnout/.
  10. accesscorp – https://www.accesscorp.com/blog/important-trends-in-healthcare-hr/.
  11. nih – https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3963323/.
  12. cureus – https://www.cureus.com/articles/39455-whats-the-risk-differentiating-risk-ratios-odds-ratios-and-hazard-ratios.
  13. zenefits – https://www.zenefits.com/workest/hr-challenges-in-healthcare-industry/.

How Useful is Healthcare Hr

One of the primary functions of healthcare HR is recruitment. The quality of healthcare providers directly impacts the quality of care provided to patients. A skilled and competent workforce is essential for delivering quality healthcare services. HR managers are responsible for recruiting talent that meets the healthcare facility’s needs. They must find candidates who possess the necessary skills, experience, and qualifications to fill various roles within the organization.

Training and development are another crucial function of healthcare HR. In a continuously evolving field like healthcare, it is essential to provide ongoing training opportunities for healthcare professionals to stay updated with the latest medical advancements and technologies. HR managers are responsible for organizing training programs, seminars, and workshops to help healthcare professionals enhance their skills and knowledge. These efforts ultimately lead to improved patient outcomes and overall satisfaction.

Employee management is yet another critical aspect of healthcare HR. Healthcare professionals are often overworked and under immense pressure, leading to burnout and decreased job satisfaction. HR departments play a crucial role in managing employee workload, scheduling, and overall well-being. They are responsible for addressing employee grievances, conducting performance evaluations, and promoting a positive work environment. By fostering a supportive work culture, healthcare HR can help reduce employee turnover and improve job satisfaction among healthcare professionals.

Moreover, healthcare HR is instrumental in ensuring compliance with regulations and standards governing the healthcare industry. Healthcare facilities are subject to various regulatory bodies that set guidelines and standards for patient care and safety. HR managers must ensure that all healthcare professionals adhere to these regulations and maintain compliance at all times. Failure to comply with these regulations can lead to severe consequences, including fines or license suspension.

In conclusion, healthcare HR plays a vital role in the functioning of a healthcare organization. From recruitment and training to employee management and compliance, HR departments are essential in ensuring the smooth operation of healthcare facilities. By recruiting skilled professionals, providing ongoing training, managing employee well-being, and maintaining regulatory compliance, healthcare HR helps improve patient outcomes and overall satisfaction. The importance and usefulness of healthcare HR cannot be overstated in the healthcare industry.

In Conclusion

Be it Healthcare HR benefits statistics, Healthcare HR usage statistics, Healthcare HR productivity statistics, Healthcare HR adoption statistics, Healthcare HR roi statistics, Healthcare HR market statistics, statistics on use of Healthcare HR, Healthcare HR analytics statistics, statistics of companies that use Healthcare HR, statistics small businesses using Healthcare HR, top Healthcare HR systems usa statistics, Healthcare HR software market statistics, statistics dissatisfied with Healthcare HR, statistics of businesses using Healthcare HR, Healthcare HR key statistics, Healthcare HR systems statistics, nonprofit Healthcare HR statistics, Healthcare HR failure statistics, top Healthcare HR statistics, best Healthcare HR statistics, Healthcare HR statistics small business, Healthcare HR statistics 2024, Healthcare HR statistics 2021, Healthcare HR statistics 2024 you will find all from this page. 🙂

We tried our best to provide all the Healthcare HR statistics on this page. Please comment below and share your opinion if we missed any Healthcare HR statistics.

Leave a Comment