The healthcare sector is evolving rapidly, with staffing and retention at the forefront of many organizations' strategic planning. In response, data-driven approaches are increasingly being adopted to refine recruitment and training processes. The National Healthcareer Association® (NHA) provides valuable resources that align with these data-centric strategies, aiding healthcare employers in their quest to build resilient and skilled teams.

Addressing Healthcare Staff Burnout and Frustration Through Data

The challenge of equipping a healthcare team with the right skills and support is a complex one. However, by leveraging the latest in data analytics and educational technology, employers can enhance their training and certification programs, leading to a workforce that is both competent and content.

Across the nation, healthcare systems are implementing creative solutions to these challenges. From offering professional development opportunities to focusing on internal career mobility, the support of a partner like NHA can be a key component in these efforts.

Leveraging Data to Recertify Existing Allied Healthcare Employees

A 2022 study found that nearly 60% of nursing leaders identify the emotional health of their workers and staff retention as their two greatest challenges. Of course, they’re not the only ones impacted by these issues. This is just one example of how staffing shortages affect workers—but it also highlights an opportunity.

Opportunity: Supporting existing employees’ certification and recertification is one of the most impactful ways leaders can strengthen teams and inspire talented staff to stay. Luckily, employers don’t have to go it alone. Instead, by working with a partner like NHA, they can leverage data analytics to streamline the training process and improve exam outcomes.

Luckily, employers don’t have to go it alone. Instead, by working with a partner like NHA, they can leverage data analytics to streamline the training process and improve exam outcomes.

Tips for Using Data to Streamline Employee Recertification

Establish an internal certification process and team. For instance, let employees know what the training period entails (timeline, learning platform, etc.) and which staff member(s) will oversee their progress.

  • Motivate—or even incentivize—employee participation.
  • Encourage learners to take advantage of NHA’s Focused Review and share their findings with a trusted staff member who can help them build a remediation plan to address problem areas.
  • Leverage Performance Analytics in NHA’s Learning Insights Center to track each learner’s material usage and progress. If an individual is not taking full advantage of study materials, encourage them to do so. Or if there are areas that seem especially challenging for multiple learners, consider arranging study groups, and determine if there are clinical improvements you could make to enhance real-world learning.
  • Use practice exam results to identify other certifications that would be a good fit for the employee. Stacking credentials can not only help your organization, it is an excellent way to provide desired professional development for your staff. 

Leveraging Data to Certify New Allied Healthcare Employees

New hires present an outstanding opportunity to build the staff you want for the long term. Two particularly powerful ways to attract (and retain) the best and brightest is by offering a training/certification program and laying out career ladder opportunities within your organization.

New hires present an outstanding opportunity to build the staff you want for the long term.

Having a plan in place from the outset provides clear expectations for employees. This clarity is crucial because it helps employees understand what is expected of them in terms of skills and performance and demonstrates career progression opportunities. It also motivates new hires to achieve certification and work hard to pursue the promotions outlined upfront.

Tips for Using Data to Streamline New Employee Certification

  • All the tips for recertifying existing employees in the previous section apply to new hires
  • Within NHA’s Learning Insights Center, leaders have access to legacy PDFs that offer a trove of valuable insights. Employers can use that data to understand where a particular new hire is struggling, proactively address those areas in more detail, and fend off discouragement early on.

Developing Talent From Other Roles

One of the best ways to hang onto skilled team members is to advocate for their continued growth and development—even if that means them changing roles. Employers benefit in many ways from this. For instance, you know what you’re getting from an existing employee versus a new hire. Plus, they already understand your organization’s culture, expectations, and processes, so less onboarding is required.

Tips for identifying candidates to transition roles and/or gain certification:

  • They express a desire to learn and progress in your organization
  • They’re self-motivated
  • They’re particularly adept in a specific area(s)
Once you’ve identified candidates, it’s important to provide them with what they need to move forward. By already having a certification process in place, the training and preparing for the transition are far more likely to be successful.

Strategic Partnerships For Lasting Success

By partnering with NHA, healthcare employers can leverage data-driven insights to streamline training and certification processes, fostering a skilled and confident workforce.

Ready to enhance your team's capabilities and patient care outcomes? Connect with an NHA Advisor for a free consultation and start shaping the future of your healthcare staff today.

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With NHA, you're supported every step of the way towards a stronger, more resilient allied health team.




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