Healthcare 2026: Which HR Topics Have Priority Now

1. Skills Shortage is a Systemic Issue

The skills shortage is structural and here to stay². Recruitment alone is no longer enough. HR must consistently focus on sustainable workforce management. This includes new role profiles³ such as Physician Associates (PA) or Advanced Practice Nurcing (APN) as well as a clear skills orientation⁴, for example via Entrustable Professional Activities (EPA) and working models that take different phases of life seriously .

In concrete terms, this means

• Targeted use of new role models
• Developing working models that take different phases of life into account
• Enable flexible working hours and remuneration
• Establish transparent and dynamic resource planning

Resource planning and training are classic interdisciplinary topics and not just HR issues. Both are central to the specialist departments and are heavily influenced by them. This makes it all the more important for HR to manage, prioritise and strategically bundle these topics across the board.

2. Efficiency and Humanity Go Hand in Hand

Cost pressure in the healthcare sector is high. Efficiency programmes are a reality. It is therefore important to set clear priorities and tackle the issues proactively

HR can make a concrete contribution here:

• Simplify and standardise HR processes instead of just digitalising them
• Evaluate HR services from a business perspective, make costs and benefits transparent
• Define end-to-end processes and involve frontline employees

Genuine end-to-end processes are interdisciplinary in nature, especially when it comes to integral capacity management. This closely links personnel planning with operational capacity management, such as bed planning. If this interplay works consistently, there are noticeable efficiency gains and a real reduction in the workload in the system.

3. Cyber Risks and Data Protection Directly Affect HR

Healthcare organisations manage highly sensitive data, which is why cyber risks are critical to the system. HR shares responsibility here. Employees must therefore be able to recognise risks and act appropriately

For HR, this means

• Regularly sensitise and train employees
• Clearly define data protection processes
• Critically review the security standards of software providers

Digitalisation increases the risk of cyberattacks, while at the same time creating new opportunities for more efficient processes and better services. HR has a responsibility to carefully balance security and innovation. The relevance of this topic is constantly increasing.

Conclusion: HR is Part of the Healthcare System

HR in the healthcare sector is becoming increasingly interdisciplinary. The key issues of 2026 can no longer be viewed in isolation within the HR department. Topics such as EHR, integrated capacity management and AI require close collaboration with different areas of operation. Those who ensure the ability to work, develop competences in a targeted manner, use Technology sensibly and protect trust will strengthen security of supply

Take the opportunity to consciously put together your HR agenda for 2026. Because HR in healthcare is not a support for the system. It is part of the system.