In healthcare, workforce burnout is easy to see but harder to solve. Teams are short-staffed, compliance demands are growing, and the systems that were supposed to support employees are becoming part of the problem. The 2025 Healthcare Workforce Management Report puts hard numbers to the pressure HR leaders have been sensing for years. Based on responses from over 650 healthcare professionals and administrators, the findings offer both a reality check and a roadmap.
For CHROs, HR tech executives, and talent leaders, this report is a call to reimagine the systems at the heart of care delivery. Despite the industry’s focus on recruitment and retention, healthcare’s operational infrastructure hasn’t kept pace. And it’s hurting everyone from the C-suite to the frontlines.
Viventium Software Inc. is a SaaS supplier of human capital management (HCM) with headquarters in the United States. It specializes in full payroll and HR solutions made especially for the healthcare and post-acute care sectors, such as senior living facilities, skilled nursing, home care, and hospice.
Here’s what the Workforce Management Report found:
- 74% of healthcare organizations are currently experiencing active staffing shortages.
- 72% of care staff report monthly burnout.
- 81% of admins say they make payroll errors at least once a month.
- Only 37% of frontline staff feel satisfied in their roles.
It’s no longer enough to ask: How do we hire more people?
We have to ask: What systems are we asking people to work within?
Five Workforce Failures That HR Tech Must Solve
When the systems supporting your people fall short, even the best talent can’t thrive. These five gaps reveal where outdated tools are quietly hurting trust, efficiency, and retention.
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Payroll Complexity That Breeds Mistrust
Healthcare pay is layered shift differentials, weekend rates, per-visit billing, and union rules. But many organizations are still using generic or outdated payroll systems. According to the report, 80% of staff lose trust after just three payroll errors a year. That’s not just a tech issue, it’s a retention issue.
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Misaligned Priorities Around Compensation
Care staff rank pay as their #1 priority. But most administrators don’t. That disconnect leads to underinvestment in pay strategy and missed opportunities for performance-based incentives, transparent pay communication, and long-term loyalty.
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Manual Compliance Management
Credential tracking, training logs, and policy updates are still being managed in spreadsheets across many organizations. Only 9% of administrators actively monitor changing regulations. That’s a compliance risk and a burnout accelerator for HR teams.
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Disjointed Workforce Tools
HR leaders in healthcare are often forced to work across multiple systems, one for scheduling, another for HRIS, and a third for payroll. These silos make it hard to gain insights, act quickly, or maintain a consistent employee experience.
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Overuse of Temporary Staffing
With full-time staff leaving, many orgs rely heavily on agency and gig workers. This may plug holes, but it increases operational costs and weakens long-term culture and engagement.
Why HR Tech Strategy Is the Real Differentiator in 2025
The 2025 Healthcare Workforce Management Report makes one thing abundantly clear: organizations that adopt healthcare-specific workforce management platforms are not only improving efficiency, they are reshaping their workforce experience. These aren’t generic HCM suites; they’re built to navigate the complexity of clinical environments.
Results speak volumes:
- 85% faster payroll processing.
- Substantially fewer compliance errors.
- Higher levels of staff trust and satisfaction.
- Greater administrative efficiency with reduced tech fatigue.
As HR leaders, we talk endlessly about aligning people, processes, and technology, but in healthcare, that alignment is the difference between keeping your team engaged or watching them burn out.
As industry analyst Chris Fernandez from Microsoft puts it: “AI-driven HR tech is transforming how we optimize staff allocation and reduce administrative burden, boosting workforce agility and enabling leaders to be more strategic.”
For healthcare organizations, the stakes are high. HR tech isn’t just a support function; it is the foundation of workforce resilience, retention, and ultimately, patient care.
Four Actionable Shifts for HR and People Leaders
Real change doesn’t always require a total overhaul; sometimes, it’s about the next right step. These four shifts give HR leaders a clear starting point to better support, retain, and re-energize their teams.
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Build Transparent Pay Strategies
Itemized pay stubs. Bonuses tied to tenure or certifications. Pay calculators that explain earnings clearly. These small changes restore trust in a system that’s felt unpredictable for too long.
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Revolutionizing Workflow Automation
Credential renewals, license tracking, and compliance logs these shouldn’t live in spreadsheets. Automating these workflows frees HR teams to focus on people, not paperwork.
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Invest in Career Pathing
62% of care staff see themselves in healthcare long-term, but only if they can grow. Structured development tracks, upskilling programs, and cross-role training can reduce churn and increase internal mobility.
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Unify Systems and Simplify Work
When payroll, HR, scheduling, and compliance live in separate systems, inefficiency multiplies. Moving to an integrated workforce tech stack designed for healthcare doesn’t just save time, it improves communication, reporting, and retention.
Pioneering the Next Era of Healthcare Workforce
Healthcare organizations are navigating an era where workforce challenges directly impact clinical, financial, and reputational outcomes. The Workforce Management Report provides a data-backed framework for improving workforce operations through technology, transparency, and process redesign.
HR leaders who embrace this guidance can reduce administrative burden, enhance staff experience, and drive better organizational outcomes. The path forward is clear, and the responsibility to lead it starts now.
FAQs
- Why does even a small percentage of plagiarism matter in professional writing?
Because it can still raise red flags about originality and harm your credibility.
- How can I reduce the plagiarism score without losing the meaning of my content?
Rewrite ideas in your own words and cite any unique sources properly.
- If different sections of an article have different plagiarism levels, how is the overall percentage calculated?
It’s a weighted average; longer sections have more impact on the total score.
- Is a 5% plagiarism score acceptable for publishing or submission?
Usually yes, but always double-check the flagged parts for accuracy and citations.
- Can plagiarism scores be impacted by using AI writing tools?
Yes, AI can echo common phrasing, so it’s best to review and humanize the output.
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