Challenges and Impact of ACA on Healthcare Human Resources

This report examines the pivotal role of Human Resources (HR) in the healthcare sector, emphasizing its importance in addressing talent gaps and supporting long-term organizational strategies. It delves into the three major challenges in healthcare HR: recruitment of skilled professionals, navigating complex regulations and compliance, and managing the costs associated with talent management programs. The report highlights the impact of the Affordable Care Act (ACA) on healthcare hiring practices, the promotion of employee welfare through wellness programs, and the effects on health care cost control. The ACA has led to increased demand for healthcare professionals, changes in staffing models, and a focus on preventive care. The report also discusses how the ACA impacts employee health insurance, cost containment, and the need for HR to adapt to new regulations and expectations. The report concludes by emphasizing the importance of strategic HR practices in aligning with ACA regulations to improve patient satisfaction and organizational performance.

Running head: HEALTHCARE
HEALTHCARE
Name of the Student:
Name of the University:
Author note:

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 In healthcare sector, HR professionals are poised to serve decisive role in bolstering the healthcare
management system by facilitating to close the increasing talent gap afflicting the sector.
 HR’s role ranges from staffing employees to help management establish strategy which positions the
healthcare organization for long-term (Vosburgh, 2015).
 Human resource is likely to implement strategic perspective further facilitating organizations to solve issues
in highly planned way.
 Most importantly, in the healthcare sector, improved performance tends to be fundamental for patient
outcomes consequently creating life-saving difference (Florkowski & Olivas-Luján, 2016).
 With HR significant role, healthcare organizations can cultivate improved teamwork within the organization
whereby healthcare suppliers can better direct patient services as well as improve the constructive impact on
people.
 Additionally, in order to fill specialized position, healthcare human resources typically implement marketing
principles such as search engine optimization, lead tracking and personalized staffing focused on specific
specialist or generation.
 Furthermore, Human resources have been playing critical line of defense in opposition to penalties for health
regulation or staff association disagreements. HR managers have been maintaining working understanding of
relevant rules and policies which link to organizations and its employees.
e of Human Resources in
Healthcare
Biggest Challenges in
Healthcare HR

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1. Recruitment- Increasing demand, declining resources
2. Regulations- Reporting and Compliance
3. Expenditure- Costs generated in Talent Management
Increasing demand, declining resources
 One of the critical challenges which healthcare experts are presently experiencing is regarding recruitment of
nursing professionals and physicians (Weiner, Marks & Pauly, 2017).
 With the increasing drift towards performance based career models in the U.S healthcare sector, HR
departments are facing severe challenges in staffing process and consequently retain improved performing
employees.
Regulations- Reporting and Compliance-
 Maintaining reporting and compliance is another current challenge which HRs are experiencing with the
introduction of ACA (Affordable Care Act.
 In the United States, HR in recent times, require to report to the IRS by following the compliance with the
ACA. This implies to the fact that healthcare HR managers in the United States requires to efficiently track
and report their annual reviews (Leung & Mas, 2016).
 The ACA is expected to offer health insurance to nearly 25 million US citizens who at present have been
uninsured.
 The development of health insurance is seen as primary reason for health occupation development as per the
ACA regulation.

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
Expenditure- Costs generated in Talent Management
 Securing funding for staff management programs is seen as another challenge faced by HR professionals in
the health care sector.
 Additionally, in the U.S healthcare industry, talent management programs providing competitive
remunerations to employ and retain efficient and experienced employees can have an uninterrupted impact on
patient satisfaction as well as ROI (Bailey, 2017).
Impact of ACA on healthcare hiring practices

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 Range of ACA provisions are planned to elevate the use of preventive services in order to improve health
conditions and control expenses of the U.S citizens.
 Furthermore, several of similar occupations are likely to be in greater demand because insurance development
which will be impacted by the emphasis on preventive care.
 As per reports, community health centres are likely to serve nearly 50 million by 2019, which will be seen as
a major increase from the current populace of 19 million (Colman & Dave, 2018).
 Healthcare knowledge has not been definite and constructive till the introduction of the ACA. With the
disclosure of ACA, recruiters require an extensive understanding of aligning healthcare staffing in
correspondence to the ACA regulations.
 Moreover, candidates require obtaining substantial understanding of ways in which healthcare organization
functions and organization’s mission and agenda and most importantly tangible and intangible welfares
organization offers to employees under the ACA regulation (Duggan, Goda & Jackson, 2017).
 Successfully managing expectations and consequently building assurances must be initiated with the recruiter
and should further continue with HR strengthening the staffing practices.
A impact on Employee
Welfare Approaches

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 The ACA has made noteworthy provisions for promoting wellness programs aimed at improving the overall
condition of personnel of the organization.
 This provision aims to reduce the overall healthcare outlays.
 Primary agenda is to prevent severe illnesses and circumvent unnecessary costs linked to expensive
treatments.
 Under ACA, the incentive initiatives will help organizations to receive nearly 30% concession on healthcare
expenses and approximately 50% optional concession for executing successful wellness programs (Antwi,
Moriya & Simon, 2015).
 The ACA eliminates boundaries of receiving health-insurance analysis on the basis of pre-existing conditions.
 It further gives provision to highly accessible preventive care to the U.S citizens.
 In addition to this, welfare and health advancements are likely to be stimulated by wellness program under
ACA regulation for workers of healthcare organizations. ‘
 As per reports, with full implementation of ACA in 2016, the U.S government has foreseen that the insured
citizens of the United States have grown from 86% to around 89%.
 Furthermore, under the ACA, employees will be less dependent on their employers for health insurance.
 Such provisions have increased staffing of part-time employees as they receive their health insurance directly
under the ACA (Weiner, Marks & Pauly, 2017).
 Most importantly, the accessibility of universal health coverage under the provision of ACA has augmented
the demand for general practitioners and specialists.


 Such a demand has immediate impact for providing resolution to employees’ compensation claim.
 The ACA’s coverage expansion in 2014 has instigated a point in expenditure as per expectations.
ct of the ACA on Health
Care Cost Control

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 These provisions permitted majority of the population to receive health insurance by means of exchanges and
through Medicaid expansion.
 Majority of ACA’s requirements supporting value-based charges have been small-scale and based on
volunteer undertaking (Bailey, 2017).
 This has been considered as proof-of-concept demonstrations instead of cost containment programs.
 For example, ACA has been supporting Accountable Care Organizations (ACOs) as quality improvement and
cost containment mechanisms via the Medicare Shared Savings Program as well as Pioneer Program in
addition to primary care medical institutions along with pushed payment models.

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Duggan, M., Goda, G. S., & Jackson, E. (2017). The effects of the Affordable Care Act on
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Bureau of Economic Research.
Florkowski, G. W., & Olivas-Luján, M. R. (2016). Predicting HR's involvement and
influence in strategic decision-making. management revue, 160-187.
Leung, P., & Mas, A. (2016). Employment effects of the ACA Medicaid expansions (No.
w22540). National Bureau of Economic Research.
Vosburgh, R. (2015). HR's evolving role with the board. People & Strategy, 38(2), 18-22.
Weiner, J., Marks, C., & Pauly, M. (2017). Effects of the ACA on Health Care Cost
Containment. LDI issue brief, 24(4), 1-7.
References