What’s Next for Healthcare Workforce Management? Predictions for 2025 and Beyond

In healthcare, the stakes couldn’t be higher. When workforce management processes break down, patients feel the impact. And with the pace of change in staffing, automation, and clinical training, it’s easy to feel like you’re constantly playing catch-up. 

So, what can you do today to stay ahead and make your workforce stronger? 

Here’s what’s coming—and what we’ve learned works from partnering with healthcare organizations facing these challenges. 

1- Clinician Shortage Crisis by 2028

By Dr. Sarah Inman 

The healthcare industry is facing a staffing shortage unlike any we’ve seen before. 

By 2025, experts predict a six-figure shortage of nurses, physicians, and other key clinical roles. The reasons are varied but interconnected. Many experienced clinicians are retiring earlier or stepping away from patient care entirely. Meanwhile, remote and administrative roles offering more work-life balance are drawing healthcare professionals away from the bedside. On top of that, some organizations are caught in a cycle of reactive planning, focusing on temporary fixes rather than sustainable, long-term solutions. 

If these trends continue, federal intervention—such as education incentives, policy changes, and funding—may be necessary to close the gap by 2028. 

What We’ve Seen Work: 

Addressing staffing challenges takes more than quick fixes—it requires proactive workforce planning. Here’s what makes a difference: 

1. Accurate Forecasting: Organizations that understand their future staffing needs can plan ahead and avoid last-minute scrambles. 
2. Data-Driven Scheduling: Thoughtful scheduling helps balance shift coverage while minimizing burnout. 
3. Proactive Adaptation: The ability to adjust in advance to market shifts and policy changes enables organizations to navigate uncertainty more smoothly. 

 Building resilient systems that evolve alongside your team’s needs can help ensure that staffing challenges don’t become care disruptions. 

2- AI Will Power 75% of Workforce System Configurations by 2026

By Eric Hoffmann 

Automation is no longer a nice-to-have—it’s becoming essential. 

By 2026, AI is expected to handle 75% of Human Capital Management (HCM) and Workforce Management (WFM) system configurations. The benefits are clear. AI can manage complex tasks like compliance checks and shift assignments quickly and accurately, freeing up time for higher-value work. Automation can also lead to significant cost savings by reducing the resources needed for manual processes. 

However, automation comes with challenges. AI isn’t a magic fix—it relies on solid system configurations. If your system is outdated or disorganized, automation can amplify existing problems rather than solve them. 

What We’ve Seen Work: 

Effective automation starts with preparation. These key steps can make all the difference: 

1. Streamlining Workflows: Simplified, consistent workflows give AI the structure it needs to perform optimally. 
2. Flexible Configurations: Systems should be designed to grow with your organization, whether that means adjusting for new regulations or expanding services. 
3. Ongoing Support: Post-launch success relies on regular monitoring and adjustments to ensure the system evolves alongside your team’s needs.

When implemented thoughtfully, automation isn’t about replacing people—it’s about empowering them to focus on the work that matters most, like patient care and strategic planning. 

3- Virtual Reality (VR) Will Redefine Clinical Training by 2026

By Dr. Sarah Inman 

Virtual Reality (VR) is no longer just a futuristic idea—it’s becoming a staple in clinical training. 

By 2026, VR is expected to be widely used across healthcare organizations, giving clinicians immersive opportunities to practice and refine their skills. With VR, clinicians can train for rare or complex procedures in realistic simulations without the pressure of real-life consequences. This hands-on approach can help lower the risk of errors during actual patient care. 

The demand for VR training is already growing. In fact, 77% of hospitals have expressed interest in implementing VR training programs, and adoption is expected to accelerate significantly in 2025. 

What We’ve Seen Work: 

A successful VR rollout requires more than just investing in the right technology—it’s about making sure the new training fits seamlessly into your organization’s workflows: 

1. Smooth Integration: Training programs should complement day-to-day operations, not disrupt them. 
2. Change Management: Providing clear guidance and support throughout the transition builds confidence and trust among clinical teams. 
3. Performance Tracking: Data-backed insights help measure the effectiveness of VR programs and make adjustments to maximize the return on investment. 

Ultimately, VR training isn’t just about adopting new technology—it’s about giving clinicians the skills and confidence they need to deliver exceptional care. 

What’s Next? Your Move. 

The future of healthcare workforce management is already here. The organizations that thrive won’t be the ones that wait to adapt—they’ll be the ones that take proactive steps today. 

Your Next Steps: 

1. Strengthen your workforce planning: Stay ahead of staffing challenges with accurate insights. 
2. Simplify your systems for AI: Make automation a partner, not a patch. 
3. Empower your clinical teams: Invest in training that’s not just innovative, but effective. 

When you build a resilient, forward-thinking workforce, you don’t just adapt—you lead.