Upskilling HTM Professionals to Meet Industry Demands
[Article was originally published by 24×7 Magazine on March 13, 2025]
As technology advances and workforce shortages grow, ongoing training is essential for HTM professionals to bridge the skills gap and keep pace with industry demands.
Interview by Alyx Arnett
As biotechnology, automation, and artificial intelligence (AI) continue to advance, the need for skilled professionals who can manage and support these technologies is growing. However, healthcare technology management (HTM) leaders are already grappling with workforce shortages, evolving technical requirements, and employee retention challenges.
To help bridge these gaps, new training models are emerging to equip professionals with the expertise needed to keep pace with rapid industry changes. John Loyack, vice president of economic development at the North Carolina Community College System (NCCCS), has worked closely with healthcare and life sciences employers to develop workforce solutions that address these challenges. One such initiative is NCEdge, a public-private partnership designed to retrain and upskill professionals in these fields.
In this Q&A, Loyack discusses the biggest obstacles facing HTM and biomedical engineering professionals, the technical skills in highest demand, and how training programs—including those developed in collaboration with industry—are helping to close workforce gaps. He also shares insights on the role of hands-on training, strategies for employee retention, and how other states can replicate successful workforce models.
24×7: What do you see as the biggest challenges in addressing the workforce shortage for biomedical and healthcare technology management (HTM) professionals?
Without question, one of the biggest challenges in addressing the shortage of professionals in these fields is the aging workforce. A large portion of current workers are nearing retirement age. Many of these individuals have been in the field for 30 years or more, and as they move into new roles or retire, we face a significant knowledge gap. This is then exacerbated by businesses not doing enough succession planning to prepare for the transition.
Another challenge is the rapid pace of tech advancements. AI, cloud computing, and Industry 4.0 more generally—or the integration of broader technologies like IoT and big data—are only widening the skills gap. Data analytics and data storage are also reaching levels we could never have imagined a decade ago.
HTM and biomedical engineering also face a unique retention issue. Professionals in these fields are in high demand and well-compensated, but hospitals, in particular, often struggle to compete with the private sector when it comes to retaining talent.
24×7: Are there specific technical skills or certifications that are in particularly high demand for HTM professionals today?
Cybersecurity is a major concern across all industries, and healthcare is no exception. With the amount of sensitive data being handled, businesses need individuals with specific technical skills in security.
In the past, companies hired consultants to meet these security needs, but there’s a growing effort to develop this talent internally. In North Carolina, for example, hospital systems are turning to apprenticeship programs to train a diverse set of employees in cybersecurity.
Of course, AI is another area of rapid growth. Healthcare is becoming increasingly data-driven, and AI will soon change how we approach patient care. Professionals will need to understand how AI can be used to assess patient needs and make informed recommendations.
Certifications for these are widely available through institutions like the NCCCS, and they will continue to be in high demand as technology evolves.
24×7: How should HTM professionals adapt to the increasing use of AI, automation, and connected medical devices in their field?
Working in a clinical setting traditionally involved a lot of manual data gathering—spending hours collecting patient information from admitting offices, labs, and pharmacies—before any decisions could be made about patient care. Now, with these new tools, much of this process can be automated, allowing the focus to shift toward patient care rather than time-consuming administrative tasks.
HTM professionals will not only need to learn how to use these new tools but also how to interpret the data outputs to improve decision-making, track performance, and measure outcomes. This tech evolution will undoubtedly optimize hospital operations, but it will also require HTM professionals to continuously upskill.
Local community colleges, like those within NCCCS, offer certifications and specialized courses that can help professionals stay up to date with the latest advancements in AI, automation, and connected medical devices. By pursuing these opportunities, HTM professionals can ensure they have the skills needed to meet changing demands.
24×7: How does NCEdge address the need for specialized technical training in biomedical engineering and HTM?
NCEdge provides specialized training in biomedical engineering and healthcare technology management in tandem with corporations through a highly customized training approach. Each program is built to meet a company’s unique needs—no two training programs are the same.
We work in lockstep with businesses in North Carolina, or choosing to relocate or expand to the state, that have diverse teams, including engineers with advanced degrees, to provide skills and leadership training, succession planning, and efficiency improvements. The program spans all facets of a job, from technical skills to compliance, ensuring employees are equipped for every aspect of their role.
For new businesses entering North Carolina, NCEdge conducts assessments to ensure they have the right talent. We support companies on both the front end—helping them recruit the talent they need—and the back end, providing necessary training.
NCEdge also focuses on long-term upskilling, developing coursework that keeps businesses ahead of emerging industry needs, evolving safety policies and regulatory requirements.
24×7: What role do industry partners play in shaping these training programs to ensure they align with real-world needs?
Industry partnerships are the core component of NCEdge’s training programs. We work closely with each business to figure out exactly what training they need, whether it’s technical skills, leadership development, or compliance training. Every program is tailored to address their specific challenges, so it always reflects what’s needed on the ground. This helps companies stay competitive and adapt to changing demands.
24×7: Do you see gaps in current training programs for biomedical engineers and HTM professionals, and if so, how should they be addressed?
What’s great about NCEdge is that gaps are recognized immediately, and swift action is taken in a public-private approach to close them. This is made possible by our close collaboration—and integration—with these businesses.
The real challenge lies in ensuring companies and employees have the capacity to participate without disrupting their day-to-day work. Overall, we focus on meeting businesses and employees where they are, ensuring they get the training they need without pulling them away from their jobs.
24×7: How does hands-on training through community colleges or partnerships with medical device companies help prepare workers for the field?
Work-based learning is key to preparing for this profession. The goal is to ensure individuals understand what to expect and how to handle the real-world challenges they’ll face once they begin. It’s a spectrum, ranging from unstructured to structured experiences.
Unstructured opportunities might include school trips to local manufacturing facilities. For instance, seeing how vaccines are made while touring a pharmaceutical facility gives students a glimpse at what’s happening behind the scenes. That kind of exposure helps them grasp the basics, understand related opportunities, and what the pathways forward actually look like.
As students advance in their training, they may begin to participate in more structured, work-based learning opportunities, such as internships and apprenticeships. These opportunities are valuable for both students and career changers, as they provide a clearer understanding of what the work environment is really like. Participants gain a better sense of daily responsibilities, required preparation, and a look at the work-life balance. Healthcare facilities operate 24/7, so it’s important to anticipate these demands.
24×7: What strategies are most effective in retaining skilled HTM and biomedical engineering professionals?
Companies need a thoughtful strategy for understanding when remote work is feasible and when in-person presence is required. The topic of remote and hybrid work is polarizing, especially in healthcare, where many positions require overnight shifts or onsite presence.
However, with the right tools and technology, certain roles can be managed remotely. Companies need to rethink how to incorporate hybrid work models without compromising care quality or service delivery. Pushing too hard for fully onsite work, especially in roles where hybrid or remote options are possible, can lead to higher turnover.
Beyond salary, benefits have also become increasingly important. It’s no longer just about PTO and holidays—employees need to see their company investing in their growth. Offering training and professional development opportunities, such as those provided by NCCCS through the NCEdge program, shows a commitment to employees’ long-term success. When they feel supported in their careers, employees are less likely to leave, even if they’re offered a higher salary elsewhere.
24×7: How does the growing life sciences sector impact the work of HTM professionals, particularly in hospital and clinical settings?
One of the biggest challenges that hospitals face is talent retention. While many professionals are driven by healthcare’s bold mission, the growing life sciences industry is providing more private sector opportunities—for instance, in research and development—which can be more appealing. These roles often offer higher pay, fewer hours, and a better work-life balance, making the private sector an attractive alternative.
That said, this growing industry strengthens the overall healthcare ecosystem by fostering collaboration between research, manufacturing, and clinical settings. For instance, in North Carolina, universities pursue R&D initiatives alongside local hospitals, while nearby pharmaceutical manufacturers support the efforts. This collaboration creates a more attractive and interconnected environment for both businesses and healthcare professionals, helping all parties grow and thrive together.
24×7: How can other states or regions replicate successful workforce training models to address their own shortages?
In biomedical engineering and healthcare technology, many companies are outsourcing because they can’t find skilled workers locally. States should ultimately focus on training local talent to fill these roles and reduce reliance on third parties.
To do this, states must work closely with regional employers to understand their specific needs. It’s not enough to just offer a program—it’s crucial to engage with businesses and truly explore their pressing needs or challenges. Additionally, states or regional organizations will need “boots on the ground” to assess workforce demands. This entails visiting facilities and directly speaking with managers to identify gaps first-hand. Only then will effective workforce training models emerge to address labor shortages.
24×7: How can the industry attract more students and career changers into these roles?
Attracting more students and career changers to the biomedical engineering and HTM fields begins with creating clear and accessible training pathways. This starts with raising awareness among middle and high school students about the opportunities within these industries. It’s important to emphasize that there are multiple entry points, including apprenticeships, work-based learning, and community college programs. Initiatives like our BioWork certificate program, a 136-hour online course, provide a solid foundation by teaching the basic skills needed in the field.
Career changers represent a massive, untapped talent pool. Many experienced individuals may assume that shifting industries is not feasible, but with certificates and short-term training programs, this transition becomes both possible and appealing.
The key is collaboration among all stakeholders to help people recognize that these pathways are both available and within reach. It’s crucial for industry, state governments, and educational institutions to work together to help individuals both understand and access these unique pathways.
Also, businesses should not just rely on a few billboards to reach potential candidates. There’s a generational gap to consider. Today’s talent wants to connect in more dynamic ways—digital marketing plays a huge role in bridging this gap.
[Article was originally published by 24×7 Magazine on March 13, 2025]
