The Future of ERP in Healthcare: 5 Insights from Healthcare IT Leaders

At a Glance

• • ERP remains fragmented: Healthcare organizations continue to manage complex, disparate technology ecosystems.
  • Epic Ops is changing the conversation: Leaders are reevaluating the future role of standalone ERP platforms.
  • AI is becoming an integration strategy: Organizations see opportunities to automate workflows and connect legacy systems.
  • AI investments require accountability: Healthcare leaders want greater visibility into costs and outcomes.
  • Talent development matters more than ever: Upskilling and certification programs are proving essential to building and retaining healthcare IT talent.

Healthcare organizations are no strangers to transformation, but the next wave of change may extend far beyond the EHR.

During a recent virtual focus group hosted by Medix Technology in partnership with CHIME, healthcare IT leaders gathered to discuss the future of Enterprise Resource Planning (ERP), the emergence of Epic’s expanding operational capabilities, the role of AI in back-office transformation, and how organizations are approaching talent development in an increasingly specialized market.

While every organization is at a different stage of its technology journey, five key takeaways consistently emerged throughout the discussion that every healthcare organization should know. 

1. ERP Remains Highly Fragmented Compared to the EHR Landscape

Unlike the EHR market, which has largely consolidated around a handful of major players, the ERP landscape in healthcare remains highly distributed.

Organizations represented in the discussion leveraged a wide range of ERP platforms, including Workday, Oracle, Infor/Lawson, Microsoft Dynamics, and other mid-market financial solutions. The leaders in attendance described how managing this patchwork of systems built over decades has created complexity across finance, HR, supply chain, and operational workflows.

This fragmentation is also becoming increasingly difficult to manage as organizations pursue greater efficiency, stronger data integration, and enterprise-wide visibility.

As one participant noted, many healthcare organizations are reaching a point where they must determine whether to continue supporting disparate systems or begin moving toward a more consolidated future.

2. Epic Ops Is Challenging Organizations to Reevaluate Their ERP Roadmaps

One of the most discussed topics of the session was Epic’s expansion into operational and back-office capabilities through Epic Ops.

Healthcare leaders are increasingly asking:

How much ERP functionality can Epic absorb before organizations no longer need a separate ERP platform?

For some organizations, the answer remains years away. Many have recently completed significant ERP investments and are focused on maximizing the value of those platforms.

Others see Epic’s growing capabilities as an opportunity to simplify their technology footprint and reduce application sprawl.

The consensus among participants was clear: it’s too early to predict the ultimate impact of Epic Ops, but it is already influencing strategic planning and long-term roadmaps.

3. AI Is Becoming an Integration Strategy—Not Just a Productivity Tool

While generative AI often dominates headlines for its ability to increase productivity, healthcare IT leaders are thinking even bigger.

Several participants described AI as a potential orchestration layer capable of helping organizations manage fragmented environments without undertaking costly “rip-and-replace” initiatives.

Healthcare organizations continue to manage dozens—and sometimes hundreds—of applications across clinical and business operations. Integrating these systems has historically required significant manual effort and expensive custom development.

Leaders see AI changing that equation.

At the same time, many organizations are focused on an equally important challenge: driving adoption of the AI capabilities they already own.

As vendors rapidly embed AI functionality into existing platforms, the next challenge isn’t purchasing more tools; it’s ensuring employees understand and fully use the capabilities already available to them.

4. Healthcare Leaders Want More Accountability Around AI Investments

Excitement around AI is high, but so is concern over cost transparency.

As vendors introduce new AI-powered capabilities, healthcare organizations are seeking clearer answers to several critical questions:

• How is usage measured?

• How will costs scale?

• Can organizations monitor consumption in real time?

• What happens if promised efficiencies fail to materialize?

Several focus group attendees expressed concern about unpredictable pricing models and the potential for unexpected costs if usage isn’t closely monitored.

Others emphasized the importance of accountability during vendor negotiations, advocating for measurable outcomes and shared risk to be built directly into contracts.

The message from healthcare leaders was clear: Organizations are willing to invest in AI, but they want visibility, predictability, and accountability.

5: Solving the Talent Challenge Will Require Investment in Upskilling

The conversation concluded with another critical issue facing healthcare organizations: talent.

As demand for ERP and healthcare IT expertise continues to grow, many organizations struggle to find experienced, certified professionals in their local markets.

Rather than viewing employee development as a retention risk, participants overwhelmingly supported investing in internal upskilling programs and certification pathways.

Several leaders shared examples of:

• Hiring for aptitude and cultural fit
• Providing structured technical training
• Funding certifications and continuing education
• Creating clear opportunities for professional growth

The group largely agreed on one point: Employees don’t leave because they become more skilled. They leave when organizations fail to invest in their growth or create environments where they can thrive.

Strong culture, flexibility, leadership transparency, and meaningful career development remain the most effective retention strategies.

Looking Ahead

If there was one overarching takeaway from the discussion, it’s that healthcare organizations are entering a new phase of enterprise transformation.

The future of ERP will likely be shaped by five interconnected forces:

• Continued ERP market fragmentation and the push toward consolidation
• The expansion of Epic into operational workflows
• AI’s growing role in automation and integration
• Increased scrutiny around AI pricing and ROI
• A renewed focus on developing and retaining specialized talent

There may not be a single roadmap that works for every healthcare organization, but one thing is clear:

The decisions healthcare leaders make over the next three to five years will significantly influence how organizations balance technology consolidation, operational efficiency, and workforce readiness for years to come.

Interested in discussing the future of ERP, healthcare IT talent, or enterprise transformation strategies? Connect with Medix Technology to continue the conversation.