Recruitment and retention is a growing concern among the Health Labour Force. Many nations are struggling to recruit and retain its health labour force due to various reasons.
The demand for health labour force has resulted in sufficient trainings to health workers to meet the required standard of service. Still there is a threat on retention due to better salary and working conditions from other nations. Under this circumstance it is a challenging factor to inspire existing labour force and encourage them to continue in the current workplace (Health workforce migration and retention. 2008).
The physical demand at workplace has decreased the level of job satisfaction which in turn has led to the decrease in the number of health workers. The main difficulty in hiring and retaining these groups is, due to the comparatively low remuneration offered by health care organisations.
A higher expectation in the quality of patient care demands multi care needs, which increases the need for health workers with highly sophisticated training in speciality areas.
While certain nations are already facing a serious shortage in the health care industry there is a high time demand coming up for health care labourers due to the high growth rate of population. The high time requirements and non-availability of labour force, is expected to result in a terrible shortage on health work force.
This severe shortage will arise when baby boomers reach the age of sixty (Recruitment and Retention of Nurses and Nurse Aides Is a Growing Concern. 2001).
Baby boomers form the largest of the three generation groups representing the health labour force. They represent the group born during 1946 to 1964. Almost 40% of the entire labour force belongs to this category. Generation X and Generation Y are the categories born during 1965 to 1980 and those born after 1980 respectively.
The workforce representing the baby boomers category has a strong work principle. They are more focussed on their career and give high importance to their position. They are eagerly willing to put their effort for long hours of work. These groups have a strong sense of devotion to their employers, so it is hard to recruit these categories.
On the other hand Generation X is least work lovers as compared to baby boomers, they believe in the value contributed by them. They welcome flexible work timings and love spending rest of time with their family. The third category is the Generation Y and the most varied among all the groups.
They represent the workforce that is more technically dependant. Recruiting the Y category will fulfil the requirements in technically refined areas. Due to the slight variations in these three generational groups, the recruitment and retention of health work force can be regarded as a major problem in the health labour force (Ha, 2006).
Though the baby boomers and the Gen X categories consider in giving optimum effort in return for a good salary, Gen Y are least interested in accepting any thing less than the value expected by them. So in short though the performance and strategies differ in these three groups, still the principles and ethics are more or less similar (Herring & McQueen 2008).
Satisfaction among the work force with respect to the work culture and working atmosphere can reduce the problem of employee turnover.
There providing a constant work atmosphere by considering the issues of health workers and giving them opportunity to share new thoughts and appreciation for their achievements will motivate health workers and the rate of turnover can be reduced (Carol 2008).
Some other initiatives taken to overcome the issues concerning recruitment and retention are improved wage structure, better work atmosphere, and better terms of employment and the orientation of workers by providing extra guidance and career growth opportunities.
Many nations have taken steps to improve the wage structure by increasing the settlement rates which in turn reduce the migration of work force to other countries.
These steps are also in line with the workplace support and authorities have taken this aspect with due care and diligence and health care organizations are striving to improve the present level with better support facilities. Adequate policies are being formulated in line with the welfare to these workforces also.
Even their common work ability and social support are been seriously considered to substantiate retention of existing workforce. The development part of the workforce with less training is seriously considered and necessary expert training is extended to equip them fully in all specialty areas.
These step improve the skill of health care workers and also add towards their career development. In spite these efforts taken up by authorities and the concerned governments there are external forces that widen the gap between the number of people requiring care and the workforce available to provide care.
As a result several nations are vulnerable to face a serious shortage in the number of health care providers in the coming days when compared to past conditions.
Therefore, it should be the endeavor of authorities to diagnose the real situation and determine necessary initiatives to overcome this serious issue (Recruitment and Retention of Nurses and Nurse Aides Is a Growing Concern. 2001).
Carol A. H. 2008. Recruiting and Retaining “Generation Y and X” Employees. Available: http://www.chartcourse.com/articlegenxhacker.html. Accessed on October 15, 2008.
Ha, J. 2006. Figuring out Boomers, Gens X and Y.Available: http://www.reliableplant.com/article.asp?articleid=2431. Accessed on October 15, 2008.
Health workforce migration and retention. 2008. Available: http://www.who.int/hrh/migration/en/index.html. Accessed on October 15, 2008.
Herring, T and McQueen, D. March 14, 2008. Gen Y, Gen X, and Baby Boomers: Can’t We All Get Along? Birmingham Business Journal. Available: http://birmingham.bizjournals.com/birmingham/stories/2008/03/17/smallb2.html. Accessed on October 15, 2008.
Recruitment and Retention of Nurses and Nurse Aides Is a Growing Concern. 2001. Available: http://18.104.22.168/search?q=cache:AIErJHsGaMAJ:www.gao.gov/new.items/d01750t.pdf+recruitment+and+retention+of+health+labour+force;hl=en;ct=clnk;cd=5;gl=in. Accessed on October 15, 2008.