Shortage In Healthcare

The most challenging area Mrs. Dukes faces is staffing. For a well- developed health care system, sufficient, highly motivated and skillful employees are essential components (Saleem, 2015). It is important that we remember people are the most important and valuable asset of an organization. Every position is an important position and it takes skillful and effective people to fill those spots. “Staffing is the managerial function concerned with the procurement and maintenance of human resources” (Dunn, 2010). Having the right staff members is key in running an organization. If you hire individuals who are

Joint Commission. (2010). Management of Human Resources. CAMH: Comprehensive Accreditation Manual for Hospitals, Hr-1 - HR-10.

One goal of the Department of Veterans Affairs (VA) is to improve operations and deliver seamless and integrated support (U.S. Department of Veterans Affairs, 2014). According to the VA Strategic Plan for 2014-2020, one objective that supports this goal is to make the VA a place that great employees want to work. To make the VA a place where great employees want to work, the organization must be able to hire and recruit the best employees in order to change the culture. One way to better recruit the best employees is to decrease the lengthy hiring process currently in practice at the VA. Recruiting the best employees in term of fit and skill is vital to the Acute Psychiatry department, as well as other specialty areas, because the turnover

The role of human resources is also very important in maintaining an effective health care industry. If the managerial personnel are performing their duties effectively and efficiently in a health care organization, the organization will automatically progress. Additionally, the organization will provide the improved outcomes of the patient health and health care delivery as well. This is so because human resource is also considered as one of the most important inputs to effective health care services. Although there exists a variety of challenges in inducting qualified human resource professionals but there is a strong need to solve this issue. (Kabene, 2006)

The world of business, to include health care is faced with a myriad of challenges. Recruitment and retention in a highly competitive environment, is an area that institutions are being confronted with to a greater degree than in previous generations. Consequently, no longer do individuals become employed by an organization and stay until their eventual retirement.

With the existing trend of shortages in healthcare providers and professionals, the recruitment and retention of this type of staff in a rural area may

The annual turnover rate among health care employees is startling. Some turnover is unavoidable: people get married, move away, go back to school or retire. However, other types of turnover are preventable. According to the Human Resource Management Association, 20.4 percent of health care employees (one in five) quit their jobs every year. The number easily exceeds the

Niles states that the nursing shortage is cyclical and began a decade ago. The author explains that the lack of facilities to train quality nurses is inadequate. That "without recruitment for nursing programs, the Health and Human Services Administration project the supply of U.S nurses will lag 36% behind nursing staffing needs" (Niles, 2013, p147). Due to this shortage employers are restructuring how they develop and design jobs. For example, redesign jobs

Retention of RNs is vital to avoiding a nurse shortage crisis. Although the numbers of new graduates and student nurses are growing, progress cannot be made if the RNs are eventually leaving the profession because of stress and dissatisfaction with the workplace environment. Many nurses are already planning to leave nursing as soon as it is economically possible. “Nearly one quarter of nurses plan to seek a new place of employment as the economy recovers” (AMN Healthcare, 2011). “Thirty-two percent of nurses plan to take steps in the next one to three years that would take them out of nursing altogether (by retiring or seeking non-nursing jobs) or reduce the volume of clinical work they do (by switching to part-time or less

These healthcare workers are difficult to recruit or retain because organizations are not able to provide competitive salaries or benefit packages. Who are these

A significant amount of individuals experience job insecurity and are not satisfied with the job markets. Jobs in healthcare have taken a negative turn and seems to be dramatically downsizing. During the early to mid 1990s, the health care sector in several countries engaged in restructuring and downsizing to contain costs (Burke & Singh, 2016). Currently, health care is the largest budget item in almost all countries and is projected to increase as the population ages (Burke & Singh, 2016). Hospitals are the target for cost reductions which results in many employees out of a job. Burke and Singh (2016) state that health care restructuring and downsizing produce challenges such as job insecurity, low job satisfaction, higher levels of burnout,

The health workforce of Australia undertakes a very fundamental role in our country. It is entrusted with the provision of a safe and cost-effective healthcare for all Australians. It is therefore a high priority and has recently received adequate investment so as to strategically achieve the set targets of quality healthcare. The following strategies attempt to address an increase in supply of the health workforce: • Education is the most basic area to begin with in addressing the continuous increment of a steady supply of the health workforce. Health Training should in accordance with the workforce requirements and deficit as projected.

Globally, the demand for education is higher than what can be supplied. When it comes to healthcare education and professionals, there is a “global imbalance”. In 2013, the World Health Organization (WHO), stated that we are short of 7.2 million health workers, and this number is expected to nearly double to 12.9 million by 2035. The WHO cited the age of the health workforce, lack of youth filling healthcare jobs, inadequate training, and that “internal and international migration of health workers is also exacerbating regional imbalances”. Furthermore, several journals and organizations, including the WHO, New England Journal of Medicine (NEJM), Health Volunteers Overseas, Human Resources for Health, and Routledge International Handbook of Medical Education, have all stated that the global healthcare work imbalance is a global crisis, all suggesting different paths to reduce the current imbalance.

Employee retention is a critical issue for all organizations and the increasingly competitive labor market will make hiring qualified candidates even more difficult in the future. Employee retention is an important step in building a successful ambulatory surgical center business (Regentsurgicalhealth, 2015). According to Medical Group Management Association (MGMA) twenty percent of receptionist and medical records staff and fifteen percent of nursing staff turn over each year. This turnover affects healthcare organizations in many different ways including customer satisfaction, quality of service, workplace productivity, employee morale, workflow efficiency and the organizations finances. Organizations that invest in their human capital and

The 21st century has really seen a turnover revolution in many careers and particularly in healthcare industry. The health care industry has seen a tremendous growth in its different fields and a technical and a technological advancement in its core practical sciences as Americans continue to seek more health care services, options and wellness.