1.Ola
The topic I choose is Global Health Workforce: Perspectives, Principles, and Cultural Impact.
First lets define global health workforce. it is defined as health professionals who work to ensure the safety of vulnerable population to improve the health of c
om
munities. Though healthcare professional are not limited only to the doctors and nurses, everyone who works for the benefits of individuals to have a stable healthcare are called global healthcare workers.
Global health also emphasizes prevention at the population level and is vital to helping maintain global security. Global healthcare workforce today is suffering a great impact on the population of the world in general. Post covid19 the number of the people in the need of healthcare are now more than the available physicians that can tend to them. this makes a lot of this health care professionals get burned out at times. According to the (Am J Med Hyg 2017) In 2015, the World Health Organization reported that 1 billion people were without access to health care worldwide and it is estimated that there is a shortage of 4.3 million health-care personnel to care for the world’s population. This situation is projected to worsen; by 2035, the global health personnel shortage is estimated to reach nearly 13 million. Strategies for this shortage are growing and replacements for the global health-care workforce are emerging. Some healthcare workers has abandoned there professionals to other professions due to the fact that some of them are over worked. There are several examples for example in the facility i work pre Covid19 the ratio of care givers to patients normally is 1 caregiver the 10 residents. now it has increased to 1 care worker to 20 or more residents. what this means is that the care worker are overwhelmed and cannot perform there job effectively well. Also the residents are the receiving end because the quality of care they get is greatly decreased.
Nowadays due to the demand of global health care many nursed travel around and this will normally affect there family. A lot of my friends have become travel nurses the spend a lot of there time traveling from place to place to meet the demand of healthcare needs according ( Cheryl B Jones PHD) Because nurses comprise a large sector of the global health workforce, they are called upon to provide a significant portion of nursing and health care and thus play an integral role in the global health care economy. To meet global healthcare need, nurses often move within and among countries, creating challenges and opportunities for the profession communities, and nations.
References
www.ncbi.nlm.nih.gov
The American Journal of Tropical medicine and hygiene
September, 2017 by Amy trop med hyg
www.sciencedirect.c
om
The globalization of the nursing workforce pulling the pieces together
Jan 2014 Cheryl B Jones Ph.D. Rn
2. Lei
I used to think of human resource function is confined to the Human resource department or human resource manager. But after I learned from the book, Fundamentals of Human Resources in Healthcare (Fried 2018 ), I think the frontline managers are actually more involved in the process of hiring, selecting, and retention because they know better what kind of candidates are needed and what are good candidates. . A Better understanding of human resource function will be beneficial to all managers. For healthcare managers, not only a medical background but also knowledge of human resource management is required.
Critical staff shortage is one of the crises facing the health industry, including healthcare professionals at all levels. It’s a big challenge for HRM. In our cardiac surgery program, only two-thirds of nurses are hospital employees, more than 30% of total nurses are travelers or locums. And we have a PA position that hasn’t been filled for almost 6 months. The shortage of staffing will definitely decrease the quality of health care delivered and also lower the satisfaction of current staff.
Our program is looking for an additional cardiac surgery PA, but there have been no applicants for months. For this unsuccessful recruitment process, I suggest my manager reconsider the recruitment strategies.
1. How to make the position more attractive to external candidates?
2. Should we recruit from internal candidates besides looking for candidates from outside?
3. Should we consider hiring fresh graduates and spending time to train them?
4. Should we consider a temporary approach to fill the position, such as hiring locum tenens?
Many factors may be considered by people for the attractiveness of the position, including the name of the organization, the organization’s work climate and culture, workload, and other job-related factors. (Fried 2015). It’s important for HR to make an accurate, comprehensive description of the position. In the job description, it can be emphasized that Johns Hopkins has a wonderful working climate, excellent learning and training opportunities, great employee benefits, especially college tuition benefits for dependent children.
Recruiting internal candidates has advantages and disadvantages compared to external candidates. Advantages include, it can be a faster process and reduces direct and indirect recruitment costs; candidates are well-known already with a better assessment of their capabilities. However, disadvantages also need to be noticed. It may cause a ripple effect that the vacancies after the candidate left need to be filled (Heery 2008). Also, changing specialty may be a big challenge for the candidate.
Hiring fresh graduates, also have Pros and Cons. (Connelly 2016) . They are ambitious and eager to learn. Their salary usually is lower and more affordable. However, Lack of experience will need extensive training to be a good cardiac surgery PA. From my experience, the training process will take about 6 months to one year. And there is the about 40% of people can’t complete the training process.
Demand for Locum tenens or travel nurses is rapidly increasing in the job market due to a severe shortage of healthcare professionals in the United States (Cerrato, n.d).). Since there is no application for the position yet, hiring locum tenens can get the position filled quickly to help urgent needs. However, the cost will be much higher than a long-term employee.
Reference:
Fried, B. (2018). Fundamentals of Human Resources in Healthcare, Second Edition (Gateway to Healthcare Management) (2nd ed.). Health Administration Press.
Fried, B. (2015). Human Resources in Healthcare: Managing for Success, Fourth Edition (AUPHA/HAP Book) (4th ed.). Health Administration Press.
Heery, E., & Noon, M. (2008). A Dictionary of Human Resource Management (2nd ed.). Oxford University Press.
Connelly, S. (2016). The Pros and Cons of Hiring College Graduates. Sparks Group. Retrieved February 25, 2022, from
https://blog.sparksgroupinc.com/client/pros-and-cons-hiring-college-graduates
Cerrato, P. (n.d.). Locum Tenens: Measuring the Pros and Cons. Medpagetoday. Retrieved February 26, 2022, from https://www.medpagetoday.com/resource-centers/osteoporosis/locum-tenens-measuring-pros-and-cons/432