...expected increase from 15 million in 2000 to 27 million in 2040. This will affect more than just the different facilities; it affects the number of medical professionals needed to staff the facilities. The need for registered nurses, licensed practitioner’s, nurse aides, home health, personal care workers, and physicians will also increase from 1.9 million in 2000 to about 45 percent in the year 2040. We will see another rise in growth for direct care workers in long-term care by 2030 when the baby boomers reach the age of 85. The expected growth equates to about an additional 3.8 to 4.6 million. One of the problems the country will face is that the increased need of workers will not increase at the same rate as they are needed. Currently unpaid informal caregivers, such as, family members, neighbors; and friends provide the majority of care. This is expected to increase from about 20 million in 2000 to 37 million by the year 2030. This is an estimated increase of about 85 percent. Another challenge that will occur is to keep the current long-term workers and add new ones to the industry prior to the need. A challenge with this is that the majority of current long-term workers are women between the ages of 25 and 54. This group will increase to about 9 percent by 2030. The work environment will become highly competitive. The supply is low...
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...very significant to our healthcare structure as it is vital to providing the appropriate quality of care to all that are sick and in need. This problem plagues the news and appears to be conversation on frequent basis. The article’s outlined perspective on Healthcare Workforce Supply and Demand issues with the critical healthcare professional’s shortages as a shifting end effect of the present healthcare reform. (Okrent, D., 2011). Whether the shortages are due to insufficient numbers of providers, or misdistribution of those providers, this however has been an intense debate among the analysts and stakeholders. However as an end result, it appears that elderly population make use of health services at far greater rates than the rest of the population. The high rates of health service used by the elderly in conjunction with the large spike with this specific group can be projected to cause a dramatic boost in the demand for health and long-term care services in the future to come. Continuous deliberation among professionals and specialist over enlarging the education realm, providing superior classes to accommodate more physicians, increase the amount of residency prospects; attract contributors to health professional shortage areas with benefits and bonuses, or all together alter the delivery care structure is ongoing. (Okrent, D., 2011). An aging health care workforce as well as an aging U. S. population, the growth in the insured population may be a...
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...Center are the shortage of clinical staff including registered nurses, respiratory therapists, and medical technologists The strengths, (arrived through SWOT analysis),of Community South Medical Center is that it has comprehensive health services including acute care, residential care, independent living, in-home nursing, hospice, neonatal, and pediatric services, advanced cardiac services, a major trauma center, a center of excellence for pulmonary services, and a neurosurgery center. (Instructor. 2012) Expansion of jobs due to clinical shortages could be considered strength. The next goal to be considered would be to recruit, hire, and retain new talent through advertising in newspapers TV, Professional journals, and private recruitment. New...
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...population will affect the economy. Will these changes bring new opportunities for the aging population because of the healthier life style and longer life expectancies currently seen today? Will physically and mentally healthier seniors be able to manage longer working years? Alternatively, will it result in a shortage of worker in the workforce leaving an overwhelming burden on the younger population? This paper summarizes three articles that attempt to bring to light the various challenges the nation is encountering in its preparation to care for the aging population. Additionally it will provide the readers with some recommendations on strategies both the American industries and government can use to prepare for the loss of a large percentage of the workforce who will start retiring in the next decade. The burden of geriatric health issues While countries across the globe are scrambling to make the necessary preparation to accommodate medical care for the aging population, the United States has already begun preparing its health care system for its “baby boom” generation. Hundreds of millions of dollars of the Obama stimulus package has gone to training doctors and nurse on how to deal with medical care for the aging population. Unfortunately, geriatric physician around the country...
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...Management Foundations October 26, 2015 There are several key functional areas that a Human Resource Manager has to perform. They are: Analysis and design work, recruitment and selection, training and development, performance management, compensation and benefits, employee relations, personnel policies, employee data information systems, compliance with the laws and support for strategy. Analysis and design work is considered to be one of the most important components to developing and maintaining a competitive advantage. Without this strategy implementation is impossible without detailed attention to work-flowing analysis, job analysis, and job design. Managers use this to understand the entire work-flow process in their work unit. By understanding the work-flow process and the existing job, managers can redesign jobs to ensure that the work unit is able to achieve its goals. The recruitment and selection function has several steps. The first step is to identify vacancy and evaluate need. When it is determined a new position is needed it is important to align staff skill sets to initiatives and goals. 2.) Develop position description-this should be used to develop interview evaluations and reference check-questions. This will identify the duties and responsibilities for the position. 3.) Recruitment plan should be created. This will map out the strategy for attracting and hiring the best qualified candidates and will help ensure no discrimination on the applicant...
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... All of the indications are that more people will need to continue working later in life. This is because on the one hand pensions are decreasing in value and on the other, people are becoming more likely to still have financial obligations such as mortgages or child/student support, later in life. Because there are also fewer younger people available for work. Employers will need to consider how they can best become an employer of choice for older workers and how they can retain older workers in an increasingly competitive market place. Employers will need to review their HR practices and procedures and arrangements for training to ensure compliance with the Employment Equality (Age) Regulations 2006, but also to ensure that all employees including younger and older workers are respected and valued in a workplace that is attractive, responsive to their needs and optimizes their opportunity to contribute. For some organisations this will mean a significant culture change. Consider that 25-34 is the current favourite recruitment age of employers and The Employers Forum on Age has estimated that ageism costs the UK economy over £26bn each year. Diversiton’s one day course ‘Age Diversity’ will help you to explore the issues that affect your capacity to be an age positive employer and help you to identify the steps you need to take to fully comply with the Employment Equality (Age) Regulations 2006. What do we mean by ageism? Ageism is a negative bias against a person or group...
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...65 as of January 2011, Over the next twenty years, there will be an enormous increase for adults 65 and over. This elderly population will definitely need primary, acute and long term care. In comparison with today’s 12% it has been predicted that Americans who reach 65 and older will be one in five. In this paper, I will discuss the challenges and issues about the aging adult population in America. Due to this expected growth of the adult population over the next 50 years, there will be a great impact on the health care system in regards to the supply and demand of health care professionals. Many of the elderly populations are living longer, some are continuing to work by reducing their hours of work and some are expected to retire and the need for health care services will increase. The healthcare workforce must be equipped, trained and prepared to provide services for this aging population (Institute of Medicine, 2008). People born between 1946 and 1964 are called the baby boomers, has an enormous effect on the health care system in America. The rising cost of health care is spiraling out of control, increasing the cost of hospitalization for the elderly patient population. As the century progresses the elderly population will increase to 54 million by 2020, this would equal 20% of the U.S. population increasing from today’s 12%. The elderly population will need more health care services and is more likely to use multiple medications, suffer from chronic...
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...with bullying rampant in the schools and a new breed of language such as “road rage”, going “postal” and “whacked” becoming accepted mainstream lingo. In service transactions, which do include nursing, rudeness is widespread where the customer (i.e., the patient) has the mentality that s/he is always right. Moreover, the healthcare setting, a place where one usually goes for necessities, not optional visits, is often scenes of chaos fraught with intense anxiety and nerves. Those moods and environment coupled together is a powder keg for violence; unfortunately, workplace violence for healthcare workers. Workplace violence (WPV) can take many forms, including verbal and emotional abuse; physical assault; threats of physical violence; bullying, unwanted sexual advances; and various forms of harassment (Chapman, Perry, Styles & Combs, 2009). According to the CDC, healthcare workers are four times more likely to be assaulted in the workplace than people who work in the private sector (Moz, 2009). Nurses are vulnerable to WPV given their occupation requirements and need to interact with patients. Of the various specialties of nursing, nurses who work in the emergency departments (ED), psychiatric units, and nursing homes, often encountered the greatest risk. Flores (2008) noted that in a national survey, 100% of ED nurses reported to have been verbally assaulted and 83% have been physically assaulted. The high incidence of WPV leads to an unsafe working environment and...
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...Unit 2.1 – Human Resource Planning A thousand workers, a thousand plans. Chinese prover Key topics * Supply of human resources and demographic changes * Domestic and international labour mobility * Workforce planning * Recruitment, appraisal, training and dismissal * Changes in work patterns and practices: homeworking, teleworking and portfolio work Higher Level extension * Employment rights and legislation * Handy's shamrock organization Note: Higher Level students will need to be able to analyse reasons for changes in work patterns and practices and the consequences for employers and employees. INTRODUCTION Labour is one of the four factors of production. Many theorists argue that people are a firm's most valuable resource. Employing the right people will help a business to achieve its aims and objectives. To do this, a firm needs to use human resource planning, sometimes referred to as workforce planning. This is the management process of anticipating an organization's current and future staffing needs. It includes the number of employees required and the type of worker sought, such as graduates or ICT-literate workers. Anticipating the human resource needs of a firm can be carried out by looking at: * Historical data and trends. Data on trends, such as the rate of change in the size of the workforce over the past few years or the shift to part-time and flexible working hours, can assist management in planning...
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...In today’s society people are living a lot longer than they were in the past. With people living longer many families are faced with the task of ensuring that their love ones are placed in nursing homes. According to the Center of Disease Control (CDC) (2012), about 1.5 million Americans live in nursing homes and about 22% of 5.3 million people 85 years of age or older had a nursing home stay in 2006. They go on to say, there are approximately 16,000 nursing homes and about 1.7 million nursing home beds in the United States. While only twelve percent of nursing home residents are between the ages of 64-74, 45% are over 85 years of age. It is estimated that anyone over 65 years of age will have a 43% chance of spending some time in a nursing home (Kemper and Murtaugh, 1991) and about 24 % of these individuals will spend less than a year in residence at a nursing home (CDC, 2012). The key employees of the nursing home that have the most interaction and greatest impact with the residents of nursing homes are the registered nurses (RNs), licensed practical nurses (LPNs), and certified nursing assistants (CNAs). For several years the shortage and turnover rate of nursing home staff has long been a serious problem for multiple nursing homes nationwide (Pillemer, et al., 2008). Providing effective and safe quality care in nursing homes requires clinically and interpersonally competent staff. Research findings suggest that inadequate supervisory, managerial, and human resource...
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...Contract of Employment can highly motivate employees by listing rewards, pay, bonus and/or benefits. Also training and development programmes are reacted to positively by employees wishing to progress in the organisation. * Organisation Culture. This concentrates on the behaviour and morals of the employees within an organisation and controls how employees relate to each other and how decisions are made within that organisation. It gives employees a sense of identity. It makes them feel part of the organisation by making them understand what is expected of them. b. Describe the nature of 2 external factors * Economic Climate. If there is a downturn in the economic climate organisations are less likely to take risk in new ventures and therefore are less likely to be recruiting new employees. * General level of education. There may not be people in the vicinity of the organisation with the level of education required. This may mean employees may have to be recruited from further afield. This will probably mean they have further to travel to work, incurring more expense, and also affecting their work/life balance. Of importance to this relationship is the nature of the contract that exists between the organisation and employee a. Explain 3 different types of contract * Zero hours contract. This is a contract where the employer is not obliged to provide the worker with any minimum working hours, and...
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...multitude of contemporary changes and challenges, these changes and challenge lie within areas of: There are significant changes regarding ‘Industrial Relations’ with specific concerns around reduced job security and the demand for greater labor flexibility (Stone, 2013 p.7). Human Resources face challenges surrounding ‘Globalization’, where there is an increased flow of skilled and unskilled workers coming in and out of Australia and the high demand for skilled foreigners to work in Australia on specific Australian projects (Stone, 2013 p.7). Human resource managers need to be aware of ‘The Changing Work Culture’, which characterizes the push for a fresh corporate culture, which promotes flexibility, increased employee involvement, trust, performance and the attraction and retention of skilled and educated workers (Stone, 2013 p.7). Human resources also face both changes and challenges in the area of ‘Workforce Demographics’, as there is an increase the multigenerational workplace, with the elderly working longer past retirement age, The increasing number of highly skilled female workers and a greater number of females being in professional and managerial positions (Stone, 2013 p.7). Human resources face the contemporary Challenge surrounding the issue of ‘Remuneration’ specifically, where human resources struggle to bridge the gap between pay rate and individual performance (Stone, 2013 p.7). Other contemporary changes and challenges that HR are faced with lie within...
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...Environment Table of Contents Introduction 3 Task 1: Introducing Barts Health NHS and its industry and knowing its environment. 4 P1.1 Knowing the background and nature of Barts Health NHS. 4 P1.2 Competitive position of Barts Health NHS in the health care industry. 6 Task 2: Evaluate and explain how managers try to motivate their staff, in order to retain and improve their position in the sector that they compete. 7 P2.1 Use of two factors theory and X&Y theories and Vroom’s theory to motivate staffs of Barts Health NHS. 7 P2.2 Steps taken by managers based on the theories to improve current position. 9 Task 3: Analyzing policies of Barts Health NHS and applying them in improving position. 10 P3.1 Knowing and analyzing recruitment and selection policies of Barts Health NHS. 10 P3.2 Analyzing how the policies help in improving the position of Barts Health NHS. 12 Recommendation 13 Conclusion 13 References 14 Introduction Health care is a basic human need. This necessity for health care has caused improvement of this industry. Every problem and related research has improved the aspects of this industry. However, the quality is important in health care industry. The quality depends on using of modern technologies, improving employed personnel and improvement of environment. The improvement in environment of health care service has reduced complexities and helped patients to get cured quickly. Improved environment is neither necessary nor luxury for health care...
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...environment that affects the performance of organization at domestic as well as global platforms. “Globalization represents the structural making of the world characterized by the free flow of technology and human resources across national boundaries as well as the spread of Information Technology and mass media presenting an ever-changing and competitive business environment” (Česynienė, 2008). Furthermore, the challenge of human resource managers managing globalization has a slippery slope effect to the challenge in managing a demographic workforce. Managing a demographic workforce is an emerging issue for any organization and its HR department. At domestic and global levels, there are many policies and regulations that affect the recruitment policy of an organization to manage...
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...achievement of the civil right movement. After the civil war slavery was abolished and an equal voting right was given to all persons which lead to this act. Since its establishment it has been expanded to include the disabled, women in collegiate athletics and the elderly within its definitions. (History.com, 2010) Various views examined: Timothy Minchin During the 1960s and 1970s the textile industry moved through a major change out of which the visible change was seen in the increased number of black Americans in the workforce. According to the Timothy Minchin this all happened due to the occurrence of civil act 1964. Before the presence of that act the number of black Americans working in the workforce was as low as 3.3% but after the act was launched the percentage increased to the 25%. (Minchin, 1999) Although the discrimination reduced to a little extent and due to the inserted pressures by the government at textile industry black men were hired at jobs but they were paid the low incentives for their works as compared to the whites. Whites were offered the premium wages and were provided on job trainings that were the central qualifications for the performance at the jobs. Black Americans were ignored at these trainings as well and they were rejected systematically. The blame was given...
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