Workforce

About: Workforce is a research topic. Over the lifetime, 32140 publications have been published within this topic receiving 449850 citations. The topic is also known as: labour force & labor force.

Improving the United States' System of Care for Older Adults With Mental Illness: Findings and Recommendations for The President's New Freedom Commission on Mental Health

Abstract: The President's New Freedom Commission on Mental Health was created to evaluate the quality and effectiveness of the nation's mental health service delivery system, to identify unmet needs and barriers to services, and to provide recommendations on methods for improving the mental health system. A health policy analysis was prepared for the Commission examining the organization, delivery, and financing of mental health services for older Americans. The author identified three healthcare themes, including 1) access and continuity of services; 2) quality; and 3) workforce and caregiver capacity. From among these areas, 10 policy issues and recommendations were proposed.

Recharging or Retiring Older Workers? Uncovering the Age-Based Strategies of European Employers

Abstract: Purpose of the Study: We offer an empirically based taxonomy of the human resource policies of European employers in relation to older workers. In particular, 3 age-based strategies are discussed and analyzed in a simultaneous fashion: a focus on exit through retirement, workplace accommodation measures, and employee development measures. Design and Methods: A sample of 3,638 organizations in 6 European countries (Denmark, Germany, Italy, The Netherlands, Poland, and Sweden) is analyzed to discover which of the 7 antecedents investigated herein are associated with the implementation of these human resource strategies. The key predictors are the proportion of older workers (aged 50 or older), organization size, seniority-based compensation, labor union involvement, training requirement, recruitment problems, and knowledge intensity. Structural equation modeling is used to assess whether these predictors are associated with the 3 latent factors. Results: The 7 key predictors of the 3 strategies show that these strategies are used simultaneously, but that the employers clearly use exit policies more intensively than they use development measures. Organizations thus use a dual approach to managing the employment of older workers. They may sort older workers either upwards (e.g., by encouraging career development and training) or outwards (by promoting early retirement). The same division can be detected when examining the effects of labor union involvement and seniority-based wages. When recruitment problems are encountered, more effort is directed toward accommodation and investment. Implications: Despite the warnings of policymakers about the possible consequences of an aging population, European employers are not yet formulating strategies that promote active aging, often still opting for the easy way out, via exit strategies.

Hungary health system review.

Abstract: Hungary has achieved a successful transition from an overly centralized, integrated Semashko-style health care system to a purchaser provider split model with output-based payment methods. Although there have been substantial increases in life expectancy in recent years among both men and women, many health outcomes remain poor, placing Hungary among the countries with the worst health status and highest rate of avoidable mortality in the EU (life expectancy at birth trailed the EU27 average by 5.1 years in 2009). Lifestyle factors especially the traditionally unhealthy Hungarian diet, alcohol consumption and smoking play a very important role in shaping the overall health of the population.In the single-payer system, the recurrent expenditure on health services is funded primarily through compulsory, non-risk-related contributions made by eligible individuals or from the state budget. The central government has almost exclusive power to formulate strategic direction and to issue and enforce regulations regarding health care. In 2009 Hungary spent 7.4% of its gross domestic product (GDP) on health, with public expenditure accounting for 69.7% of total health spending, and with health expenditure per capita ranking slightly above the average for the new EU Member States, but considerably below the average for the EU27 in 2008. Health spending has been unstable over the years, with several waves of increases followed by longer periods of cost-containment and budget cuts. The share of total health expenditure attributable to private sources has been increasing, most of it accounted for by out-of-pocket (OOP) expenses. A substantial share of the latter can be attributed to informal payments, which are a deeply rooted characteristic of the Hungarian health system and a source of inefficiency and inequity. Voluntary health insurance, on the other hand, amounted to only 7.4% of private and 2.7% of total health expenditure in 2009. Revenue sources for health have been diversified over the past 15 years, but the current mix has yet to be tested for sustainability. The fit between existing capacities and the health care needs of the population remains less than ideal, but improvements have been made over the past 15 years. In general, the average length of stay and hospital admission rates have decreased since 1990, as have bed occupancy rates. However, capacity for long-term nursing care in both the inpatient and outpatient setting is still considered insufficient. Hungary is currently also facing a health workforce crisis, explained by the fact that it is a net donor country with regard to health care worker migration, and health care professionals on the whole are ageing. Although the overall technical efficiency of the system has increased considerably, mainly due to the introduction of output-based payment systems, allocative efficiency remains a problem. Considerable variations exist in service delivery both geographically and by specialization, and equity of access is far from being realized, a fact which is mirrored in differing health outcomes for different population groups. A key problem is the continuing lack of an overarching, evidence-based strategy for mobilizing resources for health, which leaves the health system vulnerable to broader economic policy objectives and makes good governance hard to achieve. On the other hand, Hungary is a target country for cross-border health care, mainly for dental care but also for rehabilitative services, such as medical spa treatment. The health industry can thus be a potential strategic area for economic development and growth.

Workforce cultural factors in TQM/CQI implementation in hospitals.

Abstract: One of the major obstacles to successful implementation of TQM/CQI in hospitals has been management's failure to consider the workforce cultural situation. This quasi-qualitative study investigates eight workforce cultural factors in seven midwestern hospitals. Results reveal only one of the seven hospitals successfully implementing TQM/CQI.