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.

Where have all the young ones gone: implications for the nursing workforce.

Abstract: The global nursing shortage, coupled with an ageing nursing workforce, has placed significant pressure on the Australian Government to implement strategies to meet future nursing demands as well as develop strategies to manage the current crisis. In response, the Australian government funded additional undergraduate places at universities between 2002 and 2008 and offered financial incentives for nurses who were not currently employed to return to practice. Many undergraduate places at the university (in all disciplines) have been taken up by mature-aged students. The high percentage of graduating, mature-aged nursing students is helping to alleviate the current nursing shortage, but runs the risk of exacerbating the shortage projected to occur around the year 2020. This article postulates that graduating this high percentage of mature-aged nursing students is making a significant contribution to nursing today, helping to alleviate the current nursing shortage. However, it runs the risk of exacerbating the shortage projected to occur around the year 2020. In this article the authors explore the current nursing shortage and the changing educational opportunities that affect recruitment of mature-aged students into tertiary-based nursing programs. Recommendations are provided for appropriate succession planning for the future. Citation: Drury, V., Francis, K., Chapman, Y. "Where Have All the Young Ones Gone: Implications for the Nursing Workforce" (December 5, 2008) OJIN: The Online Journal of Issues in Nursing Vol 14 No 1. Available: www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol142009/No1Jan09/ArticlePreviousTopic/YoungOnesandNursingWorkforce.aspx Key words: mature-aged students, nursing education, nursing workforce, undergraduate education Globally the nursing workforce is ageing with fewer young people entering the profession to replace the large number of baby boomers due to retire in the coming decade (Erickson & Grove, 2007; Peterson, 2001b). Currently there is dissatisfaction amongst nurses who cite heavy workloads; shift work; minimal mentoring, supervision and support; low wages; poor working conditions; minimal professional opportunities; and limited autonomy as contributing to the number of nurses leaving the profession (Cline, Reilly, & Moore, 2003; Peterson, 2001a; Strachota, Normandin, Nancy, Clary, & Krukow, 2003). In 2004 the average age of a nurse in Australia was 43.2 years. The proportion of nurses 50 years or over increased from 24% in 2001 to 35% in 2005 (Australian Institute of Health and Welfare, 2006; Rosenthal, 2008). Currently in the United Kingdom (UK) one in five nurses is over 50 (Buchan & Seccombe, 2003; Watson, Manthorpe, & Andrews, 2003). This pattern is the same globally with the United States (US), New Zealand, Canada, and European countries all reporting an ageing nursing workforce (International Council of Nurses, 2008; National Centre for Health Workforce Analysis, 2000; O'Malley & Annals, 2004a; United States Department of Health and Human Services, 2000). Buerhaus et al. (2000) asserted that by 2020 the largest cohort of nurses will be between 50 and 69 years, and that the retirement of these nurse will exacerbate the shortage of nurses at that time. If the present trajectory continues, it could be postulated that over the next two decades 75% of nurses working in these countries today are likely to retire. Compounding the problem of an ageing workforce is the age at which undergraduate (pre-licensure / pre-registration) nursing students commence and complete their courses. There is evidence to suggest that globally fewer school leavers (people who have completed their high school education and are generally 17 or 18 years of age), who traditionally were the core of pre-registration nursing programs, are choosing nursing as a career (Aiken et al., 2001; Buerhaus & Staiger, 1999; Hopkins, 2001; O'Malley & Annals, 2004b; United States Department of Health and Human Services, 2000). …

Do Employers Need the Skills They Want? Evidence from technical work

Abstract: Changes in the modern workplace, brought about by technology and management innovations and by increased global competition, raise many concerns about the adequacy of workforce skills. In the US and elsewhere, these concerns have led to new ideas about skills, in particular the need for ‘generic skills’ like problem solving, teamwork, and communications. Many employers and policymakers in the US believe that these skills are necessary for work across most jobs and support school reforms to teach them. This article presents empirical evidence from a study in technical work which challenges conventional wisdom about skills and skill requirements and has broad implications for school reform.

Intent to migrate among nursing students in Uganda: Measures of the brain drain in the next generation of health professionals

Abstract: There is significant concern about the worldwide migration of nursing professionals from low-income countries to rich ones, as nurses are lured to fill the large number of vacancies in upper-income countries. This study explores the views of nursing students in Uganda to assess their views on practice options and their intentions to migrate. Anonymous questionnaires were distributed to nursing students at the Makerere Nursing School and Aga Khan University Nursing School in Kampala, Uganda, during July 2006, using convenience sampling methods, with 139 participants. Two focus groups were also conducted at one university. Most (70%) of the participants would like to work outside Uganda, and said it was likely that within five years they would be working in the U.S. (59%) or the U.K. (49%). About a fourth (27%) said they could be working in another African country. Only eight percent of all students reported an unlikelihood to migrate within five years of training completion. Survey respondents were more dissatisfied with financial remuneration than with any other factor pushing them towards emigration. Those wanting to work in the settings of urban, private, or U.K./U.S. practices were less likely to express a sense of professional obligation and/or loyalty to country. Those who have lived in rural areas were less likely to report wanting to emigrate. Students with a desire to work in urban areas or private practice were more likely to report an intent to emigrate for financial reasons or in pursuit of country stability, while students wanting to work in rural areas or public practice were less likely to want to emigrate overall. Improving remuneration for nurses is the top priority policy change sought by nursing students in our study. Nursing schools may want to recruit students desiring work in rural areas or public practice to lead to a more stable workforce in Uganda.

Human Resource Management in the Hospitality Industry

Abstract: A background to the industry's workforce human resource management job design recruitment selection appointment and induction performance appraisal training management development job evaluation administration of wages and salaries incentives fringe benefits labour turnover and termination of employment industrial relations law of employment manpower planning, records and statistics organizing human resources labour costs and productivity managing people customer care managing in an international context. Appendices: a review of personnel management in the private sector of the British hospitality industry the IPM code of professional practice in personnel management the IPM recruitment code technology and employment in hotels and catering.

The Dynamics of Political Suppport for Reform in Economies in Transition

Abstract: This paper considers a simple model of economic transition to analyze the dynamics of preferences over economic policy. I consider an economy with two sectors: a high-productivity private sector, which initially employs a small share of the economy′s workforce, and a low-productivity state sector, where the majority of the population is employed at the outset. In the early stages of the transition, the private sector expands at a rate that is lower than the rate at which the state sector is contracting, with the result that unemployment first rises and then falls. The government′s policy consists of a subsidy to the state sector, which has the effect of slowing down the transition. The analysis focuses on the dynamic evolution of worker′s preferences over the level of subsidy. A worker in the private sector always prefers the lowest subsidy to the state sector possible. The same is true of an unemployed worker as well, as the subsidy only reduces the number of new jobs created without reducing the number of job seekers. But the state-sector workers have ambiguous feelings over reform strategy and their preferences change over time. In particular, even state-sector workers prefer shock therapy at the outset, they will always want to slow the reforms down at a later stage. The reason is that the probability of finding a higher paying private-sector job declines as the transition unfolds. J. Japan. Int. Econ., Dec. 1995, 9(4), pp.403–425. Columbia University, CEPR, and NBER