Attracting and Retaining Staff

Running Head: ATTRACTING AND RETAINING STAFF
Attracting and Retaining Staff
Name of the Student
Name of the University
Author Note

ATTRACTING AND RETAINING STAFF1
Topic- Essay on Attracting and Retaining staff
Introduction
The recruiting and hiring in the healthcare industry has become a topic of concern for
many of the recruiters. The recruiters and the HR manager are now struggling every day for
recruiting the highly skilled healthcare professionals around the world. There are many
healthcare organizations which have understood the importance of this issue. Some innovative
solutions have been used by them to improve the hiring process in the healthcare industry
(Kroezen et al., 2015). It is considered to be one of the biggest service industries and it is also an
ever continuing industry. As a consequence, the recruitment and hiring in the healthcare industry
is experiencing the huge changes and challenges in recruiting. The ongoing changes in this
industry has led to it to transform the way it operates, hires, manages, treats its customers ,
works. As I have learnt from the Assessment 2, all the technological demand and changes
continue to leave a big impact on the healthcare industry. This essay will highlight the challenge
faced in the healthcare sector in attracting and retaining the staffs. It will explore the theories
related with the evolution of the human resource management, the industrial relations (Halcomb
& Ashley, 2017). The human resource planning, the work design challenges in the international
environment, the attraction and selection of the talent, the talent retention and development, the
management of performance, strategic reward management and managing workplace health and
safety.
Discussion
The change in the technology has initiated the demand for new and advanced skills upto
greater extent. The focus in the healthcare sector has driven towards keeping up with the new

ATTRACTING AND RETAINING STAFF2
trends and keeping the patients happy. In order to make this a success, the highly qualified
healthcare professionals are also required. In the growing healthcare industry, it is projected that
the employment rate will grow upto 19 % in the year 2024 as per the reports of the United States
Bureau of Labor Statistics Bls.gov (2019).. It is evidently much faster than the average for all the
occupations having added 2.3 million new jobs. The recruitment, hiring, talent acquisition is an
extremely difficult task for the recruiters (Cooke & Bartram, 2015).The healthcare professional
in the recent years are expected to have the ability to follow the ethical practices and safety
implementation with supremacy in the technical competency. Moreover, the issue with the team
building along with the culture fit are on the rise too. The challenges are the highest with the
human resource managers in the healthcare sector.
One of the biggest challenge for the human resource managers is the lack of the talented
people. This industry has been missing then required skills, the highly –educated candidates
through many years. The problem is increasing instead of decreasing. As per the Healthcare
Recruiting Trends Survey 2015, the United States will face a serious shortage of both the
primary care and the specialist physicians for caring an aging and growing population
(Healthecareers.com. 2019).The issue with the dilemma between the education and the
experience in the medical field is age old. Throughout the healthcare industry always operated
under huge pressure. The work in the healthcare industry is critical for the well-being of so many
people. The previous experience from the assessment 2, the professionals in the healthcare sector
deal with the incredible levels of stress. The human resource professionals face certain issue
such as increased demand and the staffing shortage. The primary reason behind the staffing
shortage is that the baby boomer generation is continuing to age.

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This massive population is responsible for creating considerable workload for the
medical professionals. The limited capacity of the nursing programs are unable to meet the
increasing demand. The issue is aggravated by the shift towards a millennial workforce the
priority of which was different from the predecessors. From the Assessment 2, I have understood
that another serious issue is with the increasing turnover rates in the healthcare sectors which is
again making the retaining of the staffs difficult. The hiring shortage is there and the hospitals
are struggling for retaining the staff members which they already have. Research suggest that in
the past few years, the turnover rates have increased from 11.2 percent to 17.2 percent. The issue
of the staff burnout is entangled with the issue of staff shortage and the staff turnover. The staff
burnout has a negative impact on both the patient safety and the patient care. The mental, the
long working hours and the physical exhaustion restricts the service providers perform their best.
The decreased satisfaction levels can be considered as a result of the emotional distance on the
part of the clinicians. The staff burnout aggravates the disconnection between the patients and
the providers (Almaaitah et al., 2017).The provider tend to develop unfriendly, less empathetic
and cynical attitudes. The disconnection leads towards les sympathetic attitude towards the
patient’s needs and keeps everyone unhappy about the experience.
The Assessment 2 also has pointed out that in the healthcare sector, the human beings are
the most important resources and the machines which are also an integral part of the health care
needs the human expertise and commitment. Hence the planning of the human resources is the
key to the success of health care provision. The aim of the human resource policy is to attract,
recruit, develop and retain the competent personnel. It is also responsible for the creation of a
learning health care organization. In the healthcare sector, the patients are unquestionably the
main focus (Balamurugan & Zubar, 2019). The doctors, the nurses, technologists, the hospital