Australian Healthcare Case Study

This proposal presents a report offering a new business plan for Cabramatta aged care facility that will help them to serve the changing local population while maximising the return on investment from the new extended facility. The report discusses the changing social and cultural background of the local community, roles and responsibilities of a liaison officer, and recommendations for cost management and indigenous healthcare.

Running head: AUSTRALIAN HEALTHCARE CASE STUDY
Foundation of Australian Healthcare System
Name of the Student
Name of the University
Author note

1AUSTRALIAN HEALTHCARE CASE STUDY
Executive Summary
The purpose of this proposal is to present a report offering a new business plan for
this care facility that will help them to serve the changing local population while maximising
the return on investment from the new extended facility. The increasing lifestyle expenses
and accommodation is lowering this community and weakening the labour resource. It has
been found that, in order to be aligned with these changes is local community and culture the
workforce selection process of Cabaramatta has to be more diverse, flexible and strategic. It
has been also found that appointing a liaison officer for recruitment and diversity
management in healthcare workforce can make some essential change in business.

2AUSTRALIAN HEALTHCARE CASE STUDY
Table of content
Introduction................................................................................................................................5
Literature review........................................................................................................................6
Aged healthcare system and emigrants..................................................................................6
Community and cultural factor in Cabramatta.......................................................................7
Roles and responsibilities of Liaison officer..........................................................................7
The Recommendation................................................................................................................8
Scope......................................................................................................................................8
Task of Consulting agency.....................................................................................................8
Methodology..........................................................................................................................9
Australian Health care system and the challenge brief............................................................10
Implication for indigenous health care.....................................................................................10
Benefits, risk and cost management.........................................................................................11
Conclusion................................................................................................................................11
Reference..................................................................................................................................13
Appendices:..............................................................................................................................15
Appendix A: Capability Statement Profile (Student’s part)................................................15
Appendix B: Stakeholder Assessment.................................................................................15
Appendix C: Insight Statements...........................................................................................15
Appendix D: HSM Assessment Cover Page Information (Student’s part)..........................15

3AUSTRALIAN HEALTHCARE CASE STUDY
Introduction
The old age care facility Cabramatta is in its process of expanding its facility with
new buildings comprised with 24 high care beds and 24 dementia care beds. At the same
time, the local community along with residents is changing that will have strong impact on
new workforce selection. In order to be aligned with these changes is local community and
culture the workforce selection process of Cabaramatta has to be more diverse, flexible and
strategic.
The purpose of this proposal is to present a report offering a new business plan for
this care facility that will help them to serve the changing local population while maximising
the return on investment from the new extended facility.
The social and cultural background of the local community is changing from Russian
or Slavic speaking to Vietnamese and Chinese. The lower income community is the
workforce base of this aged care facility (Thomson 2017). The increasing lifestyle expenses
and accommodation is lowering this community and weakening the labour resource.
Appointing a liaison officer for recruitment and diversity management in healthcare
workforce can make some essential change in business.
Project objectives are:
 Recruiting Liaison Officer for recruitment and diversity management
 Finding practical solution for the social and cultural changes
 Recruiting liable and adequate workforce for new extended facility
 Cost benefit analysis of potential applicable procedure
 Maintain the stable service quality while ensuring profitable ROI from new unit

4AUSTRALIAN HEALTHCARE CASE STUDY
Literature review
Aged healthcare system and emigrants
In aged care healthcare system of Australia, both client and workforce are changing in
terms of their ethnicity, socio-cultural background, nationality origins and others. Currently
more than 20% of the aged population in Australia are born from non It English speaking
country. The number of these non-English speaking aged peoples who are more than 65 years
old is round 653800 (Harper 2017). This number is increasing every day. As a result, the
growth rate of this community is increased by 66% from the last 15 years. This growth rate is
changing the entire scenario of the healthcare demands and potential workforce in healthcare
facilities significantly (Richards 2018).
The Australian Government and many Non Government Organisations have taken
many affective initiations to handle the health condition of this huge number of immigrant
community. Currently, more than 120 healthcare facilities in New South Wales are providing
service to distinct social, cultural communities. This increasing population of diverse
communities has started from 1945 to 1980 time-zone (Carabetta 2017). It was an ultimate
result of post-war economical crisis in many countries. As an effect of Post-war migration,
from that period, thousands of immigrants are coming and filling semi-urban and urban
landscape of Australia. Another essential factor of these community is, 50% to 70% people
do not have enough education for effective communication. The major reason behind this is
that, most of them are completely unable to communicate in English. Some of them can,
however they can not write English properly (Garcia et al. 2017).

5AUSTRALIAN HEALTHCARE CASE STUDY
Community and cultural factor in Cabramatta
The locality of Cabramatta is a classic example of high migration and settlement.
During the post world war situation huge number of Latin, people from Yugoslavia, Russian,
Chinese and Vietnamese came and settled in the locality. Hover, before the 21st century the
majority of the local community was Slavic speaking or Russian people (Lin et al. 2017).
With the changing market price, global economy and expenses of local population the
national, social and cultural background of the community is changing rapidly.
Roles and responsibilities of Liaison officer
Liaison officer is a person who liaises between two parties through involving within
their communication. The duty of a liaison officer is to help both of the parties to understand
each other properly and to build up the effective collaboration and cooperation. More than
32% of total international business collaboration is executing with the support of Liaison
officer (Carabetta 2017). A liaison officer is also appointed for recruitment system where the
business is dealing with diverse workforce culture. From the selection of candidates to
develop a appropriate induction phase for the newly recruited employees, it is the
responsibility of a liaison officer to prepare the strong as well as flexible workforce that can
deal with people from diverse social, cultural and financial background. When it comes to
diversity management Liaison officer can solve more than 80% of discrimination and other
issues within the workplace through Affective, selection, training, induction, communication
and motivation.

6AUSTRALIAN HEALTHCARE CASE STUDY
The Recommendation
Scope
The aged care facility of Cabramatta has a strong workforce who are competent enough to
deal with their existing aged residents. However, in their new extension building, they require
an efficient caregiver who can interact with the new population efficiently. The social and
cultural background of the local community is changing from Russian or Slavic speaking to
Vietnamese and Chinese (Reid et al. 2018). The lower income community is the workforce
base of this aged care facility. Therefore, decreasing number of this community is limiting the
opportunity to choose appropriate workforce from the local labour pool. The new emigrants
who are filling the larger section the Cabramatta do not have enough education and fluency in
English to handle the aged residents from medium to high background.
Task of Consulting agency
An consultation agency has to develop a proper management plan including the recruitment
and resource allocation procedure to sustain the profit margin of the aged-care organisation.
The aim of this consultancy agency is to support their client to whom they are currently
offering a new business plan for this care facility that will help them to serve the changing
local population while maximising the return on investment from the new extended facility.
Therefore, the following list of deliverable has been developed in order to keep track of the
progress and supporting requirements:
A suitable action plan is to be developed to recruit new workforce
The action plan will ensure the quality management in accordance with the present service
quality

7AUSTRALIAN HEALTHCARE CASE STUDY
The recruitment system will be delivered to a responsible person who can find the cogitative
workforce for the company
The recruitment process should ensure that the newly recruited employees would maintain a
healthy, cooperative and friendly relationship within the culturally diverse work environment
Methodology
In order to achieve the above mention targets both the Cabramatta aged care facility
and the consultant agency has to work cooperatively under certain guideline that can make
proper synchronisation of workflow and information integrity within them. Initially they have
to conduct an internal research on their existing human resource in order to find the
appropriate measurements that are required for selection of employees (Karl, Ramos and
Kühn 2017). The organisation has to inform the liaison officer about their vision,
performance criteria and expectation from the employees, which will allow the recruiter to
develop the recruitment planning. Another essential factor is funding or financial estimation.
For this, multiple communication sessions have to be conducted within both of the
organisations. The following section will describe the step by step method to achieve the
predetermined goals:
1. Communication to initiate collaboration procedure and to debvelop the bluepring
of schedule
2. Prepare the existing workforce for the new changes due to the new extended
service and upcoming workforce
3. Recruiting a Liaison Officer for workforce recruitment and to train them for
diverse and healthy work culture
4. Improving coordination within the agency and the aged care organisation through
the efficient service of Liaison officer

8AUSTRALIAN HEALTHCARE CASE STUDY
5. Recruit new and competent workforce from local labour pool
6. Train the work force to increase their adjustability and acceptability
7. Improve the rewarding policy to motivate all the existing and new employees
Australian Health care system and the challenge brief
The healthcare system in Australia is currently going through a serious condition
regarding the indigenous healthcare planning and policies. Agencies like national Aboriginal
Community Controlled Health Organisation (NACCHO), Indigenous Allied Health Australia
(IAHA), Australian Aboriginal Health Foundation (AAHF) and several non-government
bodies like Secretariat of National Aboriginal and Islander Child Care (SNAICC) are
working collaboratively to improve the health quality and decrease the mortality rate of
Aboriginal and Trait Strait Islander people (Green et al. 2017). In this situation, the cultural
gap between the caregivers and the indigenous people as well as lack of education and health
awareness the effectiveness of these collaborative activities are being minimised. Movements
like “Close the gap” are also held in order to educate the indigenous community and increase
their involvement in healthcare facilities as a caregiver.
The most significant factor within this situation is the practice of healthcare service
provider organisation and the social work associations like the aged people. The appropriate
collaboration and holistic development approach of these private organisations can lead the
situation towards positive outcomes (Azzopard et al. 2018). Institution as Cabramatta aged
care facility can be good example for contributing their service to the indigenous community
by offering them job role in their organisation as per their expertise.

9AUSTRALIAN HEALTHCARE CASE STUDY
Implication for indigenous health care
As a private organisation, Cabramatta Aged Care organisation has many opportunities
to help the indigenous community by allowing them to join in the organisational workforce.
It will also improve the social responsibility of the organisation. On the other hand, this kind
of social activity can improve image of the organisation towards the local and regional upper
middle class community. It will enable them to pursue the healthcare service provided by the
organisation (Livingston et al. 2017). Apart from that, Cabramatta Aged Care can also
provide special care to the local indigenous community as a part of holistic health care
providing. It will also allow them to understand the most essential factors and regulators in a
culturally diverse workforce.
Benefits, risk and cost management
Activity Cost Benefit Risk
Improving the
workforce structure
Investment in
Recruitment and
training of the
workforce
Increased workforce
can sustain the
service quality and
even can improve
Defective activity
plan can increase the
annual expenditure
for improvement
Recruiting new
employees from
indigenous
community
Investigating the
potential labour pool
and selecting the
appropriate
community
Increased company
image in the potential
service receiver
through social
responsibility
Unintentional breach
of any government
occupational or
community based
regulation can cause
severe loss.
Engaging in
Indigenous
healthcare service
providing
Increase the strength
of the overall
workforce in terms of
quality and quantity
Expanded service
radius and verity
Unintentional breach
of any government
occupational or
community based
regulation can cause
severe loss.

10AUSTRALIAN HEALTHCARE CASE STUDY
Conclusion
From the above discussion it can be concluded that in order to be aligned with these
changes is local community and culture the workforce selection process of Cabaramatta has
to be more diverse, flexible and strategic. The increasing lifestyle expenses and
accommodation is lowering this community and weakening the labour resource. Appointing a
liaison officer for recruitment and diversity management in healthcare workforce can make
some essential change in business. Apart from that, Cabramatta Aged Care can also provide
special care to the local indigenous community as a part of holistic health care providing. It
will also allow them to understand the most essential factors and regulators in a culturally
diverse workforce.

11AUSTRALIAN HEALTHCARE CASE STUDY
Reference
Azzopardi, P.S., Sawyer, S.M., Carlin, J.B., Degenhardt, L., Brown, N., Brown, A.D. and
Patton, G.C., 2018. Health and wellbeing of Indigenous adolescents in Australia: a systematic
synthesis of population data. The Lancet, 391(10122), pp.766-782.
Carabetta, G., 2017. Alternative Dispute Resolution in Public, Essential and Emergency
Services.
Garcia de Blakeley, M., Ford, R. and Casey, L., 2017. Second language anxiety among
Latino American immigrants in Australia. International Journal of Bilingual Education and
Bilingualism, 20(7), pp.759-772.
Green, M., Cunningham, J., O’Connell, D. and Garvey, G., 2017. Improving outcomes for
Aboriginal and Torres Strait Islander people with cancer requires a systematic approach to
understanding patients’ experiences of care. Australian Health Review, 41(2), pp.231-233.
Harper, M., 2017. Moving Out and Moving On? Emigration from Scotland to Australia in the
Twentieth Century. In Emigrants and Historians: Essays in Honour of Eric Richards.
Wakefield Press.
Karl, U., Ramos, A.C. and Kühn, B., 2017. Older migrants in Luxembourg–care preferences
for old age between family and professional services. Journal of Ethnic and Migration
Studies, 43(2), pp.270-286.
Lin, X., Bryant, C., Boldero, J. and Dow, B., 2017. Older people's relationships with their
adult children in multicultural Australia: a comparison of Australian-born people and Chinese
immigrants. Ageing & Society, 37(10), pp.2103-2127.

12AUSTRALIAN HEALTHCARE CASE STUDY
Livingston, G., Sommerlad, A., Orgeta, V., Costafreda, S.G., Huntley, J., Ames, D., Ballard,
C., Banerjee, S., Burns, A., Cohen-Mansfield, J. and Cooper, C., 2017. Dementia prevention,
intervention, and care. The Lancet, 390(10113), pp.2673-2734.
Reid, A., Merler, E., Peters, S., Jayasinghe, N., Bressan, V., Franklin, P., Brims, F., de Klerk,
N.H. and Musk, A.W., 2018. Migration and work in postwar Australia: mortality profile
comparisons between Australian and Italian workers exposed to blue asbestos at
Wittenoom. Occup Environ Med, 75(1), pp.29-36.
Richards, E., 2018. Islands of exit. In The genesis of international mass migration.
Manchester University Press.
Thomson, A., 2017. ‘My wayward heart’: homesickness, longing and the return of
Vietnamese post-war immigrants to Australia. In Emigrant homecomings. Manchester
University Press.

13AUSTRALIAN HEALTHCARE CASE STUDY
Appendices:
Appendix A: Capability Statement Profile (Student’s part)
Appendix B: Stakeholder Assessment
Influence or Power
High Government and
authority
(External)
Board of Directors
(Internal)
HR management
(Internal)
Medium Caregivers (Internal)
Low Supplier (External) Patients or
consumers (External)
Low Medium High
Impact or getting affected
Appendix C: Insight Statements
Appendix D: HSM Assessment Cover Page Information (Student’s part)

14AUSTRALIAN HEALTHCARE CASE STUDY