Selection Criteria in Health Department of Australia | Assignment

Running head: SELECTION CRITERIA IN HEALTH DEPARTMENT OF AUSTRALIA
SELECTION CRITERIA IN HEALTH DEPRTEMENT OF AUSTRALIA
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Selection Criteria in Health Department of Australia1
Table of Contents
Article 1:..........................................................................................................................................2
Article 2:..........................................................................................................................................4
Article 3:..........................................................................................................................................6
Article 4:..........................................................................................................................................8
Article 5:........................................................................................................................................10

Selection Criteria in Health Department of Australia2
Article 1:
Russell, D. J., Wakerman, J., & Humphreys, J. S. (2013). What is a reasonable length of
employment for health workers in Australian rural and remote primary healthcare services?.
Australian Health Review, 37(2), 256-261.
This paper mainly aims at the optimization of employees’ retention in rural areas and
remote areas of primary healthcare (PHC) in Australia. It is noticed that currently the healthcare
sector lags the PHC workforce benchmark which could have helped in understanding the
geographic context and profession. The research question on this article is to find out the
implications for practitioners and to know more about the current situation in remote and small
rural areas of Australia (Adzei & Atinga, 2012). It is important for the article to find out the
proposed benchmark for the reasonable length of PHC workforce retention. Three broad
strategies was sorted and they can be strategically used for the purpose of finding out the
proposing benchmark related to workforce length of stay. The three broad strategies were
following:
1. Comprehensive literature review related to PHC workforce.
2. Secondary analysis for the existing Australian PHC workers,
3. Postal survey with 108 remote and rural PHC services, actual workforce retention pattern
and identifying perceived pattern (Asuke et al., 2016).
After the full analysis of this survey along with secondary data analysis it was found that
it is very important for the healthcare sector to establish a benchmark for the retention ratio. The
analysis for primary reflected the difference between the retention ratio by geographic location
and some professions which took a lot of time to appear and also it was not identifiable. A proper

Selection Criteria in Health Department of Australia3
supply of benchmark is set for the recruitment and retention process of international employment
in the healthcare sector of Australia for the rural and remote settings. Finally after the detailed
discussion it is concluded by the researchers that the difference between the recruitment and
retention benchmark according to their profession and geographic location can be easily and
empirically derived (Birnbaum et al., 2011). The managers of the healthcare sector is provided
with an opportunity to improve the recruitment criteria and retention ration with the performance
along with reducing the cost strategically for their staff replacement.
This article can be useful for the review of literature as it mainly focuses over setting a
proper benchmark for retention of the healthcare staffs which helps in gathering information for
the cost involved in the selection criteria of employment in healthcare sector. If there will be a
benchmark and less recruitment of staffs then there will be more retention of the staffs. This
article helps to understand the best practice and the underpinning of retention strategies. This
article also helps in understanding the if the workforce planner uses proper strategies along with
their knowledge for baseline retention then there will be recruitment for proper staff and that
would include strict selection criteria for it. This helped to guide a proper design before the
selection process to avoid the high cost of staff replacement and save time as well. Cost neutral
retention strategies also helps in understanding the selection criteria of that organization as well.