The Demand For Health Care Personnel And The Supply Of Their Services

With the existing trend of shortages in healthcare providers and professionals, the recruitment and retention of this type of staff in a rural area may

Building off the increased ability of recruiting health professional comes even more heightened salary comparison. In a study conducted with many countries,

The role of human resources is also very important in maintaining an effective health care industry. If the managerial personnel are performing their duties effectively and efficiently in a health care organization, the organization will automatically progress. Additionally, the organization will provide the improved outcomes of the patient health and health care delivery as well. This is so because human resource is also considered as one of the most important inputs to effective health care services. Although there exists a variety of challenges in inducting qualified human resource professionals but there is a strong need to solve this issue. (Kabene, 2006)

The healthcare system in America started as a predominantly volunteer system where patients were required to pay little to nothing for treatment. Since it began, the healthcare industry has seen tremendous changes that have transformed it into a business entity which has operations like financial management, strategic planning and functional specialties to keep the industry viable. The industry is one of the largest in the country employing 15 million people with a projected increase of jobs with 3 million jobs annually. As the healthcare industry continues growing, services and personnel are changing, and various dynamics are coming into play to accommodate changes (Smith, Saunders, Stuckhardt, & McGinnis, 2013).

The debate continues as to whether or not America is really experiencing a healthcare workforce shortage. This debate continues to rage as commercial areas experience an overflow of healthcare professionals with the option to offer per diem employment to job seekers in these areas. However, rural areas continue to suffer from a lack of professional healthcare workers; specifically, those who specialize in specialist areas. The Alliance for Healthcare Reform (2011) has highlighted the following points as the factors which will be deemed responsible for this shortage:

This is a subject of particular personal interest because it strikes me as perhaps the single most problematic reality in healthcare today and because the need for jobs on a global scale should denote an opportunity to preempt the worsening of this crisis. Any research emergent on the subject such as the present literature review should be used to proliferate knowledge of the present crisis and to push for

The poor areas have many less doctors than the wealthy spots, even though the rural areas suffer from much harsher diseases on a larger scale. The countries either provide medical training for their own citizens or fund their training from somewhere else, but once the students have the skills to save lives, they move to different places for higher pay. This issue lies not only in South Africa, but in the entire continent. For example, for every Liberian doctor working in Liberia, there are two working abroad. Not only is there a shortage of doctors in general (averaging about 1.15 doctors for every 1,000 people in sub-Saharan Africa) but a shortage of nurses and midwives. Over two-thirds of mothers in Africa have no health professionals to guide them through hardships regarding pregnancy and childbirth, causing Africa alone to be responsible for over one half of the world’s infant and maternal

As you know the reason that for CMS and other health care agencies to come up with quality incentive payments (QIP) to enforce compliance and improve quality patient care because of the rising medical costs, staggering patient safety concerns, rampant malpractice. The increasing burden of chronic disease, health insurance fraud and inappropriate pay become a heavy burden that the health care unable to bear financially and it was the impetus for incentive payments. However, some argue that incentive payments are dangerous pernicious because providers may avoid accepting patients with complicated problems and who are simply incompliant of care. Bonis, (2005) stated, ” A potentially even more pernicious outcome of QIPS would occur if providers,

The world of business, to include health care is faced with a myriad of challenges. Recruitment and retention in a highly competitive environment, is an area that institutions are being confronted with to a greater degree than in previous generations. Consequently, no longer do individuals become employed by an organization and stay until their eventual retirement.

This article discusses the problems that many healthcare organizations experience when it comes to employing critical skill employees. Nearly 74% of healthcare organizations face this problem with 41% of organizations in other industries facing the same problem. Organizations within the healthcare field are struggling to retain registered nurses. Organizations could end up spending a lot of money trying to attract employees including nurses. Pay that is based on the employee’s performance will help to retain employees.

Recognizing the burden of quality and outcome measurements, payers are adding financial incentives such as per-patient per-month payments in addition to fee-for-service reimbursements. Practices can use these incentives to hire nurses or other providers such as case managers.

A Population’s health outcome is usually determined more so by its social factors than its medical care. Health care provider determine the type of care in this community by firstly assessing the social determinant which range from the personal, social, economic, and environmental factors that influence health status. In defining the type of healthcare for this community an HCP takes into consideration several factors including; the lack of availability of health services in the area, the high cost and lack of insurance coverage and language barriers, age and disease prevalence of the population to be served. To meet the needs of this community there are free, income based health clinics, public health department clinics and community

In the United States, the number of physicians, nurse practitioners and physician assistants is not growing as quickly as needed. By 2025, it has been predicted that the United States will face an increase in shortage of 46,100 to 90,400 physicians. The growth of nurse practitioners and physician assistants was projected to diminish the shortage of physicians, which will require patient and health system acceptance and more available jobs in health care services. The critical increase of need for specialists in the recent years caused so much attention, and the demand was said to grow more rapidly than the supply. The shortage of available physicians in the United States has led to the aging and growing patient population, connected by the expansion of healthcare coverage to deprive of timely healthcare services.

Rewards might be founded on utilization of auxiliary administrations, referrals, and hospitalizations, and might be utilized as motivators or disincentives (Darr, 2011). The impact of a potential reward is deceptive in that the doctors themselves (Darr, 2011) might influence clinical basic leadership subliminally or in ways not completely refreshing, even. Patients are quite often unmindful of such impetuses or connections. A further issue with rewards is that staff starts to view them as a typical and expected portion of their remuneration, and neglecting to pay them is prone to bring about lower confidence or other, much more negative outcomes (Darr,

The number of physicians in the country has been decreasing at such a great rate that the government and other stakeholders in the health care sector are trying to camouflage this by increasing the number of foreign doctors practicing in the country. The American Medical Association has been trying to promote these re-entry programs designed for physicians since the year 2009 to help curb this problem. There are many people who can see what the problem is, but it is not possible for them to do much about it. Physicians also see this problem, and they are well aware of why the shortage is arising, but they are also unable to do much to prevent the issue. There are many problems that lead to the shortage of physicians, and unless something is done, it will continue escalating ADDIN EN.CITE Lynch19721573(Lynch, 1972)1573157317Lynch, MichaelThe Physician "Shortage": The Economists' MirrorAnnals of the American Academy of Political and Social ScienceAnnals of the American Academy of Political and Social Science82-88399ArticleType: research-article / Issue Title: The Nation's Health: Some Issues / Full publication date: Jan., 1972 / Copyright © 1972 American Academy of Political and Social Science1972Sage Publications, Inc. in association with the American Academy of Political and Social Science00027162http://www.jstor.org/stable/1040122( HYPERLINK l "_ENREF_6" o "Lynch, 1972 #1573" Lynch, 1972).