The Global Demand of Filipino Healthcare Professionals

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

One of the biggest issues in the medical field sector in United Arab Emirates is the lack of work forces such as doctors, nurses, and pharmacists (Gov of the UAE). According to Ministry of health statistics, the number of doctors in United Arab Emirates is 1.75 per 1000 people which is a very low ratio. While the nurses represent 2.7 per 1000 people ( MOH of the UAE,2014 ) . The country had realized the huge gap that impaire the health care system. Thus , the priority was set on its agenda for the plan of the year 2030. where it focuses on the issue and state the following " The Authority is also working on a comprehensive plan to attract, train and retain health care professionals with the focus on increasing the number of Emirati work force" (HAAD,2014).On the other hand the main obstacle that is facing Singapore heath care system is finance . The government is only responsible for the basic health care services. Therefore each individual is expected to take responsibility for his/her own health requirements (Lee & Wong ,2008 ).This issue has the major impact on the health care system of Singapore .However an outstanding country as Singapore would not stay still while such a problem exists in its system

Globalization in healthcare is a topic that has been the subject of many debates worldwide. While practically the entire world is becoming a global village due to globalization, the healthcare industry was considered to be invulnerable to this trend. This was attributed to the fact that healthcare is a service industry, where service is delivered on area of purchase. However many developments not only in the healthcare industry but in the entire economical sphere as a whole have seen the aspects of globalization. As a result globalization in the healthcare industry is a common phenomenon in the contemporary world. As the healthcare industry across global boundaries becomes increasingly intertwined,

Regardless of the many factors influencing the supply of physicians such as movement away from managed care, increase in the number of female physicians, lifestyle preferences, population growth, and increase in average lifespan, there still continues to be a physician shortage here in the United States. In order to fill these available positions in doctors’ offices, hospitals, and clinics due to the physician shortage, we are using IMGs, or international medical graduates.

Nowadays, America’s citizens take simple trips to the doctor for granted. Everyday, millions are treated by doctors for broken bones, sickness, cancer, etc. However, we may not have enough doctors to keep up with the demand. Many people whom have gone through medical school and/or medical classes in college would rather become nurses and doctor’s assistants than become professional physicians or specialists. This poses a major problem for the United States since there is an expected rise in demand for doctors in coming years. This research paper will explain the history, causes, long term, short term, and tried/potential solution to the nation’s shortage of doctors.

The recruitment and hiring processes at the two institutions are complex and they revolve around a series of elements, such as the identification of the minimum qualifications, the selection processes, the written examination, the oral boards, the investigation of the character and background, the polygraph examination or the psychological assessment. The table below summarizes the recruitment and hiring methods at the two institutions in a comparative manner.

There should be a more efficient methods to make the resources for the hiring process for employment. Some organization has outsourced jobs due to the restrain of the economic for the past few years in the United States (McCann, 2013). This will show the improvement for the hiring process of personals over the next few years for various positions. This trend has improved in the last two years due to funds provided by the stimulus package for changes in health care services. For example, the development of work place mobility has enhance the hiring process in the health care sector. This is because the demographic of The United States has been changing over the pass few years. This has led to a better improvement of increasing fairness in the work place over the years. There has to be a way these health care organization has to deal with changing demographic of the country and strategic training on hiring process is one of the efficient way. These trends that are affecting the way people are going to be hired in the future due to these gaps. One way is that the HR department should become a strategic partner in dealing with issues in a health care organization.

With the demand for primary care services already straining resources and capacity in most states, more than 16 million individuals are projected to gain health insurance coverage by 2016, and through advancements in medical science we have a rapidly aging population, many states are considering all options to increase the number and role of primary care providers. Despite a vigorous increase in the supply of physicians following unprecedented increases in medical school capacity in recent years, the “Association of American Medical Colleges (AAMC) still projects a shortage of 130,000 physicians by 2025, split almost equally between primary and specialty care.” (Association of American Medical Colleges. The Impact of Health Care Reform on

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).

People see hospitals as a place where one goes for healing and medical care, but hospitals are businesses that healthcare administrators have the responsibility of maintaining. Healthcare administrators’ responsibilities include many aspects related to patient care. Some of those aspects are social and public policy and the technical management of healthcare delivery in hospitals. Unfortunately, healthcare administrators are faced with many challenges as well. One of the growing challenges that healthcare administrators are facing is the shortage of healthcare professionals.

Nurses occupy a central role in the delivery of health care in all countries though countries have different health care systems and methods of payment options. Unfortunately research on the nursing experience carried out in some countries has indicated high levels of job dissatisfaction, burnout and intention to leave the profession. Many countries are facing nursing shortages, worsened by the fact that richer nations are luring nurses away from poorer ones, and that the nursing profession has lost popularity among younger women and men as a career option (Burke et al., 2012).

If the 2nd choice candidate also doesn’t take the job then the whole recruitment process is launched once again from the initial stage. It does not take extra people to tackle the turnover situation which might happen in the future. It only recruits the required number of people for the vacant posts.

The UAE has a federal constitution that divides power between the federal government (based in Abu Dhabi) and the governments of the constituent Emirates. However, throughout the Emirates, if a foreign company or investor wishes to establish a presence in the UAE they will be required to have a UAE national. A UAE national is another term for an agent, partner or sponsor who will counsel and guide them in while in the country. The UAE is an active member of the United Nations, the Organizations of the Islamic Conference (OIC), the Arab League, and the Arab Gulf Cooperation Council (AGCC).

UAE is located at the southeast end of the Arabian Peninsula on the Arabian Gulf sometimes referred to as Persian Gulf, bordering Oman , and Saudi Arabia to the south, sharing sea borders with Qatar and Iran (CIA World Factbook). The population is estimated to be 9.446 million and consists of 1.4 million Emirati citizens and 7.8 million expatriates, majority of whom came from India, Pakistan, Philippines and other Arab countries. It was established in 1971 as a federation of seven emirates (states). Each emirate is governed by a monarch; together, along with some elected representatives, they form the Federal Supreme Council – legislative organ. One of the monarchs is selected as the President of the United Arab Emirates.

Unfortunately, the Saudi education system has only focused on high paid, prosperous, and prestigious jobs like doctors, engineers, and lawyers and left basic yet complementary job as nursing way behind. This lack of attention to necessary and complementary jobs, has led the Saudi education system in creating less than 20 percent of the nursing staff working in Saudi today, which in return led into today’s significant shortage in qualified and competent Saudi nurses and to high rate of imported nurses (Sadeeq, 2003).