1 / 19

Navigating the Evolving Health Labor Market Challenges

Explore the dynamics of the changing health labor market, including demands, supplies, and needs. Identify key factors influencing workforce shifts, shortages, and migration. Learn potential solutions and strategies for building a sustainable healthcare workforce.

chana
Télécharger la présentation

Navigating the Evolving Health Labor Market Challenges

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. The challenge of the changing health labor market GillesDussault EUREGIO III 3rd Master Class Programme 23March, 2011

  2. Overview • Why discuss health workforce issues (HW) now? • Whatneeds to bedone to findtheright balance?

  3. Why discuss HW issues now? • Needschange • Demandchanges • Supply changes • Many alerts: WHO reports, EU Green paper/Conclusions • Time lag

  4. Education pipeline Nationals trained abroad Immigration Contracting Statutoryretirement Stock/ supply of health workers Composition Distribution Attrition Emigration Returners A simple model of health labour market dynamics (stock and flows) • Socio-demographic, economic, • organizational, legal determinants

  5. Needs change • Agingpopulation • Epidemiological profile (chronicdiseases, mental health, re/emergingdiseases) • Values (religiousrequests, palliative care, euthanasia) • New diagnosis/treatmenttools and strategies

  6. Aginginthe WHO-EUROPE Region, EU and CIS

  7. Demand changes • EU HealthPolicy, Cross-border directive • WHO renewedprimary care policy • New organizationalstrategies: team work, integration of services, ambulatory/home care. Telemedicine • Medicalization of healthylife • Betterinformed, more demandingusers (average time of consultations)

  8. Supply changes • Aging: Average/nurses = 41-45 in Den., Isl., Nor., Swe., Fra. • Scaling-up of general practice, of nursing (expandedfunctions) • Values and expectations (work-life balance, non-financialincentives) • Mobility: within countries, between countries, im/emigration(freedom of movement, Bolognaprocess, Blue EU Labour Card)

  9. GPs, Denmark

  10. Predicted shortages • England 2010: 14,000 nurses (Mooney H, 2007) • Netherlands: 7,000 nurses(Simoens et al 2005) • Norway: 3,300 nurses(Askildsen et al 2003) • Switzerland: 3000 nurses(Irving J 2001) • USA • 500000 nurses (2025) (Buerhaus et al. in print) • 44000 (2025) family practitioners (Colwill 2008)

  11. Estimated shortage of HRH(DG-SANCO)

  12. Migratory flows: ‘push’ e ‘pull’ • Compensation • Working conditions • Working environment • Better career opportunities • Access to specialized training • More security and stability • “Global CodeofPracticeontheInternationalRecruitmentofhealthpersonnel” Source: Buchan J et al 2003

  13. % physicians and nurses with foreign nationality(OECD 2007)

  14. Which workforce? • First, need to answer a few tricky questions: • Where do westartfrom? • Future healthneeds? • Which services? How willtheybeorganized? • Whowill do what? • How will supply and labour market evolve? • How much are weprepared to spend?

  15. Which workforce? • Whatisthe capacity of the country, of individualorganizations? • To attract/recruit the right type of future healthworkers • To educate/train them • To employthem • To retainthem

  16. What countries can (should) do? • HW policy in line with services and health policies • Build the information base (numbers, availability, productivity, projections, expectations, multiple employment, privatesector) • Mobilize stakeholders in support of change • Mobilize resources and capacity

  17. Conclusions • The toughest challenge: building the workforce of tomorrow • Aglobalapproach is needed • How to move from awareness to effective action?

More Related