Health Workforcce

Plan to deal with ageing nursing workforce:
The ability of health sector to deliver quality services is dependent on health professional. The increasing population and shortage of nurses in Australia has become prevalent issue. There are many strategies to resolve these issues such as:
Increasing migration or training places
Changing skill mix or nursing role
Redesigning nursing work.
Retaining older employees.
The opportunity of retaining ageing worker is set the framework of an overall improvement in health status. Following strategies could be helpful for the retaining of ageing workforce;
Providing the safe work environment: Put the ageing in such jobs which match their clinical experience, professional competencies and culturally fit.
The contribution of older nurses should be recognised through human resources policy, where professional development needs to be addressed.
Flexible working option are made available and pension and superannuation provision should not unfavourably affected by those flexible working arrangement.
Job redesign to address the issue of heavy workload and stress for aged nurses because nursing work is physically and emotionally demanding.
Shared decision making: involving nursing in the development of system and process to improve care and simplify the delivery of care can help nurses stay engaged.
Ongoing training to update the knowledge and skills of nurses because health care is rapidly changing field.
Recognition and award are important part of nurse retention strategy
Work life balance: As health care profession is very challenging and sometimes stressful. Giving the opportunity for flexible work can be helpful to maintain work life balance because many nurses leave the job because of the stressful situation.
Benefit of retaining ageing work force: The ageing nursing workforce bring stability to the health profession by their experience and knowledge.
Ageing work force has greater work experience and problem solving skills and is able to contribute to improvement.
Ability to work with minimal supervision .
Ability to meet the challenges at workplace. Working with older staff (Skill mix) gives the opportunity to younger nurses to achieve knowledge and skills. Issues associated with retaining older worker
Problem solving skill, new learning, and speed in task performance can be slow.However; physical capacity does not affect the improvement of mental capacity. Ability of process complex problem improves with the experience and age.
Difficulty in shift work and risk of fatigue decrease the performance at workplace.

Age discrimination ;Discrimination on the basis of age can happen for example not to include the aged in training and courses because of old age.
Recruitment strategies
Graduate employment position should be increased and opportunity to work in remote places in order to fulfil the health needs of rural areas.
Should be promoted by giving bonouses.As a result graduate will have chance to improve their skills with the help of senior or aged staff before they walk out the door (retirement).
Monthly training should be provided to address the key areas of safety and quality. National recruitment
International recruitment to maintain the balance of health workforce.
Impact on workforce
Being able to find the right staff with right skills.
Pressure on staff to do more will reduce.
Able to deliver services/care to patient.