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Workforce Recruitment and Retention – How do we Address HR Sustainability Pat Bass

Workforce Recruitment and Retention – How do we Address HR Sustainability Pat Bass. What are some of the concerns. Workload/human resource management Competition Burn-out Need to care for family “Brain-drain” Professional satisfaction Performance and accountability

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Workforce Recruitment and Retention – How do we Address HR Sustainability Pat Bass

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  1. Workforce Recruitment and Retention – How do we Address HR Sustainability Pat Bass

  2. What are some of the concerns • Workload/human resource management • Competition • Burn-out • Need to care for family • “Brain-drain” • Professional satisfaction • Performance and accountability • Incorrect/inadequate knowledge • Recruiting to rural areas • High attrition -> low institutional knowledge

  3. Anecdotal Evidence • AIDSRelief LPTF staff work longer hours than other hospital staff leading to faster burn out • High turnover rate among LPTF SI staff; more competition for skilled workers

  4. AddressingSustainability Transition strategy began the first day of the project • CF hires local experts to provide strategic information TA • CF provides on the job training and professional development as necessary • LPTFs may / may not have resources to hire experts but need training program in place • Hire motivated staff with direct interest in program • Address the professional needs of staff; essential component necessary to promote change

  5. Our Current Strategy • Address balance between work and free time • Professional satisfaction • Work environment • Providing the 3M’s (IQSolutions) • Opportunity for professional development • Provide comprehensive health care for workers including HIV care & treatment / workplace HIV/AIDS policy should be in place • Supportive supervision

  6. Recruiting barriers; managing employees; and reasons for attrition Employment Training Working conditions HR Management Employee Performance Perceived risks Financial motivation Community & work conditions Management skills/communication Personal development /promotion Appropriate staffing levels Work load balance Staff support Recruitment Qualified staff Rural vs. Urban Financial Attrition Resignation Competition Brain Drain ** Adapted from WHO Treat, Train, Retain (Guerma, 2006)

  7. Discussion Questions • How do we improve retention of qualified staff at LPTFs? • How do we enhance human resource management at both private and public hospitals? • What is the budget balance between training (new staff) and improving retention • What are some innovative solutions for recruitment and retention?

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