1. As Director, Human Resources, VC, explain the implications of the level of supply and demand in the labour market in the recruitment and retention of; GPs
The level of demand for the general practitioners at the VC medical is high than the available supply of the general practitioners. The neoclassical model ensures that no agent involved analysis and shows the price levels and the relative prices. The thinking of the classical theory highlights that the economy is very free flowing and that the prices as well as the wages freely adjust to up and down of the demand over time. This means that when the times are good, the wages and the prices usually go up, and when times are bad the wages and the prices are freely to adjust downward. It is important to note that with classical theory the economy is not at full employment, this means that every worker who wants to work is doing their own tasks and all the resources are fully utilized to their own capacity. Every organization needs to believe that the economy is self correcting and in case there are issues which happen, an organization might not need any help from anyone. The supply in the market for the services for the labor market is homogenous. Another contributing factor to the high demand for the general practitioners is the increase in the medical advances in other regions hence the demand of their services goes up. The health implication of human resource in the medical care set up is to ensure that the supply of the general practitioners is sufficient to cater for the health problems for the patient who visits (Jones-Roberts, 2014 p153).
In the case of the registered nurses required to work at the VC clearly shows that the nurses in the region tend to work for fewer hours. The long term factors suggests that the supply of nurses is the future is in excess and this could be problematic, the fact that the unemployment is high could result to the nurses move to other cities in seek of the employment opportunities (Willis & King, 2011 p21). Indeed this implies that over time the shortage of the registered nurses could be something to be predicted in futures (Jones-Roberts, 2014 p150). This affects the quality of health services offered by the nurses to the hospitals.
Human resource plays a crucial role when it comes retaining GP in the perspective that there is partnering with the operations, customer services which serve as a catalyst to forge alliances, partnership and agreements. Many of the effort of the HR result in the improved relationships which translate into preferred providers’ status that could increase on the sales and lower on the costs. Cutting cost is quick and relatively easy way to boost profits. It is an HR first tactic. One of the most common ways for the HR is cutting costs through utilizing technology in order to offer workers self service.
2. You are a GP who is considering taking up a position in one of VC’s medical centers. What are the likely consequences of the level of supply and demand for you as a prospective employee of VC. Would the consequences di?er on the basis of the state in which you were to take up an appointment?
As a prospective employee of VC health systems requires that one checks on the workforce wages and benefits which in total shows the clear picture of the health expenditure for the general practitioners. The medical care institutions are likely to project to a rise in the medical workforce demand in the region. The forecast of the rise demand is notable and the supply is lower for the practitioners all over the world. The additional factor that affects the demand are the labor market, the training capacity, the labor regulations, all over the country (Willis and King, 2011 p21). As a prospective employee of VC the demand for the services is sparked by the medical facility willingness to pay for the healthcare service providers which gives the drive to employ more health workers in their hospitals. In the classical model theory the level of output of the services offered by the registered nurses have an effect on the output and the employment. The major factors that affect the demand for all the health workers include the household income; this is the ability of the health service consumer ability to purchase the services.
The choice of the preferred area to work depends on the supply of the number of the general practitioners in a given area. The level of compensation offered in this case increases the chance for the job to be acceptable for the qualified general practitioner. The wage capacity encourages the health works to join the team at VC and is a key determinant of the supply of the health workers in the region. In specific if the outflow of the health professionals both from the low and the income of the region, in addition the attractiveness of the market to offer better compensation affects the supply (Marshall, Robert, 2011 p30).
You are a union o?cial for the union that has coverage of the majority of LS’s employees. Explain the key arguments that support regulatory intervention in the setting of wages and other terms and conditions of employment for LS’s employees
The union of the casual employees who are involved in the cleaning services of the hospital in this case results into an imbalance of the non-health related workforce labor and this is a major concern in the region. The labor market of the people ensures that their labor is productive, the firms such as LS increases the demand for labor, the wages bids upward. It is essential to check on the factors affecting the health workforce imbalances to develop the policy tools for the better working condition of the LS employees. There is a major gap in the working environment of these workers hence it enhances the need for a union of the workers. The role of the union is primarily to check on the working conditions of the cleaning personnel to lead to an increase in the wages and earnings (Jones-Roberts, 2014 p150).
To enhance the terms or condition the union is very instrumental to ensure that the labor market regulations are upheld for example the length of the probation periods, the advances notices period. In addition the costs of dismissing a worker from the firm are taken care of by the union (Marshall, Robert, 2011p30). The union is very instrumental in the employment protection and enhances the definition of the minimum wages of the workers doing the cleaning in the medical institution (Marshall, Robert, 2011p30).
Causal loading is the additional hourly pay for the casual workers that are paid out. The hourly rate for workers is generally equal permanent hourly rate. The rates of the loading usually are based on the award or the arrangement which covers on the job (Nicholson, 2017, p44). The casual employees that are associated with the cleaning service of the hospitals are generally entitled to some, although not all the benefits offered to permanent staff. Casual staff never gets compensated holiday leave or simply sick leave however they are entitled to a higher rate of pay which is the casual loading (Andrulis and Siddiqui, 2011). Furthermore, parental leave and under the new fair work laws, the casuals are usually protected from being sacked unfairly especially from their unions. The casual employees tend to be employed on the shift to basis. You have no assurance of the ongoing work as the casual staff. The casual work relationship needs to go both ways. In the event shifts they are only casually available, one is not required to be always being available to your employer.
Andrulis, D.P. and Siddiqui, N.J., 2011. Health reform holds both risks and rewards for safety-net providers and racially and ethnically diverse patients. Health Affairs, 30(10), pp.1830-1836.
Crettenden, I.F., McCarty, M.V., Fenech, B.J., Heywood, T., Taitz, M.C. and Tudman, S., 2014. How evidence-based workforce planning in Australia is informing policy development in the retention and distribution of the health workforce. Human Resources for Health, 12(1), p.7.
International Medical Workforce Collaborative, 2003. 7th annual conference Oxford 2003, North Sydney, N.S.W.: National Health Workforce Secretariat.
Jones-Roberts, A., Phillips, J. and Tinsley, K., 2014. Creating a sustainable health promotion workforce in Australia: a health promoting approach to professionalisation. Health promotion journal of Australia: official journal of Australian Association of Health Promotion Professionals, 25(2), p.150.
MacRae, I., Furnham, A. and ProQuest., 2017. Motivation and performance : a guide to motivating a diverse workforce, London ; New York, NY: Kogan Page Limited.
Marshall, Robert, 2011. Health Workforce Australia: Were Our Hopes Too High? Medicus, 51(5), p.30.
Nicholson, P., 2017. Implementing a Mentoring Program in the Operating Suite. Australian Nursing and Midwifery Journal, 24(10), p.44.
Willis, E. and King, D., 2011. Independent regulatory agencies and Australia’s health workforce crisis: Lessons from the gynaecological cancers workforce. International Journal of Sociology and Social Policy, 31(1/2), pp.21-33.
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