This fall, millions of eager (and some not so eager)
students returned to secondary schools, technical schools,
and universities and are preparing for their first full-time
jobs. This is a time of adventure,
excitement, and uncertainty as graduation is now only a few
months away. Remember back in the day when this was you???
The U.S. Department
of Health and Human Services reports that nearly all states will
experience a shortage of qualified health care workers within the next
20 years.Job openings in
nursing, long-term care, and direct care fields alone are expected to
increase and will reach a level of 29 to 45 percent vacancy by 2020. Healthcare,
like most industries, has experienced the ups and downs of the labor
cycle in the past, but this time the shortage is not expected to be
short term.
The richest source of knowledge on
attracting and retaining your workforce is your employees.Just ask them!
Employee turnover is a problem for almost all employers.A normal amount of turnover is to be expected, but
inflated turnover rates are costly, impair the effectiveness
of operations, and drain time and resources critical from your
organization.So
how does a company identify turnover if it is a problem and
design strategies to minimize turnover?This article recommends three measurement tools that
can critical to quantifying and minimizing turnover.
America’s
Aging Workforce: Battling the Brain
Drain
Attracting and retaining skilled and motivated employees
is crucial to the long-term profitability of any organization.Because of the expense involved with seeking out,
hiring, and training new employees, mitigating turnover is a
high priority.A
major problem on the horizon for employers is that almost 40%
of the workforce is nearing retirement, and the pool of
applicants entering the workforce is shrinking.By the year 2008, 34.1% more workers will be in the
50-59 age group than ten years prior.Based on 2002 census data, almost half of the
United States
’ workforce is over the age of 40.Adding to the issue is the percentage of workers
between the ages of 25 and 40 will have decreased by over 15%.
These materials have been prepared for educational and information purposes only. They are not consulting
or legal advice or opinions on any specific matters. Transmission of the information is not intended to create, and receipt does not constitute, a consultant-client
or attorney-client relationship between The Hill Group, Inc. and any recipient of this material. Readers should not act upon this information without seeking professional advice.
