Employee Shortage - Research Paper Example

? Employee Shortage Introduction The shortage of workforce in the healthcare industry has been witnessed to impose unfavorable impact upon the overall performance of various healthcare organizations. In relation to the rapid development of the global healthcare industry, it can be viewed that the healthcare institutions often face critical challenges due to increasing rate of workforce shortage. However, it can be affirmed that the effective measures that adopt and execute by the public as well as the private healthcare institutions have played an effective role in terms of mitigating the challenging scenario of employee shortage within the respective business industry. In relation to this challenging scenario over the preceding few years, both public along with private healthcare institutions have been identified to effectively address the problem of workforce deficiency within the industry. In relation to the present statistics of workforce in the healthcare industry of the United States, certain identical changes in employment can be viewed in order to develop the healthcare facilities within the nation (Minnesota Department of Health, 2002). Emphasizing incessant employment growth as well as radical improvement in the current healthcare facilities that laid down by the modern institutions, the primary purpose of this research is to critically analyze the employee shortage scenario in Molina Healthcare Inc. and how the organization mitigate the issue. In this regard, the study would reflect on briefly demonstrating the background of Molina Healthcare Inc. and identifying the approaches taken by the institution to address its employee shortage issue. Additionally, the discussion of this study would also focus on highlighting the potential steps of the organization in terms of effectively addressing the workforce shortage issue. Besides, the study would further recommend certain effective measures that can certainly improve the performance of Molina in terms of mitigating the issue of employee shortage and developing their interests within the growing US healthcare industry. Brief Overview of the Organization History Molina Healthcare Inc. is regarded as one of the renowned healthcare organization which delivers quality based healthcare facilities particularly to the financially vulnerable families and individuals within the State of California. The unbeaten efforts as well as striving consistency of rendering adequate quality based healthcare facilities eventually led the organization to attain superior competitive position as compared to other healthcare organizations. Molina had begun its journey in the US healthcare industry during the period of 1980s at Long Beach, California. The incessant contribution as well as the continuous development efforts made by the founder named Dr. C. David Molina has played a decisive part for the organization to build its strong position within the US healthcare industry. At the initiation stage, the organization was known as the “Medical Home” wherein the patients bearing no family, non-English speaking, low-income and medically uninsured groups of individuals were provided preventive care by the founder of Molina. Moreover, the founder of the organization had also played the role of a physician who used to provide benevolent healthcare facilities and likely to act as an emergency response especially for the individuals suffering from any critical ailment. After the completion of thirty years journey, Dr. J. Mario Molina, the son of Dr. C. David Molina had started to run multi-state healthcare facilities incorporating a large area within the California State. Since then Molina had witnessed to perform striving role of providing its quality based healthcare facilities across different states of the US including Utah, Michigan, New Mexico, Ohio, Texas, Missouri, Florida and Wisconsin among others (Molina Healthcare Inc, 2013). Mission The mission statement of Molina represents a wide view of promoting effective and quality based healthcare facilities as well as services to each family member and/or individual belonging to uninsured and lower-income groups (Molina Healthcare Inc, 2011). Vision The primary vision of Molina within the healthcare industry is to act as a pioneering healthcare leader in terms of rendering quality based and accessible healthcare services in a more preventive and an efficient manner (Molina Healthcare Inc, 2011). Structure and Culture In relation to the present business structure of Molina, it has been apparently observed that the organization has renowned itself as one of the leaders in the multi-state managed care institutions. The organization is highly focused on rendering adequate healthcare facilities to the individuals and families who are likely to receive healthcare benefits from Medicare, Medicaid along with Medicare Special Needs Program and State Children’s Health Insurance Program (SCHIP) that sponsors by the US government. The organization incorporates a wide healthcare structure that ensures to prevent individuals from any sort of physical ailment. In this regard, the healthcare service provider i.e. Molina comprises strong body of Board of Directors, Quality Improvement Committee (QIC) and sub-committees across its each operational and management department located in diverse areas within the US (Molina Healthcare Inc, 2013). The organizational culture of Molina incorporates holistic approach which enables its qualified and competent employees to preventively address diverse range of physical ailments of each individual patient. Moreover, the healthcare facilities of the organization also incorporates adequate regulatory policies that encompass effective care for individual patient or families belonging to any demographic background including their income-level, racial, cultural along with linguistic differences (Molina Healthcare Inc, n.d.). Literature Review Statistical Scenario Relating to Employee Shortage The rapid pace in the global healthcare and patient care industry is often observed to experience shortage of workforce within different healthcare service providers across the globe. However, the report which published by American Association of College of Nursing (AACN) (2013) revealed that the crisis of workforce in the American healthcare institutions has been witnessed to reflect much upon developing employment statistics from the year 2011. The healthcare institutions within the US have been identified to mitigate the challenge of employee shortage through employing huge figure of workforces in conducting their various operational and managerial functions. In this context, the hospitals, ambulatory service providers and other long-term care facilitators have been viewed to incorporate 49,000 new employments during the first quarter of 2012 (American Association of College of Nursing, 2013). In relation to the employment practice of Molina, it has been widely recognized that the organization tends to employ several new nursing staffs in its range of Medicare and child healthcare activities within the different states of the US. Moreover, the organization tends to employ significant number of individuals in its ambulatory, accounts as well as other diverse operational departments with the intention of delivering effective healthcare facilities to the patients (Molina Healthcare Inc, 2013). Moreover, with reference to the report published by the U.S. Bureau of Labor Statistics (2012), it has been further expected that the number of healthcare employment would further increase up to 3.45 million within the year 2020. Owing to the stated concern, it can be affirmed that the healthcare employment would raise in future due to the incessant growth of new job opportunities in different operational and managerial departments including nursing staff, physician, practitioners and technicians along with accounts and clerical related job roles (U.S. Bureau of Labor Statistics, 2013). In this similar context, the employment opportunities provided by Molina can also be viewed to build strong organizational structure through appointing staffs in different healthcare departments with specific roles along with responsibilities (Molina Healthcare Inc, 2013). The significant growth of employment has also been observed in the US healthcare and nursing industry due to the conduct of effective practices that perform by modern healthcare institutions in lowering attrition rate by a certain degree. In this regard, the ‘Wanted Analytic’ survey which conducted by KPMG (2011) demonstrated adequate evidences concerning the annual employee turnover rate of various healthcare institutions (KPMG, 2011). In relation to the annual turnover rate in Molina, it can be viewed that the organization is quite competent enough to retain its employees by a certain degree. Over the preceding few years of delivering quality based healthcare facilities particularly to the lower income groups of individuals and families, it can be further observed that the organization is able to maintain robust employment structure which retains and values the ideas of each employee irrespective of their designated responsibility within the institution. Moreover, the working environment which designed by Molina also ensures to address the needs along with the desires of each individual staff which further enable it to fabricate itself as a best workplace for the employees (Molina Healthcare Inc, 2013). Major Influencing Factors Contributing Employee Shortage in the Healthcare Industry In relation to various observations and critical evaluations of American employment scenario in healthcare industry, it can be recognized that various factors contribute in making the shortage of employees by a considerable level. With reference to the observation made by American Association of College of Nursing (2013), it has been viewed that the changing demographic scenario of the population is one of the primary factors in terms of generating the deficiency of nursing staffs within the healthcare institutions in the US(American Association of College of Nursing, 2013). Additionally, the observation of the US Workforce Development Council (2003) has also clearly identified that the fiercely growing demographic conditions concerning the increasing rate of ageing population is duly regarded as one of the primary constraints for various healthcare institutions. In this similar concern, it has been estimated that by the year 2020, the ageing population (above 65 years) will increase up to 1.22 million resulting in making extensive employee shortage within diverse healthcare institutions (Workforce Development Council, 2003). In relation to the workforce management process of Molina, it can be apparently viewed that the organization tends to assign appropriate nursing staffs in accordance with the physical ailment and condition of the patients. The present employee structure of the organization also represents adequate opportunity for providing its quality based healthcare services especially to the ageing populations having the age of above 65 years (Molina Healthcare Inc, 2013). The significant shortage of employees such as the instructors along with the faculties within different healthcare institutions has gained its momentum in this globalization driven era. In this context, the report of AACN identified that the nursing educational institutions in the US have turned away in excess of 75,000 numbers of qualified applicants during the year 2011 from different nursing educational programs. The survey which conducted by AACN also recognized that due to the shortage of qualified faculties, insufficient clinical sites, clinical preceptors along with budgetary constraints within the nursing educational institutions, the problem concerning employee shortage gained its momentum at large (American Association of College of Nursing, 2013). In order to identify the major influencing factors making employee shortage in the healthcare industry, it can be affirmed that improper arrangement of workforce in multiple job roles within the healthcare facilities eventually contributed in generating the deficiency of nursing staffs within various regions. In accordance with the study conducted by Adecco Group (2010), it can be viewed that the inappropriate management or the allocation of nursing staffs within different job roles also contributed in creating workforce deficiency in the US healthcare industry by a certain degree. It is worth mentioning that the rising stress as well as making the employees to perform different roles irrespective of their skills can also be observed as few of the major influencing factors generating employee shortage within the healthcare industry at large (Adecco Group, n.d.). With regard to the practices of Molina, the organization is highly focused on delivering quality based healthcare services to each patient. Therefore, the arrangement of adequate nursing staffs is assigned in aligning with the condition and the physical stability of the patients along with their ageing status (Molina Healthcare Inc, 2013). According to the observation made by Career Builder (2010), staffing related issues within the US healthcare industry has increased employee turnover rate especially in the healthcare industry at large. In this regard, the issues that highly contributed in amplifying the employment turnover include augmenting work pressure, lack of opportunity to build strong career, low wage, poor organizational culture and insufficient training and development session among others. In accordance with the observation made through the interview, it has been apparently observed that the staffing strategies of Molina incorporate adequate measures for the purpose of mitigating the problem of employee shortage (Career Builder, 2010). Specially mentioning, the inappropriate or poor retention strategy of the healthcare organizations also contributed in rising employee turnover rate within the respective industry. In this regard, Buerhaus (2005) identified that certain critical issues relating to the job roles that perform by the nursing staffs also impose significant impact upon creating employee shortage. In this regard, it can be apparently observed that the nursing staffs are highly allocated for performing conventional care services which often reduce their potential to implement new ideas of caring patients. As a result, the nursing staffs are likely to quit from the healthcare service industry resulting in generating employee shortage by a considerable level (Buerhaus, 2005). In relation to the employment retention strategy of Molina, it can be viewed that the organization tends to equally prioritize each nursing staff irrespective of their competencies, skills, experiences or designations. Moreover, the senior employees of the organization are highly involved in maintaining the efficiency as well as the quality of its range of healthcare services that are delivered to the patients (Molina Healthcare Inc, 2012). Most significantly, it can be affirmed that the shortage of nursing staffs generate different issues for diverse healthcare institutions in offering quality based services to the patients. According to the present business strategy of Molina, it is often observed that the organization tends to engage competent nursing staffs in accordance with the healthcare needs of the patients. Additionally, the healthcare institution also seeks to employ competent as well as quality medical practitioners, technicians along with nursing staffs and ambulatory workers for conducting its range of healthcare activities effectively. Identifying Preventive Measures of Healthcare Organizations Regarding Employee Shortage In relation to efficiently address the issue of employee shortage, the healthcare organizations ought to adopt as well as to execute certain adequate measures in accordance with the growing demand of healthcare services. With reference to the study made by Workforce Training and Education Coordinating Board (WTECB) (2012), one of the adequate measures concerning the recruitment of diverse workforce irrespective of age, gender and cultural differences can enable the healthcare institutions to efficiently address employee shortage related issues by a certain degree (Workforce Training and Education Coordinating Board, 2012). In relation to the business strategy of Molina, the organization highly practices continuous execution of diverse nursing staffs and other healthcare supervisors in order to accomplish the needs of each patient and provide adequate preventive services to them (Molina Healthcare Inc, 2013). Moreover, it can be affirmed that the employee retention process could also provide effective support to the healthcare institutions in order to motivate workforce and also to build long-term commitment in effectively performing various organizational services. In this regard, Kimball (2002) has stated that an effective retention strategy is merely conducted by the modern organizations to motivate employees and increase their commitment level towards the attainment of organizational objectives. In relation to the retention strategy of Molina, the employees are highly motivated through the deliverance of various beneficial aspects to them by the institution. Moreover, the retention plan of the organization also ensures to generate adequate capability within the workforce which further facilitates the organization to attain its desired business goals. In this context, adequate compensation, training and development along with the development of reward and recognition strategies of Molina can be duly considered as few of the major activities that significantly reinforce employees to build long-term affiliation with the organization (Kimball, 2002). Additionally, the healthcare organizations in this present competitive business environment seek to develop their recruitment strategy in order to provide quality based services to their respective potential clients. In this regard, the report of Workforce Training and Education Coordinating Board (WTECB) (2012) revealed that an effective practice of employee relationship management can reduce the amount of workforce turnover rate within an organization by a certain degree. In this similar context, the Human Resource Management (HRM) department of any healthcare institution might play a pivotal role in terms of building productive and mutual benefit related association with the employees (Workforce Training and Education Coordinating Board, 2012). With reference to the interview conducted with the senior HRM supervisor of Molina, it can be viewed that the HRM department of the organization is likely to execute effective measures that are significantly associated with constructing greater affiliation with the organizational employees. The HR supervisors of Molina are highly focused on recognizing the needs, desires along with the expectations of the employees and execute appropriate HR policies that ensure to motivate each individual staff to achieve their desired objectives. According to Caliskan (2010), the consideration of HRM practice as a strategic priority can also ensure to motivate employees and retain them to commit in accomplishing organizational goals. The HRM strategies and functions of Molina have been witnessed to comply with effective policies that protect employees from different potential issues. In this regard, it can also be viewed from the interview that the HR division of the organization tends to mitigate employee conflicts and enable them to cooperatively act with each other towards the accomplishment of organizational goals and objectives (Caliskan, 2010). Discussion Impact of Employee Shortage in Molina The present employment structure in the American healthcare and nursing institutions has been observed to possess sufficient growth in engaging Registered Nurses (RNs) along with other functional workforces. However, the healthcare and nursing institutions have also been witnessed to face significant challenges due to the shortage of nursing staffs by a significant level. The shortage of employees within the healthcare institutions has been recognized to engender various challenges not only for the institutions, but also imposed unfavorable impact on the economic as well as the social development of various nations. The crisis of nursing staffs can create significant challenges for the institutions to provide effective and quality based facilities to the diverse groups of patients (Connel, 2013). In relation to Molina, the organization also faced crucial challenges due to its significant shortages of Registered Nurses (RNs) who are liable to provide appropriate health benefits especially to the ageing populations having above 65 years of age. The shortage of these employees for serving ageing population has unfavorably impacted the organization in rendering appropriate nursing facilities to the increasing number of potential ageing population. Additionally, the shortage of employees in technical department also imposed negative impact in the overall performance of Molina by a considerable level. The organization in this regard has witnessed to face crucial challenges in diagnosing and examining different physical ailments of the patients (Molina Medicare, n.d.). Steps Taken By Molina to Deal with the Problem of Employee Shortage In order to reduce the negative impact of employee shortage in the healthcare settings, Molina has adopted and executed various measures or steps. A few of the major steps that executed by the institution have been briefly highlighted in the following discussion that has the potentiality of addressing along with mitigating the issue concerning employee shortage. Appropriate management of employee within different health and nursing care departments has been considered as one of the major potentials of Molina to effectively address the employee shortage issue. In this context, it has been viewed that the organization is highly focused on flourishing the roles along with the responsibilities that have been assigned for the HRM department of the organization. The HRM policies of the organization can be viewed to incorporate adequate stipulations that promote health and wellness and motivate each employee to build a long-term association with the organization. Moreover, effective compensation and beneficial plan as well as employee retention strategy can also be duly considered as essential attributes of Molina towards addressing the employee shortage issue by a certain degree (Molina Medicare, n.d.). Additionally, the HRM department of the organization also plays an imperative part for Molina to maintain an effective balance of the workforce in conducting various sorts of health and nursing activities effectively. In order to minimize the negative impacts concerning the issue of employee shortage, the organization also paid utmost focus upon incorporating qualified and skilled healthcare practitioners along with nursing staffs from different hospitals and nursing training and educational institutions (Molina Medicare, n.d.). Recommendations for Molina to effectively deal with Employee Shortage Issue With regard to effectively deal with the issue concerning employee shortage, it can be affirmed that the organization possesses adequate competencies to deal with the aforesaid problem. However, due to increasing competition as well as rising opportunity in the modern healthcare industry, the organization should incorporate effective measures of managing and executing qualified workforce with the intention of conducting different healthcare associated practices. Therefore, a few of the major aspects have been recommended that can enable Molina to maintain appropriate balance of its workforce and mitigate the issue regarding employee shortage by a greater extent. Appropriate Workforce Planning Effective and appropriate planning of workforce can be regarded as one of the primary steps or aspects for Molina to address and mitigate the issue concerning employee shortage. In relation to protect the striving performance of the healthcare facilities offered by Molina, the organization need to focus on managing and allocating appropriate workforce while conducting various sorts of healthcare and nursing activities. In this context, proper management and scheduling of workforce in accordance with their skills and experiences would enable the organization to keep its productive employees motivated in performing their respective job roles effectually (ORTEC, n.d.). Collaboration Strategy Effective collaboration with diverse healthcare and other groups of nursing educational institutions would also facilitate Molina to cope up with the problem concerning employee shortage by a certain degree. In this regard, the organization should highly focus on increasing the number of its collaborative partners across different regions or states. The strategy would certainly enable the organization to acquire a huge figure of qualified individuals and employ them in different healthcare and nursing roles rendered by the organization. Moreover, the process of collaborating with other nursing educational institutions would further facilitate the organization to promote job opportunities and facilitate to acquire qualified individuals for smoothly conducting its various healthcare activities (ORTEC, n.d.). Reviewing and Developing an Effective Compensation Plan The proper execution of reviewing an effectual compensation and beneficial plan for the employees would also enable Molina to obtain optimal balance of its diverse workforce resulting in mitigating the issue of employee shortage. In this regard, the execution of the aforesaid process in accordance with the requirements as well as the expectations of the employees would further enable the organization to retain and increase their performance in terms of delivering quality based healthcare and nursing services to the patients. Additionally, the process would also enable Molina to take hold of the interests of its potential stakeholders and increase its number of working individuals in performing different healthcare and nursing related activities (ORTEC, n.d.). Conclusion The healthcare organizations in this present globalization driven era are often witnessed to develop effective measures in order to competently act with the challenging employment scenario. In relation to the incessant development of the business strategies, the marketers in the healthcare and nursing industry are highly observed to manage effective control of their workforces to achieve long-term sustainability in the competitive business settings. With regard to the observation of the interview with the senior supervisor of Molina, it can be affirmed that the organization is highly competent towards effectively dealing with its diverse employees. Effective workforce planning as well as appropriate allocation of nursing staffs play a decisive role for the organization to keep its employees satisfied in terms of delivering quality based healthcare facilities to each individual patient. Moreover, the continuous development of the HRM policies have further witnessed as a major attribute for Molina in maintaining effective balance of workforce in its each healthcare and nursing division. However, it has been viewed that the organization had also faced certain crucial challenges due to the shortage of qualified and high skilled nursing staffs. Therefore, the organization should highly focus on developing an effective plan for its 0 workforce which can provide adequate support to Molina for effectively dealing with employee shortage issue in the US healthcare industry. Moreover, the collaborative strategy of partnering with different nursing and healthcare educational institutions would also facilitate Molina to address the problem of employee shortage by a greater extent. The collaboration practice would further increase the opportunity for the organization to strengthen its employment base having qualified and highly skilled workforces making the problem of employee shortage to be quiet insignificant. References Adecco Group. (n.d.). Worker shortage: America’s next healthcare epidemic. 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