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2002 Journal of Integrated Care
doi: 10.1108/14769018200200031
Shortcomings in the health and social care workforce threaten the achievement of the NHS Plan. Government's recognition of the need to build workforce capacity has led to new strategies for recruiting and retaining staff and for providing the education and training required by both professional and non‐professional staff groups. The new focus on workforce issues has also opened up new opportunities to tackle inequalities regarding race, disability, gender and age. But employers face great challenges, requiring new ways of thinking and working in order to achieve change in the short and longer term.
2002 Journal of Integrated Care
Shortcomings in the health and social care workforce threaten the achievement of the NHS Plan. Government's recognition of the need to build workforce capacity has led to new strategies for recruiting and retaining staff and for providing the education and training required by both professional and non-professional staff groups. The new focus on workforce issues has also opened up new opportunities to tackle inequalities regarding race, disability, gender and age. But employers face great challenges, requiring new ways of thinking and working in order to achieve change in the short and longer term.
Genkeer, Leena ; Finlayson, Belinda ; Edmans, Teresa ; Gough, Pippa
2002 Journal of Integrated Care
Addressing recruitment and retention problems in the health and social care workforce is now a key priority. However, there are shortages in some key staff groups, for example, nursing and social workers. Efforts to address these problems have focused primarily on boosting staff numbers, but in order really to address these issues for the long term, we need to think more radically about how the health and social care workforce is configured.
Leena Genkeer; Belinda Finlayson; Teresa Edmans; Pippa Gough
2002 Journal of Integrated Care
doi: 10.1108/14769018200200032
Addressing recruitment and retention problems in the health and social care workforce is now a key priority. However, there are shortages in some key staff groups, for example, nursing and social workers. Efforts to address these problems have focused primarily on boosting staff numbers, but in order really to address these issues for the long term, we need to think more radically about how the health and social care workforce is configured.
2002 Journal of Integrated Care
The paper describes the size, nature and trends in home care, including telemedicine and hospital at home, emphasising the independent sector's contribution and highlighting the importance of home care to health and social care. It identifies a funding and capacity crisis, outlines the likely impact of any further reduction and explores contributory recruitment, training and commissioning practice issues.
2002 Journal of Integrated Care
doi: 10.1108/14769018200200033
The paper describes the size, nature and trends in home care, including telemedicine and hospital at home, emphasising the independent sector's contribution and highlighting the importance of home care to health and social care. It identifies a funding and capacity crisis, outlines the likely impact of any further reduction and explores contributory recruitment, training and commissioning practice issues.
2002 Journal of Integrated Care
Discriminatory attitudes to (ex) service users may threaten modernisation as they limit and shrink the workforce and prevent committed workers from succeeding. The report of the 1st National Conference of Survivor Workers gives senior managers the knowledge needed to increase the size and capability of the workforce.
2002 Journal of Integrated Care
doi: 10.1108/14769018200200034
Discriminatory attitudes to (ex) service users may threaten modernisation as they limit and shrink the workforce and prevent committed workers from succeeding. The report of the 1st National Conference of Survivor Workers gives senior managers the knowledge needed to increase the size and capability of the workforce.
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