December 7th, 2007 by khart
I mentioned in my last post that the results of two studies we conducted on the aging workforce had just come in. There’s a lot to be found in the data, but let’s start with the most basic question: are companies aware of the issue, and if so are they prepared to deal with these rolling retirements?
Well, yes and no.
Take a look at some of the top level data from the ASHHRA/Hodes study:
ASHHRA/Hodes Mature Workforce Survey
- Top mature workforce issues: Impact of coming retirements, need for long-term workforce plan, need for succession planning
- Shortages expected in every professional group
- 56% expect greatest number of retirements from 2013-2018
- 22% have a long-term workforce plan
- 45% engage in succession planning
What we can see here is that there is some acknowledgement of the coming crisis. Over half of the respondents expect to face fast growing retirements, yet less than 1 in 4 have a long-term workforce plan. Even though there is consensus on the issue these companies face, less than one quarter has begun to take steps to prepare for its effects.
That doesn’t bode well.
NEXT TIME: What steps are those who ARE planning for the long term taking?
Get the studies:
Nursing Management/Hodes Aging RN Workforce Survey
ASHHRA/Hodes Mature workforce Survey
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December 6th, 2007 by khart
It’s a fact of life – we grow older. The first 25 years are easy, in retrospect. You can ignore it for the most part; you still have your youth and your health and are planning for the future. But somewhere around 30, even more so at 45, the hair starts to thin, waistbands rise, and “the future” becomes “now.”
This is the situation many of today’s companies are in. They are just starting to deal with the realities of aging – specifically, aging in the workplace. Hodes has been researching the maturing workforce for several years now and recently got back the results of two studies we did in partnership with Nursing Management and ASHHRA.
Nursing Management/Hodes Aging RN Workforce Survey (link)
ASHHRA/Hodes Mature workforce Survey (link)
You can download the full studies for free by clicking the links above, but I want to spend some time over the next few weeks digging deeper into some of their findings and implications.
Check back over the coming days for thoughts and insight from our Health Care team here. Coming Wednesday: Are companies prepared?
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December 3rd, 2007 by khart
Background
The health care industry faces unprecedented challenges in attracting and retaining its vital workforce. Well-documented shortages exist in many professional groups and many health care professional groups have an inordinately high percentage of older workers. Projections indicate shortages will continue and widen, particularly in the registered nurse population, although nursing is certainly not the only group where shortages are anticipated to worsen.
We have been concerned about the aging workforce for several years and have partnered with both Nursing Management journal and ASHHRA (American Society for Healthcare Human Resources Administration) to probe for information in the health care community via two studies.
The Nursing Management survey (2006 Aging Nursing Workforce Survey) concentrated on the RN population and targeted the nurse manager group. We wanted to know when nurse managers foresaw their RN staff retirements becoming problematic, what strategies their organizations were using to deal with an aging RN workforce and what areas were of particular concern.
We followed the Aging Nursing Workforce Survey with a 2007 survey of ASHHRA members (Mature Workforce Study) to further delineate what health care organizations are doing in the area of workforce and succession planning, what strategies are in place to deal with retaining the older workforce and what constraints are impeding solutions.
These surveys can be downloaded from our site (www.hodes.com).
Findings and Implications
Nursing Management/Hodes Aging RN Workforce Survey
*28.7% of respondents (managers) were between the ages of 51-55
*30% of respondents pegged the average age of staff as between 41-45
*OR and PACU had the oldest employees
*27.2% of respondents (managers) will retire in the years 2011-2015
*19.1% of respondents expect 30% of their employees to retire in 2020
*Magnet hospitals fared better than non-magnet hospitals in terms of programs, innovations
ASHHRA/Hodes Mature Workforce Survey
*Top mature workforce issues: Impact of coming retirements, need for long-term workforce plan, need for succession planning
*Shortages expected in every professional group
*56% expect greatest number of retirements from 2013-2018
*22% have a long-term workforce plan
*45% engage in succession planning
Both studies asked respondents to indicate what ergonomic, health promotion, education/career enhancement and other solutions their organizations have in place to retain older workers.
Ergonomic Adaptations/ASHHRA Study
Top Three
*Electric beds (81%)
*Mechanical lift devices (74%)
*Ergonomically improved office equipment (64%)
Current and projected environment/technology/Nursing Management Study
*Bariatric patient equipment/accommodations (55.6% current, 46.6% planned in next five years)
*Ergonomics training (63.3% current, 46.4% planned in next five years)
*Implementation of lift teams (21.4% current, 29.8% planned in next five years)
*Improved design of nursing units to decrease walking (22.8% current, 43.2% planned in next five years)
*Improved flooring to increase comfort for nurses (16.4% current, 28.1% planned in next five years)
*Transport team (43.4% current, 29.8% planned in next five years)
Health Promotion/ASHHRA Study
Top Three
*Wellness programs (77%)
*Back care/safety training at orientation with annual refreshers (72%)
*Onsite or subsidized gym membership (70%)
Preventive care for employees/Nursing Management Study
*Back care, safety training at orientation with annual refreshers (71.4%)
*Onsite or subsidized gym membership (53%)
*Wellness programs (50.9%)
*Massage or alternative therapies (28.4%)
*Stress reduction training (26.9%)
Education/Career Enhancements/ASHHRA Study
Top Three
*Scholarship/tuition reimbursement (91%)
*Financial/retirement planning assistance (79%)
*Support for continuing education (78%)
Education and training for employees/Nursing Management Study
*Scholarship and tuition reimbursement (87%)
*Support for continuing education (fee reimbursement or time off) (78.1%)
*Financial/retirement planning assistance (75.5%)
*Formal succession planning (9.1%)
Flexibility/ASHHRA Study
*Flexible/shorter schedules (73%)
*Flexible benefit package (60%)
Flexibility, options and benefits for employees/Nursing Management Study
*Flex time (49.7%)
*Full health benefits for part-time employees over a certain age (19.3%)
*Increased paid time off for employees over a certain age (6.0%)
*Phased retirement (6.3%)
*Redesigned roles for mature nurses (23.4%)
*Shorter schedules (23.7%)
*Self-scheduling (62.9%)
While some innovative practices have been instituted, overall there is a great deal of work to do in the industry as a whole as regards workforce and succession planning and measures to retain the older workforce.
While recognizing the challenges ahead, our HR leader respondents indicated they have little time to engage in long-term workforce planning and often there is a need for a designated staff person or manager to lead this initiative. Other issues include lack of financial resources and lack of understanding and support from the executive level as to the importance of workforce planning and retention of mature workers.
Nursing respondents indicated they are very cognizant of future challenges vis a vis the older nurse workforce. Many organizations and nursing departments have put strategies in place to deal with these issues and are thoroughly engaged in planning for solutions. The Robert Wood Johnson seminal study, Wisdom at Work, The Importance of the Older and Experienced Nurse in the Workplace, 2006 documents many of these solutions.
We are interested in hearing from our readers as to what issues you see around this topic, what solutions you may have developed either on an organizational or regional level, and where you need help in meeting these challenges.
From our perspective, it seems as though solutions must be driven from an organizational perspective and will require participation from HR, nursing, and a number of other operational departments. Support from industry associations, researchers and educators will also help guide the process. And time is of the essence, as crunch time will soon be upon us.
We’d love to hear your opinion.
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