recruitment & retention in the gcc healthcare sector

RECRUITMENT AND RETENTION CHALLENGES WITHIN THE HEALTHCARE SECTOR IN GCC COUNTRIES

• Jill Turner, MSc Director of Human Resources Global Medical Solutions Hospital Management LLC email: [email protected]

• Environment and dynamics

• Addressing demands

• Retention

Introduction Environment & Dynamics

Addressing Demands Retention Summary

INTRODUCTION

ENVIRONMENT & DYNAMICS



ECONOMIC CONTEXT

A nation’s development depends on both“hard” and “soft” infrastructure

(Farid & Khayal, 2013)

“ Without health

workers, there can be no

health services”

World Health Organisation (WHO, 2014)



GLOBAL POPULATION ON THE RISECurrent global deficit of around 7.2 million skilled health

professionalsestimated to increase to 12.9 million in 2035

• 1.9 billion extra people seeking healthcare access in 2035 (estimated)

• 107 of the 186 countries will be affected by the global deficit prediction for 2035

Adapted from: UN Population projections and WHO Global Health Observatory 186 countries, physicians, nurses and

midwives

Regional Deficit Per PopulationSouth East Asia 48%Africa 25%Western Pacific 11%Eastern Mediterranean 11%Americas 4%Europe 1%

Region‘s population predicted to surpass 50

million by 2020 (IMF)



UNDERSTANDING THE GCC HEALTHCARE WORKFORCEContinual rise in health spending

BUT major healthcare workforce shortages still exist

Medical PersonnelCAGR: 2006-2011Bahrain: -12.1%

Saudi Arabia: -4.6%

Kuwait: -0.1%Qatar: 1.6%

UAE: 2.3%Oman: 3.5%



HEALTHCARE WORKFORCE IN THE REGION

Shortage of doctors, nurses and beds per population:

• UAE the lowest number of beds

• KSA the lowest ratio of nurses and physicians

Kuwait, 4,000 doctors and 10,000 nurses for new hospitals by 2016Abu Dhabi, 3,100 doctors by

2020…



GCC REGION HEALTHCARE MARKET

2013 – 2018 UAE healthcare market set to expand from US$ 10.0

billion to US$ 18.6 billion

12.0% p/a GCC growth anticipated from circa US$ 39.4 billion in 2013 to US$ 69.4 billion by 2018

Higher prevalence of obesity and diabetes increases demands for specialised healthcare

services

Region‘s population

predicted to surpass 50 million by

2020 (IMF)

Ageing population numbers of 65+ to increase from 1.2 million in 2015 to 14.2 million in 2050

UAE medical tourism growth rise to US$ 1.69 billion in 2013 from US$ 1.58

billion in 2012

Healthcare IT spend rising US$ 444 million in 2011 to US$ 551 million by 2015

Sourcing and retaining staff will continue to be a priority…



ADDRESSING DEMANDS



COMPETITION FOR EXPATRIATE TALENT

• Material / Non-materialReward and Recognition (RR)

H. Younies, B. Barhem & M. Z. Younis, “ Ranking of priorities in employees’ reward and recognition schemes: from the perspective of UAE health care employees”, International Journal of Health Planning and Management 23 [2007] 357-371.

• Cash• Paid vacation• Health insurance• Benefits package• Frequency and

bonus amount




• Material / Non-materialReward and Recognition (RR)

• Connecting pay and performance

• Training and education

• Opportunity to use new technology

• Flexibility of working hours




• Why will health professionals come to your country?

• Why will they come (and stay) with your organisation?

• Are you able to compete with rewards/benefits?



CHALLENGES EXPERIENCED BY EXPATRIATES IN THE GCC COUNTRIES

• Rising gap between salary and inflation

• High housing rent expenses

• High general living expenses

• Limited training opportunities

• Adapting to new work culture

• Employment and career insecurity

• Changing employers

• Benchmark regularly



• Review CME provision

• Communicate appropriate information

• Honest and transparent conversations

• Become an employer of choice



TIME TO HIRE

• A lengthy process…

Impact:• Candidate “un-attraction” / withdrawal

Solutions



IDENTIFY EFFICIENCIES



RETENTION



THE COST OF TURNOVERhigh risk to service, financial cost and

operational disruption

‘Turnover’, 2010 CareerBuilder Health Care Survey, 1000+ participants

Most Common Reasons Staff LeaveLack of advancement opportunities

51%

Work overload 40%Poor salary 40%Too few staff 38%Poor organisation culture 37%Lack of mentoring 25%Poor personal fit with boss 24%Not enough access to technology

23%

Lack of training 22%



“ …create an environment

where employees

want to work” 2010 CareerBuilder Health Care Survey

• Ensure appropriate Reward and Recognition

• Focus on continuing medical education

• Focus on addressing pressure ratios Staff-to-bed

Staff-to-patient

‘Turnover’, 2010 CareerBuilder Health Care Survey, 1000+ participants



SUMMARYHealth care professionals are in short supply

Economically/geographically demand will continue to growStrategic planning is required

Facilities offering this will be at a decisive advantage

Expatriate health care professionals are looking for competitive remuneration and continuing development

opportunities

Develop home country healthcare talent pools

Foster an holistic regional approach to licensing



recruitment & retention in the gcc healthcare sector

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