赋予以人为中心的长期护理工作人员权力
Doug Pace1, Shadoworee Betts2, Lillian Reda2
1Care and Support, Programs and Research, Alzheimer's Association, Chicago, Illinois, USA.
概括
长期护理工作人员由于条件恶劣而面临短缺. 解决五个关键领域的工作,招聘,入职,留守和培训可以改善直接照顾工作者的招聘和留守.
科学领域:
- 老年学是一门学科.
- 医疗保健管理的管理
- 劳动力发展 劳动力发展
背景情况:
- 长期护理部门正面临着严重的劳动力短缺.
- 直接护理工作者面临的挑战包括低工资,不充分的培训,倦怠和恶劣的工作条件.
研究的目的:
- 确定在长期护理机构招聘和留住直接护理工作者的关键策略.
- 收集直接护理工作者对改善劳动力格局的见解.
主要方法:
- 通过阿尔茨海默病协会痴呆症护理提供者圆桌会议 (AADCPR) 召集直接护理工作人员小组.
- 促进讨论,从工人的角度了解劳动力的当前状况.
主要成果:
- 确定了招聘和留住员工的五个关键接触点:高质量的工作,招聘和声誉管理,入职,留住策略以及培训/职业发展.
- 制定了一套标准,强调痴呆教育,同行指导和更多地参与决策.
结论:
- 实施所识别的接触点和标准对于解决长期护理劳动力危机至关重要.
- 专注于员工福利,职业发展和赋权可以提高工作满意度和留住员工.
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