LUT School of Business, Lappeenranta University of Technology, Lappeenranta, Finland.
Scand J Public Health. 2010 Jul;38(5):518-23. doi: 10.1177/1403494810370231. Epub 2010 May 19.
Retirements of baby boomers will create a talent shortage in Finnish health care. Concurrently, difficulties exist in recruiting new personnel. This paper provides an overview concerning the bottlenecks in talent management in a Finnish hospital, and finds solutions for recruitment and retention problems of healthcare professionals (nurses and physicians). Because the healthcare staffing shortage is worldwide, the results of this paper are also useful internationally.
The research was a qualitative case study and the research method used was group interview. Background data was gathered from the public media and healthcare trade organisations.
The bottlenecks of talent management in hospital organisation seem to relate to retaining actions of senior personnel. Concurrently, the organisation should develop new practices for attracting new personnel. Very few efforts on image marketing and recruitment have been done. The Internet has not been fully exploited and recruitment information has not been sent even to the neighbouring nursing college. Job rotation has not been used as a help in recruitment and competence development. Difficulties exist in transmitting tacit knowledge from a retiring nurse to a junior nurse. Leadership skills of the superior seem to be important when retaining and committing senior personnel.
Recruitment and retention problems encourage organisations to develop new recruitment and commitment practices as well as management and leadership skills.
婴儿潮一代的退休将在芬兰医疗保健领域造成人才短缺。同时，在招聘新员工方面也存在困难。本文概述了芬兰一家医院人才管理中的瓶颈，并为医疗保健专业人员（护士和医生）的招聘和留用问题找到了解决方案。由于全球医疗保健人员短缺，本文的结果在国际上也具有借鉴意义。
本研究为定性案例研究，采用小组访谈法。背景数据来自大众媒体和医疗保健行业组织。
医院组织人才管理的瓶颈似乎与留住高层人员的行动有关。同时，组织应该为吸引新员工开发新的实践。在形象营销和招聘方面几乎没有什么努力。互联网尚未得到充分利用，甚至没有向附近的护理学院发送招聘信息。岗位轮换尚未被用作招聘和能力发展的帮助。从退休护士向初级护士传授隐性知识存在困难。上级的领导能力在留住和承诺资深人员方面似乎很重要。
招聘和留用问题促使组织开发新的招聘和承诺实践以及管理和领导技能。
