Professor, Queen Margaret University, Edinburgh, UK.
Hum Resour Health. 2010 Dec 14;8:29. doi: 10.1186/1478-4491-8-29.
This paper examines the issue of workforce stability and turnover in the context of policy attempts to improve retention of health workers. The paper argues that there are significant benefits to supporting policy makers and managers to develop a broader perspective of workforce stability and methods of monitoring it. The objective of the paper is to contribute to developing a better understanding of workforce stability as a major aspect of the overall policy goal of improved retention of health workers. The paper examines some of the limited research on the complex interaction between staff turnover and organisational performance or quality of care in the health sector, provides details and examples of the measurement of staff turnover and stability, and illustrates an approach to costing staff turnover. The paper concludes by advocating that these types of assessment can be valuable to managers and policy makers as they examine which policies may be effective in improving stability and retention, by reducing turnover. They can also be used as part of advocacy for the use of new retention measures. The very action of setting up a local working group to assess the costs of turnover can in itself give managers and staff a greater insight into the negative impacts of turnover, and can encourage them to work together to identify and implement stability measures.
本文探讨了在政策试图提高卫生工作者留用率的背景下，劳动力稳定性和人员流动的问题。本文认为，支持政策制定者和管理者从更广泛的角度看待劳动力稳定性并监测其方法，具有重要意义。本文的目的是为了更好地理解劳动力稳定性，将其作为提高卫生工作者留用率这一总体政策目标的一个主要方面。本文考察了一些关于员工流动与组织绩效或医疗质量之间复杂互动的有限研究，提供了员工流动和稳定性衡量的细节和实例，并说明了一种计算员工流动成本的方法。本文最后主张，这些类型的评估对于管理者和政策制定者来说可能是有价值的，因为他们可以评估哪些政策可能通过减少人员流动来提高稳定性和留用率。这些评估也可以作为倡导使用新的留用措施的一部分。设立一个评估离职成本的本地工作组本身就能让管理者和员工更深入地了解离职的负面影响，并鼓励他们共同努力确定和实施稳定措施。
