Morikane Keita, Yamada Miyuki
Rinsho Byori. 2015 Mar;63(3):400-3.
In Japan, the primary 'baby-boomer' generation, born between 1947 and 1949, is now in its retirement. This has caused a marked shortage of human resources nationwide. Clinical laboratory technologists are no exception, and many clinical laboratories in Japanese healthcare facilities are struggling with management because the number of new graduates, i.e., newly licensed technologists, is mostly fixed and, therefore, their recruitment is becoming more and more competitive. Our laboratory is now facing a wave of mass-retirement associated with our history. In addition, in the early 2000s, there was almost no position for new graduates replacing those retiring because of the change in the social healthcare system as well as our hospital's policy. This resulted in uneven numbers of technologists in generations, and it seemed to be getting worse. Fortunately, five years ago, the direction of social health care was changed and lots of positions became available as a result. We have been trying to recruit new graduates and experienced technologists as well, and were able to hire 18 people. Among them, 8 were non-freshmen. The generation gap has been mostly resolved. We will continue to make our laboratory more attractive not just to new graduates but also to experienced technologists, especially those who wish to return to work after a several-year absence to raise their children. We believe that this will energize our laboratory.
在日本，出生于1947年至1949年之间的第一代“婴儿潮”一代如今正步入退休阶段。这导致全国范围内人力资源显著短缺。临床检验技师也不例外，日本医疗机构中的许多临床实验室在管理方面面临困境，因为新毕业的学生数量，即新获得执照的技师数量大多固定，因此他们的招聘竞争越来越激烈。我们的实验室目前正面临与我们的历史相关的大规模退休潮。此外，在21世纪初，由于社会医疗体系的变化以及我们医院的政策，几乎没有新毕业的学生来填补退休人员的岗位。这导致各代技师人数不均衡，而且似乎情况越来越糟。幸运的是，五年前，社会医疗保健的方向发生了变化，结果出现了大量岗位。我们一直在努力招聘新毕业的学生以及有经验的技师，并且成功雇佣了18人。其中，8人不是应届毕业生。代沟问题已基本得到解决。我们将继续让我们的实验室不仅对新毕业的学生，而且对有经验的技师更具吸引力，特别是那些希望在几年没有工作去抚养孩子后重返工作岗位的技师。我们相信这将为我们的实验室注入活力。
