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Attracting and retaining staff essay: HR in Australian healthcares


Task: There are two choices (will be announced) for Essay 3 – for example, the ‘X’ sector, or the ‘Y’ sector.

You will write an essay on the key challenges in attracting and retaining a workforce in your selected sector.

Your essay will draw on at least five themes from Week 1 to Week 11 of this unit, being those most relevant to your selected industry sector.

Your essay will draw on the academic literature (including the articles from ‘Reviewing the Literature’ you developed for Assessment 2), and develop an argument applying that literature to your selected sector.


1. Introduction
It is evident herein attracting and retaining staff essay that staffs or employees are the most crucial aspects of every organisation in order to get success in the marketplaces. Every organisation needs appropriate and skilled employees. Similarly, an individual or an entire group with immense skill is able to achieve the organisational goals and vision. The overall initial success of every organisation depends on the employees and their abilities. Thus, employees are referred to as 'resource' in organisations. However, besides organisational success, employee satisfaction is also required to make them more productive. These characteristics are monitored and fulfilled by the human resource management of organisations.

This Attracting and retaining staff essaywill demonstrate the role of human resource for attracting and retaining the employees in Australian health cares. Health care jobs are quite difficult to manage and sometimes, excess workload de-motivates the employees and as a result, employee leaves the job. Here, in this report on attracting and retaining staff essay, all the human resource management process will be highlighted, which will help in employees retaining and attracting in the Australian health cares.

2. Body
According to Nguyenet al. (2018), job attitude is the evaluation of an individual's expression of feelings towards a job, including beliefs and personal attachment with the job role. An individual or a team job attitude is excessively important for the growth of every organisation. Correspondingly, job attitude displays an employee's ability and personal attachment and interest in the job. An organisation consists of both experienced and inexperienced employees. Therefore, it is typically seen that experienced employees have more attachment to the job role than inexperienced employees. Regarding this, Shacklocket al. (2014) have stated that the attachment with the job role is produced by the ability of an employee to accomplish the job role or to maintain the work in an appropriate manner. In that case, the newcomers or the inexperienced employees obtain less training than the experienced, and thus, sometimes they feel stressed, and due to lack of proper knowledge, they become unable to complete the job. For this reason as discussed in this section of attracting and retaining staff essay, a weak attachment is created between the new employees and the job role.

Lack of proper training not only hampers the productivity of the employees but also it acts as a major sourceof creation of work stress or anxiety to the employees. In order to enhance organisational productivity and profitability, every organisation needs experienced and skilled employees. On the other hand, a large number of organisations also provides services to several service users, along with their products. Therefore, it is understandable that those kinds of organisations not only provide products but also valuable consumer services to their customers, which is another core organisational characteristic to attract customers towards the organisation. In that case, if an employee cannot provide customers with satisfactory services, organisations will not be able to attract the employees. Here, employee training is one of the effective variables within the organisations. Regarding this, Cogin, Ng & Lee (2016) have stated that selection of appropriate and skilled employees and provide them further training is one of the significant approaches of the organisational human resource management to increase the job attitude of the employees, which is also mentioned in that assessment 2. The Australian health sector is an example of this Attracting and retaining staff essay, where all the employees, in terms of the health service providers, face massive workload most of the time.

It is evident that most of the time, many health service providers such as nurses, doctors and other health service providers leave their jobs from health care organisations due to excess work pressure. According to the report of Statista (2019) considered within this attracting and retaining staff essay, it has found that in 2019, 39.1% health care services providers claimed that most of the nurses or other representatives leave their jobs in Australian health care due to excessive workload in the workplaces. Therefore, it is highly obvious that excess workload or work pressure influence the health service providers to leave the job. If such an amount of employee turnover remains within Australian health care organisations, service users as well as health care organisations will be unable to provide adequate health services to the service users. In that case, the role of human resource in health care organisations needs high adequacy to retain the employees within the health cares. Employee satisfaction is the core solution for attracting and retaining the employees within the health care organisations. Regarding this, Chun Tie, Birks & Mills (2018) stated in this attracting and retaining staff essay that several ways could provide employee satisfaction. Adequate training providing is one of the effective employee satisfaction approaches that can be done with the help of human resource in Australian health care organisations. By getting appropriate training and learning about the job role, human resource management will be able to reduce the negative job attitude as well as can maintain the job efficiency of the employees.

On the other hand, Moss Mitchell & Casey(2017) have argued that, only by providing efficient training, employee satisfaction cannot be increased. In order to enhance employee satisfaction level, it is highly required to fulfil the desires and needs of the employees, in terms of nurses and other health service providers, which will not only increase the employee satisfaction level but also the human resource management of Australian health care organisations will be able to attract both present and potential employee towards the health care organisations and can retain the employees within the clinics. On the basis of this argument raised on this attracting and retaining staff essay, Borchiniet al. (2018) opined that every employee in health care organisations worked in under high workload, though they work in order to make efficient development of their health care organisation. However, every employee has a personal life. They work not only for the development of the organisation but also to improve their lives and to fulfil desires as well. In that case, where employees do not get that opportunity to fulfil their desires and needs, they become de-motivated and leave the job. Therefore, the findings obtained in the attracting and retaining staff essay signifies that human resource management should fulfil their desires and needs by offering those rewards and incentives. Agarwalet al. (2016) claimed by supporting the statement that rewards and incentives are such a valuable 'prize' for the employees, which motivates the employee immensely more than anything. A reward highlights the hard work of a nurse or group of nurses towards a job. It also highlights their efficiency and attitude in health care. A similar approach is also claimed by Nankervis et al. (2019), in their book "HUMAN RESOURCE MANAGEMENT: STRATEGY AND PRACTICE.”According to the book, chapter 9 "Strategic Reward Management" researched to prepare this attracting and retaining staff essaymentioned about the reward systems for the employees. Nankervis et al. (2019) stated that rewards could be offered to the employee in two ways, such as tangible, which is financial support or offering cash and another is intangible, where employees are offered self-esteem. The intangible reward is more associated with employee satisfaction as it helps to improve the self-esteem of the employees. By offering rewards to the health care employees in Australian health care organisations, human resource management can increase self-motivation amid the employees. This strategy illustrated in the attracting and retaining staff essay will simultaneously help to increase job efficiency as well as the job attitude of the health care service providers within the Australian health care organisations.

Along with employee satisfaction and rewards, the role of strategic human resource is also important for the health care sectors in Australia. In the assessment 2, the role of strategic human resource management in crisis management of Greenfield hospital sites of Australia has been highlighted from the perspective of Kendrick et al. (2019). The study considered in this section of attracting and retaining staff essay has significantly limelight the management approach of strategic human resource management to the diversified group of health care service providers. Due to internationalisation, large numbers of diversified employee groups are employed in the Australian health care sectors. Thus, due to the diversification of their culture, the needs and requirements are also different from each other. In this context, Al?Ameret al. (2015) have stated that diversified groups of employees can be a major impact on the operation management of the health care sectors. As they do not pose the same culture; therefore, behavioural and ethical differences are also seen within the organisational culture. In that case, if these cultural or behavioural differences are not resolved, the Australian health care sectors will not be able to manage the health care's management. Therefore, the role of strategic human resource management is excessively important to manage the cultural and behavioural differences within the health care sectors. Here, Greenfield hospital sites have been determined as an instance, where the cultural differences between the diversified groups are one of the significant issues that are entirely managed by strategic human resource management by implementing some management theories. On the other hand, McCalman, Jongen& Bainbridge (2017) argued that if strategic human resource management becomes unable to manage the diversified group of organisational people, in terms of nurses or doctors, the impact of diversification will hamper not only the organisational culture or operations but also the entire health care services that are provided to service users.As per the study utilized to build this attracting and retaining staff essay, medicine is the core and initial treatment that is given to patients in health care organisations. Doctors and nurses provide medicine to service users after examining the health condition of the patients. In this field, the language barrier can create a huge impact on the health of service users. In this attracting and retaining staff essay, in the case of service users, intercultural employees do not understand the language of a migrant or different cultural people's language. They will be unable to provide the best service. On the other hand, they will not be able to examine the health-related issues, and thus, the proper medicine cannot be provided to them. And if something wrong is done, not only the service users but also the entire health care sectors will be affected. In this context of attracting and retaining staff essay, Lloyd, Elkins & Innes (2018) mentioned that this language barrier issue is very common to the health care sectors of Australia due to large numbers and diversified groups of people of the country.Employee dissatisfaction is already a huge issue for the Australian health care sectors, and if the language problem cannot be resolved properly, it will make more hazardous situation along with the employee turnover rate.

Australian health care sectors are one of the largest sectors in Australia, where large numbers of employee work. However, not all employees belong to a homogenous culture. Some of them also from different culture and backgrounds. Due to a cultural difference, often an interpersonal conflict occurs within the health cares. Not only the cultural differences but also the difference between the language of the members often create conflicts within the health care sectors. Regarding the situation, Chapman et al. (2017) have mentioned that every organisation is able to enhance its business operation not only with the help of a specific employee but also an entire team or group is needed to make the development within the organisation. Therefore, teamwork is more required rather than working an as individual. The similar approach is applicable for the health care organisations, especially in Australia. For every specific employee, there is a specific job in the health care centres, and most of the essential works are done with the help of health teams or groups. Therefore, if a conflict occurred on a regular basis amid the groups, it will immensely hamper the organisational culture and the services that health care organisation provides to the service users. Herein attracting and retaining staff essay,Davis, Frolova& Callahan (2016) mentioned that cross-cultural conflicts had given priority in the context of a job role of human resource management in the health care organisations due to these kinds of conflicts are obviously a significant issue within the health care, but more than that these cross-cultural issues are also an effective driver that enhances de-motivation amid the employees. The outcome of this issue is also associated with employee satisfaction and the employee turnover rate of the employees in Australian health care organisations.

On the basis of this situation presented in this attracting and retaining staff essay, Nankervis et al. (2019), mentioned in the “Chapter 11 workplace negotiation process" about the management style of the cross-cultural team within the Australian health care sectors. Here, the scholar used the term negotiation as a reflection of the management system that is needed from the end of the human resource department of the health care sectors. Cross-culture has both positive and negative impact on the operational management of health care. Therefore, human resource should encourage the positive manners of cross-cultural ethics and should eliminate the negative impacts. In the present attracting and retaining staff essay, it is already stated that language is an effective barrier in front of the intercultural employees and an influencing factor that influence organisational conflicts. Therefore, to eliminate the communication gap or communication barrier, human resource management should try to select those employees who are able to speak different languages or have a minimum sense of that language. Simultaneously, human resource managers should provide training to the employees to help them to learn the most used language in the sector. If the human resource managers see that any of the team or members are facing problem from another employee or service users, they should help them to understand what the opposite person is trying to say. In this way, with the flow of time, employees will have a minimum knowledge of that language and can provide adequate service accordingly. On the other hand, Cogin, Ng & Lee (2016) have stated that human resource management should implement the effective conflict management style to manage the existing or potential conflict within the health care organisations of Australia. As it is recognisable that conflict is interconnected with the de-motivation and employee turnover, therefore, the human resource should focus on to eliminate such conflict to increase the motivation level and to retain the employees within the health care.

Last of all, Nankervis et al. (2019) have mentioned about one of the effective de-motivational factors in their study, which is the work health and employee safety. This issue is mentioned in "chapter 10 Managing work health and safety". Work health and safety has been given priority is this Attracting and retaining staff essayas it is entirely associated with the health of the employees. It is mentioned earlier in the context of attracting and retaining staff essay that working in health care is undoubtedly stressful work for the employees. Overtime and workload are the compulsory characteristics of Australian health care sectors. Regarding this, Hegneyet al. (2014) have stated that due to excessive workload and stress, work anxiety is often seen in the health sector employees, for that many employee leaves the job, which increases employee turnover rate. Based on the issue, human resource managers should provide the employee shifting duty or flexible working hour to maintain a life cycle balance of the employees. Accordingly, it will minimise the work stress of the employees. In this way, human resource can attract and retain the employees within Australian health care sectors.

3. Conclusion
The overall conclusion is based on the factors that have been identified during the entire Attracting and retaining staff essayregarding the roles of human resource. HRM plays a magnificent role in employee attraction and retention within the Australian health care sectors. By analysing several journals, articles and the book on human resource management, it can be undoubtedly claimed that Australian health care organisation face several issues regarding employee satisfaction and other employee-related factors. Within these issues, intercultural conflicts, de-motivation and work stress and health are the major issues that excessively influence the employees of the Australian health care to leave the job. As employee turnover is the major concern for the health cares in these days, therefore, the human resource should implement an adequate strategy to attract and retain the employee to develop the overall infrastructure of the health cares in Australia.?

Agarwal, R., Green, R., Agarwal, N., &Randhawa, K. (2016). Benchmarking management practices in Australian public healthcare. Attracting and retaining staff essayJournal of health organisation and management.

Al?Amer, R., Ramjan, L., Glew, P., Darwish, M., &Salamonson, Y. (2015). Translation of interviews from a source language to a target language: Examining issues in cross?cultural health care research. Journal of Clinical Nursing, 24(9-10), 1151-1162.

Borchini, R., Veronesi, G., Bonzini, M., Gianfagna, F., Dashi, O., &Ferrario, M. M. (2018). Heart rate variability frequency domain alterations among healthy nurses exposed to prolonged work stress. International journal of environmental research and public health, 15(1), 113.

Chapman, R., Rahman, A., Courtney, M., & Chalmers, C. (2017). Impact of teamwork on missed care in four Australian hospitals. Journal of clinical nursing, 26(1-2), 170-181.

Chun Tie, Y., Birks, M., & Mills, J. (2018). The experiences of internationally qualified registered nurses working in the Australian healthcare system: An integrative literature review. Journal of Transcultural Nursing, 29(3), 274-284.

Cogin, J. A., Ng, J. L., & Lee, I. (2016). Controlling healthcare professionals: how human resource management influences job attitudes and operational efficiency. Human resources for health, 14(1), 55.

Davis, P. J., Frolova, Y., & Callahan, W. (2016).Workplace diversity management in Australia. Equality, Diversity and Inclusion: An International Journal.

Hegney, D. G., Craigie, M., Hemsworth, D., Osseiran?Moisson, R., Aoun, S., Francis, K., & Drury, V. (2014). Compassion satisfaction, compassion fatigue, anxiety, depression and stress in registered nurses in Australia: study 1 results. Attracting and retaining staff essayJournal of nursing management, 22(4), 506-518.

Lloyd, B., Elkins, M., & Innes, L. (2018). Barriers and enablers of patient and family centred care in an Australian acute care hospital: perspectives of health managers. Patient Experience Journal, 5(3), 55-64.

McCalman, J., Jongen, C., & Bainbridge, R. (2017). Organisational systems’ approaches to improving cultural competence in healthcare: a systematic scoping review of the literature. International journal for equity in health, 16(1), 78.

Moss, S., Mitchell, M., & Casey, V. (2017). Creating a Culture of Success: Using the Magnet Recognition Program® as a Framework to Engage Nurses in an Australian Healthcare Facility. JONA: The Journal of Nursing Administration, 47(2), 116-122.

Nankervis, A., Baird, M., Coffey, J., & Shields, J. (2019). Human resource management.Cengage AU.

Nguyen, D. T., Teo, S. T., Pick, D., &Jemai, M. (2018). Cynicism about change, work engagement, and job satisfaction of Public Sector Nurses. Australian Journal of Public Administration, 77(2), 172-186.

Shacklock, K., Brunetto, Y., Teo, S., & Farr?Wharton, R. (2014). The role of support antecedents in nurses' intentions to quit: the case of Australia.Attracting and retaining staff essay Journal of advanced nursing, 70(4), 811-822.

Statista, (2019).Contributors to nurses leaving aged care sector Australia 2019.Leading contributors to nurses leaving or not wanting to work in the aged care sector in Australia in 2019. [Online] Retrieved from [Accessed on 20th May 2020]


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