Question

1. Will we continue to see the turnover rates continue in the Allied health professions?

2. Why are the Allied Health Professions also seeing shortages throughout the country and beyond?

3. Does this differ from countries outside the US?

4. Why does the turnover in the Allied Health professions seem particularly high?

5. What are your recommendations to your healthcare organization to continue to experience these shortages?

https://maryville.instructure.com/courses/45129/files/7709449/download?wrap=1

https://www.nsinursingsolutions.com/Documents/Library/NSI_National_Health_Care_Retention_Report.pdf

Answer 1

Ans1. The current grade of the allied health professional has significant impact on their risk of learning health services , as due to lack of career advancement Annual turnover rates of allied health employees average 28% but we're highest for employees in the most remote health services 35%For nursing professionals ,2018 saw 17.2% turnover rate up from 16.8%in 2017, showing that such turnover will continue.

Ans2. Over the decades , there is increase in shortages in Allied Health professional. The main reasons are

-right Improve in alternative career prospect for females.

-Growing concern that the educational system will not be able to respond and adequately for there growing workforce need.

-Low public and professional images ,employees burnout.

Ans3. Although the turnover rate may be different in many countries , but more or less there is increase in turnover in allied health professionals .The UK employee turnover rate is 15% a year , while India and many Asian countries are expected to see highest turnover rate in the world.

Ans4. REASONS FOR HIGH TURNOVER RATE

1. Increase in alternative job opportunities.

2.lack of job embeddedness reflects lack of job satisfaction, less organization commitments and job search.

3. dissatisfaction with the job.

4. Closure of their health care facilities or personal health issues.

5. Lack of social support, chaotic job atmosphere, imbalance job and work life.

And.5 STRATEGIES

1. Identify reasons for AHP's staying in learning and returning for the NHS overtime.

2. Identify reasons for AHP working in and leaving other employment context, like the private health care sector.

3. Establish whether reasons for staying and leaving are opposite or not.

4. Explore the importance of both work and non work factors in employment choice decision.