The challenges of an ageing workforce: an introduction …

This session is relevant and targeted to all participants engaging or planning to engage in health partnerships for health workforce development between LMICs and HICs. These include policy makers, academic institutions, students, managers, practitioners or service providers, researchers and funders.
The objectives are:

The challenges of an ageing workforce: an introduction to the workforce management issues
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New employment strategies have become a must. By 2025, the 50 to 64 year age group will grow by 25%, whereas the younger age groups will diminish, not only proportionally but also in absolute terms. It is expected that the population of working age in the EU 25 will fall from 303 million today to 280 million in 2030. The challenge for EU Member States is to retain a competitive position in the world market and maintain current standards of living. Part of the answer will be to reduce early retirement and encourage 50 to 65+ year olds to continue working. Thus, EU Member States have committed themselves to actively promote the employment of older people in the workforce (). Governments, workers and employers all have an important role to play.

Thus the HRM challenges linked to an ageing workforce …

Mario Amorim Lopes, FEUP / INESCTEC, Portugal A labour requirements function for sizing the healthcare workforce
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OECD work on strategic workforce management highlights governments use of performance assessments, capacity reviews and other tools to promote strategic workforce planning.

Strategic human resource planning - Wikipedia

Pros and cons of private health workforce education are strongly debated notably in terms of substitution versus additionality. Private education has often been advocated as a mean to increase the production of health workers and to address the health workforce shortages, especially in countries where public health education investments are low. However, the rapid rise of the private education is also a source of concerns. Issues about quality of training, relevance of the programs from a public health perspective, cost of studies, and lack of social accountability are some examples of such concerns.

4th Global Forum on Human Resources for Health

The Global Strategy on Human Resources for Health calls for strengthening the data, evidence and knowledge on health workforce through the progressive implementation of National Health Workforce Accounts (NHWA). Based on the health labour market framework, the NHWA establishes a mechanism to create an integrated approach for timely collection and reporting of health workforce information. NHWA includes indicators on the supply, demand and management of HRH integrating data and data sources from various SDGs, including SDG 3 (good health and well-being), SDG 4 (quality education) and SDG 5 (gender equality).