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The NHS is one of the 4 systems of healthcare services in England that was established in 1948.
Nature of the problem
Staff shortage or labour shortage in an organization indicates that the employers are having difficulties recruiting new employees.
Impact on the employees
A shortage of employees in an organization is obvious to increase the burden on the existing employees. A low workforce means more work pressure because the work is not being able to get divided into the number of parts it requires. Eventually, this will have an effect on the performances of the employees who would otherwise work effectively. As per the Case study, the NHS was affected by a shortage of almost 100000 employees. The motivation of the employees is faces a severe decline and might lose the will to work. In the matter of healthcare, this problem becomes more significant because it involves the lives of people.
Impact on the organisation
The disruption in the supply chains of the pharmaceutical companies due to a shortage of employees results in less production. There might be delays in providing service and that would result in a loss of satisfaction in the customers. The set goal might not be reached due to this eventually hampering the economy of the organization. The NHS is a reputed healthcare organisation and such low revenues can affect its integrity and name in the market. The customers that had been gained in the long journey will eventually be lost. This level of loss in the organisation will eventually hamper the motivation of the existing employees and result in the deterioration of their performances.
The decision-making of the policymakers plays a huge role in the occurrence of staff shortages even in reputed organizations like the NHS. One single body governs these organizations and that prevents any kind of innovation. The decision taken by the governing body is final and if it decides to not hire new employees due to a budget shortage there would be no way to hire them even if the organization is in an emergency. The primary economical factor is the issue of additional costs that would be necessary to hire new employees. An organization might be under an economical crisis and that would prevent it from hiring new employees. The hiring of new employees would prevent the problem of employee shortage in an organization. However, some regions even in the most developed countries have taboo social beliefs that prevent certain sections of the society from working. This includes people from the LGBTQ community who might not be provided equal job opportunities even if they are qualified. Women in some societies are not allowed to work and in some cases, they might choose that these factors pose serious social threats in the matter of staff shortage.
The main reason concerning technological issues is that an organization might lack enough technological advancement, which increases the workload of employees. These employees, in turn, leave the organization in search of better opportunities and that leads to staff shortage. Legal factors leading to staff shortage in this context are mostly employee background related which will prevent them from being hired even if they have the required qualifications. The main environmental factor that would be affecting the employee shortage crisis is the work environment, which depends on whether or not an employee wishes to keep working there.
Figure 1: Fishbone diagram
(Source: Drennan and Ross, 2019)
The concept of the fish bone is also known as the “Cause an effect diagram” which is mainly used for the proper analysis of the case study to provide a clear concept about the relationship between the causes and its effects. The layout represents the current scenario of the issues as well as the relationship between the potential causes and its effect (Drennan and Ross, 2019). The main aim behind the use of the “Cause an effect diagram” is to focus on the real causes not on the symptoms of the causes, which will ultimately provide a clear concept about the effect of the causes. It is also used for the identification of the areas of the problems, which will provide the proper action plans against the problematic situation and ultimately produce the positive effect from that negative field. After the analysis of the current situation, the identification of the major causes is done which will provide the ideas about the possible effects of the existing causes. “Poor environment” is the cause and for that reason, the excessive workload is present on the health workers. The second cause represents the less amount of involvement of the authority, which ultimately creates the lack of shortages in the health care field. The last cause is the lack of poor management system in the field as a result a poor infrastructure can be observed i9n this particular field. Overall, the fishbone is representing the different existing causes and its effects, which is ultimately creating the shortage of the staffs in this field.
The use of advanced technology will also reduce the need for manual labour and in that case, employee shortage would not be a problem.
Contractual employment is the most appropriate solution
The additional costs involved in hiring new employees on a contractual basis are low. In addition, employees under contractual jobs are able to look for new jobs at the time of their employment which is good for their personal development too.
The most possible solution, in this case, would be to rely on contractual employment.
Task 2: Report
Shortage of staff has never been a significant problem in the NHS but with the rising complications in the matter of health, it has turned out to be a problem. The problem of staff shortage is dominating the pharmaceutical industries, especially after the pandemic and that has mandated the need for a strategy to mitigate it.
The gist of the problem and its impact
The pharmaceutical industry has faced several losses due to shortages of staff. Mainly, a loss of revenue and loss of potential customers were the results. Work productivity has shown a significant decline as an obvious result of the fewer employees (Sizmur and Raleigh, 2018). The demands after the pandemic however, have increased which would require more employees but there has been a decline in the number due to several employees falling sick. Some organizations have followed the cutting of employees as a cost-cutting strategy due to financial instability. Due to this, all the aspects of the organizations have been affected and it has been evident from the case study, the NHS has also been a victim of it. Although it is one of the main governing bodies in the healthcare of the UK, the losses faced due to employee shortages have been dynamic.
Overview of the PESTLE analysis
The main political factor that has led to the staff shortage is the absence of versatility in the decision-making bodies of the organizations. The cost issue has been the obvious economic factor for the arrival of this problem. On the other hand, the social issues are mostly ethical involving the mentality of people (Duncan 2020). The unequal access to opportunities for different sections of society has been the social reason along with some irrational social beliefs. It is certain that the employees will be subjected to tremendous work pressure in case of staff shortage and the stress levels and physical exhaustion can make them weak. In addition, this immense stress build-up can result in mental imbalance.
Declaration of the cause and effect analysis
The implications regarding staff shortage have been arising due to the problem of staff selection and recruiting as it possibly might be due to the absence of qualified candidates or due to budget issues of the organization. This inefficiency of the organization leads to the problem of a shortage of employees (Oluyase et al. 2021). In addition, management issues like failing to maintain a secure work environment have led to losing efficient employees. Human issues mainly the change of decisions of employees regarding continuing work in the organisation have been another cause.
Chosen solution to mitigate risk
Increasing the work hours of the existing employees will lower the need of hiring new ones. Hiring employees on a contractual basis will require additional costs only for a certain period. Hence, this strategy can be considered beneficial when compared with the others and the drawbacks are minimal in this case.
The process to implement the decision on strategy
Way to measure the effectiveness
Develop recruiting system by focusing on Contractual employment
This identified decision regarding the contractual employment “approaching a staffing company”.
? Time duration of 6 to 12 months
? Cost of about $ 3 million
? Humanitarian workforce
? Technologic interventions
Services development and customers satisfaction
Revenue increased and patients had positive health outcomes. Measures of efficiency, effectiveness, and risk are the common three measures of this strategy.
HR departments need to show their legal concern on Recruitment and develop an overall system of selection service of employees based on their experience and capability.
Table 1: Action plan to suppress staff shortage issue at NHS
The present account has been rendered to a delivered major issue of lower staff in the organization. Therefore, these major issues have associated with different issues for the organization. Core or internal competencies have been reduced the major services and outcomes related to positive impact. Hence, the services and actions taken by the management are mainly aimed to create a significant staff with contractual employment. This proposed strategy is required to be implemented by selecting or approaching a company that is involved with supplying skilled and knowledgeable employees for the particular organization. Therefore, the contractual employment services delivering companies are important to deliver major skilled and knowledgeable employees to the certain (Bernhard-Oettel, Sverke and De, 2018). In this strategic planning and acquisition, development over the NHS existing issues mainly required these implementation interventions. The cost of organization expanding for labour cost is going to be lowered with services extraction.
The success indicator for this contractual employment strategy implementation in NHS is highly remindful. The high demand and less competition are the two key indicators of outcomes of employees in associated with contractual interferences. Thus, the services development and organizational development are going to be indicted with revenue development and services development. The inclusive leadership is the indicator to imply the functional adjustment into the NHS body. The performing aspect of this organization is mainly dealing with patients. Thus, the policy development and contractual interferences of the organization is being carried forward. Flexibility is another key approach that can be facilities with the indicating aspect of this strategy (Rodriguez, 2020). Therefore, satisfaction of customers is linked with services management. The contractual employee is going to be involved with creating services development for staff for patients in NHS.
The efficiency of contractual employment implementation in NHS with staff requiring organization selection is required to be tested with effectiveness. The effectiveness is demonstrated with services and performance monitoring. The KPIs evaluation with measurable identification is performed to analyze the risk associated with strategic implementation. The risk is involved cost and time management. The renewal and tracking of the contract are going to be potential risk for implementation (Virtanen et al. 2022). Thus, the measurable of three-dimension are going to deliver major goals and achieve the prospect of staff development with service management.
The problem of staff shortage is dominating the business world especially healthcare after the pandemic. Reducing the problem would require a possible solution that would help resolve it and in this case, it has been observed that contractual employment can be the best possible solution.
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