Recruitment and retention in healthcare is of major necessity. However, rural health care facilities face a major problem to retain their personnel. Remote areas face certain, social, political, and economic problems. As a result, most health workers would not want to stay there for long for example, in areas where social amenities are scarce health care workers have a choice to seek a conducive environment. One of the biggest challenges that lead to the lack of retention of employees in a remote healthcare organization is the pressure they have at the world places (Nicoll & Heaney, 2016, p.12). They work under high demands yet their resources are limited. They thus work in isolation and have no access to a specialist. The health care workers also receive no training on hardship in rural areas and what should change is the system. Will the rural environments ever change to ensure health workers are comfortable and willing to stay?
Financial incentives and inviting immigrants to the rural areas are efficient strategies but they are not enough to address the retention problem in remote areas. Strategies should be undertaken from the local, regional and national levels. First health practitioners should be trained in rural areas also. For example, the health care schools can be built in rural areas so that the health care professionals have experience of rural areas health practices. The government should also ensure that the rural areas are a conducive working environment. There should be the availability of social amenities so that health care workers who chose to live here are comfortable. Moreover, the health care systems in rural areas ought to support team cohesion. There should be specialists and also leaders who are inspiring, motivating, and uphold respect. They should also be a good relationship between health workers and members of the community.
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Community involvement in the health care system is essential. In addition to educating high school students on health care practices, there should also be colleges in the rural regions. These colleges should have health training programs (Abelsen et al., 2020, p. 7). By ensuring there is education in rural areas then recruitment from these institutions the chance for retainment is higher. The rural areas should be equipped with the required resources to ensure retention of employees, the only question is which strategies are being taken by the government and health care systems.
References
Nicoll, P., & Heaney, D. (2016). Recruitment and retention of remote and rural health care staff: Making it work. Rural and Remote Health . https://doi.org/10.22605/rrh4104
Abelsen, B., Strasser, R., Heaney, D., Berggren, P., Sigurðsson, S., Brandstorp, H., Wakegijig, J., Forsling, N., Moody-Corbett, P., Akearok, G. H., Mason, A., Savage, C., & Nicoll, P. (2020). Plan, recruit, retain: A framework for local healthcare organizations to achieve a stable remote rural workforce. Human Resources for Health , 18 (1). https://doi.org/10.1186/s12960-020-00502-x
