Latest news from the care industry |
29/12/09 - New research finds reputation for quality care, flexibility of employment and training are key to recruiting and retaining care workers
A new Skills for Care study into recruitment and retention issues across adult social care shows that a local reputation for delivering good quality care, flexible employment arrangements and ongoing training are key to attracting and keeping key workers.
The study conducted by Manchester Metropolitan University Business School used face-to-face interviews with managers and employees to find out what frontline staff think would attract and keep staff as the sector looks to recruit at least half a million new staff by 2025.
Respondents from 18 CSCI registered care homes and domiciliary care agencies reported that by far the best and most cost effective way of attracting new staff is ’word of mouth’ and this informal method of recruitment and is closely linked to the good ‘reputation of the organisation’.
Employers with a good record of recruiting quality staff also reward staff who introduced new recruits, develop a good relationship with Jobcentre Plus, use behavioural observations as part of the interviews and emphasise the total package of benefits on offer to new starters.
The study found the first twelve months of a new starters' career was crucial and employers with good retention rates created an organisation with ‘good values’, emphasising the value of team work.
Researchers also found in a sector where 80% of the workforce are women nearly all the establishments offer flexible contracts clearly recognising the need for a good work/life balance.
Care workers reported that they really valued the opportunities they are give to develop their on-the-job skills as well as gaining qualifications that lead to promotion, and employers who support training said it was a really effective way of attracting and retaining staff.
The report found that pay is rarely the major influencing factor in taking up or remaining in adult social care jobs but staff shortages caused by funding constraints do lead to perceptions of work intensification and reduced quality of care.
Employees had very clear messages for managers who they wanted to make sure the quality of care offered to service users is high which is clearly linked to job satisfaction, offer good quality supervision and said that effective communication was paramount in effective relationships across all the organisations.
“Recruitment and retention remain huge issues for employers especially when you consider it costs around £3000 to induce a new worker so this study of frontline establishments will really help the sector understand how we can best recruit and retain key staff,” says Skills for Care CEO Andrea Rowe.
“As the Sector Skills Council responsible for making sure we deliver a well-trained workforce it is particularly pleasing that practical qualifications are seen by employers and employees alike as a key tool for making sure adult social care employers retain staff within their organisation.”
Lead researcher Professor Rosemary Lucas of Manchester Metropolitan University identifies two key policy implications saying: “Our study sends strong signals that employment regulation at sector level can be highly effective and enable managers to develop a clear and actionable approach to HR at workplace level that leads to a good employment relationship. Nevertheless, there is a case for a review of government funding levels to address issues of pay and staff shortages and thereby ameliorate the problems of work intensification and reduced quality of care.”
Co-researcher Carol Atkinson, who now works at the University of Bradford, adds: “the results of the study were somewhat surprising to us as we had not expected to find such high levels of employee satisfaction. The importance of sound management and HR practice to effective employee and organisational performance are clear to see.”
Source : Skills for Care
