siliconindia | | April 20189The lack of well qualified professionals is one of the major challenges for the Indian health care industry. The situation has become more critical as there is less concentration of medical professionals in urban areas, who account for only 30 percent of India's total population. A lot of practitioners are unqualified, yet they service the ailing population living in rural and semi-urban areas. Some of them may be too bright and skilled but cannot bear the cost of medical edu-cation and are not fully knowledgeable, that poses a huge risk on people who avail treatment from them. Further-more, India has an acute shortage of paramedical and ad-ministrative professionals who are the first go to resource in emergency cases. With talent shortage in the healthcare industry only expected to grow in the coming years, organizations need to be proactive about planning for and implementing new talent strategies. Demand for healthcare will grow but the supply of healthcare providers will simultaneously de-crease, with shortages of qualified primary care and spe-cialist physicians and nurses predicted by 2020. In the last year, healthcare has been the 4th largest em-ployer in India focusing on therapeutic care and diagnostic upgrades. The national scheme for healthcare is another as-pirational initiative infusing talent and upskilling resources currently employed in healthcare. Medical Assistants boost the environment of therapeutic care with collaborative di-agnostics and electronic methods of medicine administra-tion. Training these medical assistants and benchmarking their knowledge and capabilities is one key essence that has been focused on for the years to come. As quality of healthcare and hygiene becomes para-mount in the healthcare ecosystem, talent and training are the Siamese twins bearing the baton. Qualitative medical services are becoming physiological needs for patients to-day as average spend on healthcare in the last decade has grown 268 percent in urban and rural population strata. In a progressive and challenging healthcare environ-ment, the medical organizations must ensure high levels of technical and professional expertise. According to a re-port by National Skill Development Council, labour force requirement for the healthcare sector is expected to grow from 35.9 lakh in 2013 to 74 lakh in 2022. This may create many jobs for the medical staff.Emerging economy & growing population cannot deal with scarcity of health workforce. Continuous assessment of the gap in demand and supply is required. Government has taken initiatives to increase the supply of human re-source for health with emphasis on hiring and training to develop health workforce aimed at providing minimum health coverage to all. The need is to plan to increase sup-ply of Human resource for Health along with concrete pol-icy to control attrition and emigration as hiring new em-ployees cannot fill the vacuum in similar way as trained and culturally adapted employees. In depth study is required to understand and identify Talent management strategies as most effective tool for acquisition and controlling attrition/emigration in both rural as well as urban areas. The need is to plan to increase supply of Human resource for Health along with concrete policy to control attrition and emigrationVandana Nanda
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