Changing workforce demographics necessitates succession planning in health care.
Health care organizations continue to be plagued by labor shortage issues. Further complicating the already existing workforce challenges is an aging population poised to retire en masse within the next few years. With fewer cohorts in the age group of 25 to 44 years (Vital Speeches Day. 2004:71:23-27), a more mobile workforce (Grow Your Own Leaders: How to Identify, Develop, and Retain Leadership Talent, 2002), and an overall reduction in the number of individuals seeking employment in the health care field (J Healthc Manag. 2003:48:6-11), the industry could be faced with an unmanageable number of vacant positions throughout the organization. Bracing for the potential impact of these issues is crucial to the ongoing business continuity of health care organization. Many health care organizations have embraced succession planning to combat the potential labor famine. However, the health care industry as a whole seems to lag behind other industries in terms of succession planning efforts (Healthc Financ Manage. 2005;59:64-67). This article seeks to provide health care managers with a framework for improving the systematic preparation of the next generation of managers by analyzing the succession planning process. The proposition of these models is to initiate and simplify the gap reduction between theoretical concepts and future organizational application.
Collins
Sandra K
SK
Southern Illinois University Carbondale College of Applied Sciences and Arts, School of Allied Health, Carbondale, Illinois 62901, USA. skcollin@siu.edu
Collins
Kevin S
KS
D000328:Adult; D000375:Aging; D003710:Demography; D006268:Health Facilities; D006280:Health Workforce / Q000639:trends*; D006801:Humans; D007857:Leadership; D010561:Personnel Staffing and Scheduling / Q000458:organization & administration; D013192:Staff Development