%0 Journal Article
%T Reviewing The Benefits of Health Workforce Stability
%A James Buchan
%J Human Resources for Health
%D 2010
%I BioMed Central
%R 10.1186/1478-4491-8-29
%X This paper examines the issue of workforce stability and turnover in the context of policy attempts to improve retention of health workers. Staff turnover is often the primary topic for monitoring and research when retention is being examined, and can give insights into trends in outflow from the health care organisation. This is particularly relevant at a time of global HRH shortages [1,2]. However a focus only on turnover- on those who leave, is only part of the picture. Policy makers and managers also require an insight into why some staff stay, and what "staying" and workforce stability can contribute to, service delivery, staff workload, and the multiple dimensions of organisational performance, including costs. This paper argues that there are significant benefits to supporting policy makers and managers to develop a broader perspective of workforce stability and methods of monitoring it. The objective of the paper is therefore to contribute to developing a better understanding of workforce stability as a major aspect of the overall policy goal of improved retention of health workers.Why should the issue of health workforce stability be important? Retaining and developing the workforce ("talent management") is generally regarded as a major human resource objective for any organisation. In health care there is a general assumption that staff turnover (the opposite of stability), will negatively effect both access to care, and the level and quality of healthcare being provided. Turnover may reduce staffing and patient contact time; can add to organisational costs, if temporary cover for staff who leave (e.g. overtime pay) and recruitment of replacements incurs additional costs; and may reduce individual and organisational performance through the loss of experienced staff, and by undermining teamwork [3,4].The paper is based on a desk review of published and official sources, and analysis of workforce data from official sources.There is a paucity of research whic
%U http://www.human-resources-health.com/content/8/1/29