The panorama of Indian healthcare is changing quickly and is being heralded as a sunrise industry of the country. The Indian healthcare sector is being prompted towards growth and advancement as a result of modern medical technology, increasing foreign direct investments, privatization, customized healthcare delivery models, increased insurance penetration and etc, However India is at the juncture of an exciting and challenging period in its history.
In India, majority of the health care delivery is dominated by the private players, according few industry sources with 70 (%) of the total delivery market in India catered to by the private players and most of the organized private infrastructure is can absorbed to the Tier I or metro cities only. Very few private players have made in (Tier II/ Tier III Regions). This represents the country with both opportunities galore; however the challenges are also equally prevalent.
Bringing affordable, quality of patient care and accessibility of healthcare service for all its citizens is one of the major challenges and key focus areas of the country currently. The challenge is immense; approx.73 (%) of the country’s population lives in urban/semi urban regions out of which approx. 30 (%) is below poverty line.
Currently, the country has various underlying impuissances in its healthcare system, which upholds to be blighted by issues such as skewed distribution of healthcare facilities, insufficient healthcare spend, rising medical costs, ineffective healthcare delivery, lack of skilled or in-sufficient medical professionals, high attrition rate and etc, finally it denotes very clearly that many of the challenges are (directly or indirectly) connected to human resource management with in the sector.
The current disease burden in the country, the shifting demographic and the disease profile has bought to light an urgent call for to increase the number of healthcare professionals in the country and enhance their performance to put up at least a prideful manner for substantive healthcare treatments. The lack of sufficient healthcare professional’s is a major concern; that requires resolving immediately as it is obstructing the further industry growth.
It is clearly shows that we are fighting to hold the prerequisite figures, maintain quality, distribution of qualified professionals to meet the demands and needs of the patients, which is successively bringing about many other challenges simultaneously.Aiming or setting up an effective and antiphonal healthcare system is the need of hour and this would be achieved only with the balanced structure of healthcare professionals (Like: Specialist doctors, General practitioners, Paramedical staff, Nurses,Healthcare Administrators / Advisors, Healthcare tutors, Pharmacists and other qualified professionals). Also we need to concentrate for providing continuous on job training programs for medical professionals to confront and tackle the issues that caused by shortages, quality, accountability, and the intricacy of providing best healthcare service to immense and diverse requirements.
These objectives will be achieved successfully; when the key issues that are moving around Indian healthcare segment especially in human resource management are identified and addressed on priority, like:
Missing comprehensive database professionals/ inadequate access to doctor Information:
Few opinions say that, apart from the MCI (Medical Council of India) figures, there is no detailed information on the total number of medical practitioners who are available in the India. Therefore, it is the responsibility of the healthcare policy designers to take appropriate measures to build a complete medical professionals database for reference and effectively use of practitioners further needs in the country.
Qualified Professionals: Huge Shortfall:
This is one of the serious problems blighting industry further growth. Supporting the demand for extra beds is the related requirements for diagnostics/devices, pathology and imaging labs, pharmacies, distribution & wholesaling, as also the requirement for over 1 million qualified nurses and over 500,000 plus family physicians and consultants required currently and the same situation persists in other allied departments.
At one glance it seems that India is serious lack of qualified medical professionals, however, on the other hand it shows that there is really gross and unequal distribution of the medical professionals in comparison to urban vs rural areas.
The reasons for this situation might be: Increasing costs of medical education, growing opportunities for qualified medical professionals in the urban areas and majority of qualified professionals are aiming to work in the cities as a result of better facilities and huge growth opportunities, which further affecting further healthcare in the rural regions.
Though privatization has its own advantages, it has also resulted to high attrition rates. There are numerous instances in the country where private players pulling in skilled professionals, further affect the government hospitals adversely.
Rising Attrition Rates:
- For better financial benefits ( Or )
- For more growth opportunities ( Or )
- For performance appraisals,
The attrition rates in the healthcare domain are on the rise; where healthcare employers are struggling to retain their talented employees for long period of time.
Education and Training:
Many experts assert that a substantial amount of medical professionals across country are unskilled. They require adequate on job training so that would help the existing employees to provide further better services to the patients.
Imparting the knowledge about latest advancements or lack of continuous training and education among the existing employees in terms of providing quality care, handling high-tech medical devices and machines etc is causing to negative actions thus affecting the overall quality.
Lack of Adequate HR Policies:
Indian healthcare system is in dire need of good HR policies at both public as well as private sector for effective management of healthcare working professionals. The current HR practices in healthcare segment are full of loopholes such as (gender disparity, inability to place able right talents in responsible positions, unclear policies or procedures for employee development, no timely appraisals, constructive feedback, no on par benefit models /reward system and etc.
Today, healthcare HR professionals are needed to become more creative in the way they keep back employees. HR professionals need to guide employees into a dynamic organization that accomplishes its objective with high degree of morale and also aim for practices like investing differently for different talent groups, learning and development, talent management, leadership development programmes; good succession planning and etc can be incorporated.
Step by step the HR practices in India are undergoing a transformation change for the betterment. One serious worry is that still the system requires a unite solution for the problems of skewed dispersion of existing resources. However, private players and health ministry of India are putting many good efforts towards mitigating this serious industry issue. (Like: The planning commission has proposed a new three-and-half-year medical course, called Bachelor of Rural Medicine and Surgery (BRMS), for the rural and remote areas where traditional MBBS doctors are not very keen to render their services).
Yet the intent are good enough, however, further questions remains such as how this initiative gives further results that remains to be seen (?), What are the gaps now? What is the likely output of various specializations from the existing training institutions? What is the current trend of graduates are joining or serving for the country needs to be analyzed, focused and challenges are to be addressed holistically.
Proceed further, some of the below mentioned betterment strategies would enable the current healthcare system and improve human resource management and reach the new peaks of Organization or Industry Success:
- Formulating a new talent management strategies
- Formulating a communication program for the staff
- Right recruitment strategies: to make available of right talent in the right position with the right set of skills at the right place and in right time
- Finally, the notable resources would be a great asset for the current challenges; till the demand-supply gap in HR gets resolved, the companies should plan to utilize the existing resources effectively for multi-task with the help of enough training and with proper candidate benefit models.
To conclude, it is to be consented that although the constrictions persist, initiatives or good efforts are also being made to address greatly. The Indian healthcare industry is brushing up its existing HR procedures, policies and trying to improving, in truth the healthcare is experiencing an observational transformation, yes; it’s a fact that time-consuming process, however would contribute or help to a further growth and glory of the sector.