Regarding the foreign employees they should expand the annual leave from 42 days to at least 60 days in order for the abroad workers to be able to spend two full months with their families back home.
The management of Sheikh Khalifa Medical City might object to these propositions arguing the increased costs they would involve. However, their objection can be counteracted by the fact that satisfied personnel perform better at their jobs, leading to an increased quality of the services offered by SKMC and therefore to an increased number of patients and increased revenues and profits.
Emphasis on culture
To attract more foreign personnel within SKMC, the management of the clinic should point out the cultural benefits of the job. By working in the capital of the United Arab Emirates, foreigners would have the possibility to become acquainted with the Arab ways and traditions, a unique experience in a lifetime.
Training
Another method of attracting new employees to solve the nurse staff crisis would be to offer the personnel specialized training in their field. These trainings, fully covered by the hospital, would help employees gain expertise in their domain of work and increase their professional level of satisfaction.
Organize job fairs large scale used technique of attracting new employees is that of organizing different meetings in which medical doctors and chief nurses discuss with the public the importance, rights and responsibilities of the nursing staff. Also, in these organized meetings, representatives of the hospital could present the achievements of the SKMC and insure the audience that a job within the clinic is guarantee to a professional and high level occupation.
Financial rewordings
However during the last years the attention of managers has shifted from wages towards other stimulants to increase employees' satisfaction, financial rewordings remain the most significant incentive. That is why managers of Sheikh Khalifa Medical City should allocate bigger parts of the budget to increase the nursing staff wages. Also, the financial rewordings used to stimulate and motivate potential employees should not be limited to the monthly salary, but should also include bonuses for holidays and vacations.
6. Conclusions
Sheikh Khalifa Medical City...
However, dealing with the problems characteristic to new hospitals, mainly the lack of specialized personnel, SKMC has to overcome the shortage of nursing staff. In doing so, the management at SKMC can choose from a variety of strategies to implement, but whatever the strategy chosen, they must keep in mind that the best way to attract and maintain new employees is to offer them both professional as well as financial rewordings.
Bibliography
John M. Bryson, September 1995, Strategic Planning for Public and Nonprofit Organizations: A Guide to Strengthening and Sustaining Organizational Achievement, Jossey-Bass Publishing, Revised edition
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Jay Cooper, Acting Chief Executive Officer Sheikh Khalifa Medical City, Official Website of SKMC, http://www.skmc.gov.ae/,last accessed on March 1, 2007
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Steve McAllister, Shaikh Khalifa Medical City, Network Overseas, London, http://www.networkoverseas.cc/vacancy/skmc.htm, last accessed on March 1, 2007
John M. Bryson, September 1995, Strategic Planning for Public and Nonprofit Organizations: A Guide to Strengthening and Sustaining Organizational Achievement, Jossey-Bass Publishing, Revised edition
Janet Shapiro, Strategic Planning Toolkit, Civicus, World Alliance for Citizen Participation
Jay Cooper, Acting Chief Executive Officer Sheikh Khalifa Medical City, Official Website of SKMC
International Hospital Recruitment Inc. Canada, Sheikh Khalifah Medical Center, 2004
Official Website of Sheikh Khalifa Medical City, Mission, Vision & Values, General Authority for Health Services for the Emirates of Abu Dhabi
Steve McAllister, Shaikh Khalifa Medical City, Network Overseas, London
International Hospital Recruitment Inc. Canada, Sheikh Khalifah Medical Center, 2004
