Valuing the profession of caregiver is a very serious way to remedy the shortage in the Swiss care sector. What are we talking about?
Several tens of thousands of care personnel are likely to be lacking in the next few years. This message is now clear everywhere in Switzerland and a whole cycle must be reviewed in record time.
Concrete measures need to be taken as early as the training of health care personnel. Make sure that students go into the care field. The image of the field of care is currently outdated, not very valued and many students are heading towards other professional careers.
An attractive training, with modern tools, allowing to work directly on practical cases that students will be confronted with in their professional life, is part of this valorization.
Indeed, the young generations are well accustomed to digital technology, but not to business management tools. The earlier they get in touch with this type of reality, the less they will be afraid of using computer tools in the professional context.
Placement agencies also ideally require personnel trained in the reality of management tools, to bring immediate added value to their candidates.
Employers will also be relieved to work with care personnel who are immediately operational and used to the logic of IT tools. Digitalization is totally topical with the Covid-19 pandemic and it is likely that this trend will continue.
MLS is regularly solicited by training organizations and placement agencies to set up training sessions on the MedLink tool. This type of partnership is a win-win situation for all parties involved, knowing that each of them can bring value in their own field.
The MLS software publisher provides a practical training environment and all the necessary documentation to the training organizations. The latter adapt the contents in their e-learning system and give access to the students on the MedLink platform.
In this way, the publisher contributes with its technology to “learning by doing” and the training organization uses adapted digital tools for the course.
The synergy created by this partnership potentially gives a wider access to both candidates and clients.
The placement agency, which is a partner in the project, has access to candidates from schools of higher education and others, whose students have already benefited from practical training on the MedLink information system.
The student is familiar with the use of a computer tool, in addition to his or her knowledge of care. Thus, he/she is much less apprehensive about his/her transition to professional life. This fundamental link between the theoretical training and the practice of the profession is assured. The use of a modern tool enhances the value of his training and the nursing profession in general.
Once the nursing profession is valued, in particular by a strong link between studies and professional life, it becomes de facto more attractive. The link created by digital practice is one of the keys to the successful transition from studies to the profession.
The more fluid the pathway is, the more it attracts new students, and the care profession, which is so necessary today, will be valued and will attract many additional candidates.
A home care organization can no longer afford to be overwhelmed by administrative tasks that put off employees, and even more so, candidates. If the latter see from the training that modern tools are in place, they will be more reassured that the organization is doing everything possible to ensure that its care staff can focus on their core business.
Recruitment is more fluid as the system is consistent and all the players gain in motivation and efficiency.
In addition, a home care organization that uses a modern digital tool can include third-party staff, such as independent caregivers, in its circle of professionals.
So even if a student opts for a freelance career, their availability is still a very realistic option. It is a matter of facilitating the collaboration and integration of all available actors.
The same goes for the actors of the patient’s primary network, the doctor, the insurance company, the pharmacy, all of whom participate together and in a coordinated manner in the care of the patient.
Even if recruitment becomes more fluid, there is still a central issue of staff retention. With a system that allows information sharing and efficient management, staff management becomes more natural. The time necessary to devote to the evolution of caregivers is available and a true personnel management policy is put in place.