2.1 Factors and approaches were known to improve recruitment and retention of adult care staff

Course: NVQ Level 5 Diploma In Leadership & Management for Adult Care

Unit 7: Resource Management in Adult Care

LO2: Understand principles of human resource management.

2.1 Factors and approaches were known to improve recruitment and retention of adult care staff

There are many factors that can influence recruitment and retention of adult care staff, but some key approaches include:

• Offering competitive pay and benefits packages
• Creating a positive and supportive work environment
• Providing training and development opportunities
• Promoting career growth opportunities
• Offering flexible work arrangements.

Offering competitive pay and benefits packages

Certain mature age workers have indicated that they are willing to give up a higher salary in order to have additional employment flexibility. For example, some say they would trade a higher salary for the ability to work part-time hours or from home. However, there is a trend showing that employees who seek more flexibility are willing to take a pay cut.

This is why many employers have begun offering salary cuts to their mature-age workers who are willing to work flexible hours and from home. Being able to select the hours that suit them best means they can balance their employment commitments around personal responsibilities that may include caring for family or friends.

Creating a positive and supportive work environment

A positive and supportive work environment can be especially beneficial for mature-age workers. Many mature age workers often express that they want to work in a flexible working environment due to their other commitments outside of employment. However, while this is important for recruiting and retaining older staff, it must go beyond simply offering part-time or casual hours.

Managers must create a supportive environment by offering training opportunities and flexible work hours, but they must also make their employees feel appreciated. If this is done, mature-age workers may be more likely to stay long-term. Providing amenities such as free lunches or subsidized transport makes the workplace more attractive and convenient for staff, which in turn increases the likelihood of retaining mature-age workers.

Providing training and development opportunities

Training can be an effective way to ensure that staff is capable of carrying out their tasks efficiently and effectively, especially if the role involves providing care for clients with complex needs. Consider offering training opportunities in areas such as infection control, first aid, aging care, or client safety First Aid.

Businesses can also offer training opportunities to staff in areas such as customer service, administration, or management. It is important to note that training cannot simply take place prior to employment. Providing ongoing training during employment will help ensure your workforce stays engaged and qualified for their roles.

Promoting career growth opportunities

Mature age workers are often more willing to accept opportunities for career growth, even if it means moving into management. These types of opportunities are appealing because they provide the opportunity to learn new skills and progress within their current organization.

As well as allowing workers to gain valuable management experience, providing these opportunities can help keep mature age workers engaged in their jobs by showing them that there is potential to advance with their current company.

Offering flexible work arrangements

Flexible working arrangements such as part-time hours, job sharing, and annualized hours attract mature age workers because they allow flexibility with care commitments and family responsibilities.

However, employers should be aware that offering flexible working arrangements does not necessarily mean that employees will automatically take up the opportunity. Employers must make employees aware of the options available to them and actively encourage requests for flexible working arrangements.

Employers must remember that mature-age workers come from a different generation of workers. They are more likely to value certain benefits associated with employment, such as job security and good working conditions. Mature age workers also place great emphasis on having clearly defined career paths available within their organization.

Current government regulations make it possible for employers to offer flexible work arrangements to all their staff, not only mature age workers. This grants more options for employers who are seeking to improve their retention rates and gain a competitive edge in the current job market.

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