DP2 Kane Hospital Case Study DP 005-14-09-17

PRACTICE QUESTION FUNCTIONS AND EVOLUTION OF HRM

DUE: MONDAY 18.09.17

KANE HOSPITAL IN NIGERIA

Today, 13.000 nurses who were trained in the sub-Saharan African countries such as Nigeria work in Australia, The United Kingdom (UK), Canada and the United States (US). Recently, the UK has saved millions of US$ in the cost of training UK nurses by recruiting Nigerian ones. The government of Nigeria, however, had spent a similar amount in training the same nurses who now work in the UK.

The migration of nurses is driven by workforce shortages in countries such as the US and the UK. Given these demographic changes, Kane Hospital in Nigeria is experiencing severe difficulty in recruiting locally trained nurses.

Recruitment agencies in Nigeria have tried a number of different methods to encourage Nigerian nurses to come back home. They have used recruitment events and have set up a web site to attract nurses to fill vacancies. They also offer improved pay and working conditions, a free flight home and payment of moving expenses. Kane Hospital is considering the introduction of job enrichment schemes to increase non-financial motivation.

Kane Hospital has conducted primary research with Nigerian nurses working in the UK and has discovered that they have encountered a lack of opportunities for experience and promotion.

Kane Hospital has been approached by Afua, a non-governmental organization (NGO), which is concerned about Nigerian hospitals’ ability to retain nurses. Afua is determined to help and is calling for changes in international law to reduce the mobility of nurses from developing to developed countries. Afua will probably offer Kane Hospital advice and guidance on recruitment and retention, but not direct funding. Afua, however, has considerable knowledge of other NGOs with financial resources.

a)      Define the term primary research. Is market research that involves gathering new data first-hand for a specific purpose. Surveys are the most common method of primary research. 

b)      Explain two non-financial rewards that Kane Hospital could use to encourage Nigerian nurses to stay in Nigeria. 1) TRAINING or CPD (continuous professional development) in the nurses' homeland -Nigeria, paid by the government or taught in a public university funded by the government. In general, employees feel valued and motivated when they are offered training as part of their professional development. Training can be complemented with a clear description of a career path with different promotions in the short and medium term. Both of these proposals, would be highly valued by migrant nurses who currently lack opportunities for experience and promotion in the UK. 2) FUNDING FOR ENTREPRENEURIAL INITIATIVES. Nurses' know how is extremely valuable when home care is considered as an alternative to ambulatory healthcare providing. Returning nurses can generate extra income if they can associate, start a small companies, and provide medical home care as a peripheral service for Kane's Hospital core services.

c)       Analyze the likely benefits for Kane Hospital of Afua’s support. Human mobility does not stop because of laws. It might slow down or generate illegal migration, which is riskier. Afua can help Kane Hospital - and Nigeria - by 1) providing or sharing recruitment and retention plans with local Nigerian hospitals. And 2) contacting other NGOs that can fund entrepreneurial initiatives or training. 

d)      Discuss the advantages and disadvantages of Kane’s Hospital’s recruitment strategy. (Advantages) Short term financial support so migrant nurses might be interested in returning to Kenia. Job enrichment schemes, which might include further professional development. A positive aspect of Kane's strategy has been the unveiling of current problems and possible frustrations that Nigerian nurses experience in the UK. (Disadvantages)  Kane's strategies seem to be impersonal and distant.   Proposals must be grounded on concrete long term offerings that experienced nurses would seriously take into consideration if they ever think about returning. 

Source:

Lomine, L., Murchena, M., Pierce, R. (2014). The Functions and Evolution of Human Resource Management, Oxford Press, Business Management (p.116), Oxford, United Kingdom: Oxford Press.