Resources

This resource aims to help aged care service providers to identify possible barriers or challenges to recruiting and maintaining a diverse workforce – specifically workers from culturally and linguistically diverse backgrounds.

This Flip Guide includes key messages and insights around Workforce.

This webinar provided information on aged care workforce planning and support programs available to assist providers. It included information on the Business and Workforce Advisory Service and the Remote and Aboriginal and Torres Strait Islander Aged Care Service Development Assistance Panel.

Effective management and leadership in aged care are essential for effective aged care worker performance, which, in turn, enables high-quality care. 

Understanding the employee life cycle and knowing how to engage with people in each stage of the cycle enables you to attract the right candidates, optimize your employee experience and ultimately, improve productivity and performance at your organization.

There are various iterations of the employee life cycle approach. The basic premise is that you consider the whole journey of any potential employee from potentially before they even choose to enter your profession until they leave your employment.

Economic considerations suggest that some of the emphasis of workforce planning needs to be placed on how to retain workers better, especially those with the necessary skills, and how to train and utilise them productively in the workplace. 

While aged care staff have an overall positive feeling towards their work, additional support such as skills training,  and a supportive work environment could  reduce job stressors. 

A range of factors impacted retention of aged care staff. Two broad themes emerged from the analysis: individual and organisational factors facilitating retention.

This blog describes four practical steps providers can take now to support our aged care workers.