With the increasing number of disabled, demented, solitary and elderly people, the pension industry is facing severe challenges. In many areas, some old-age care institutions have faced the problems of large gap of old-age care personnel and high turnover rate. A number of people in charge of old-age care institutions expressed the hope that measures would be taken as soon as possible to increase the industry attractiveness of old-age care workers.
At present, the state has formulated the 9073 model for providing for the aged, and initially established an old-age service system combining 90% home care, 7% community care and 3% institutional care with medical care. Either way, it is inseparable from the support of pension professionals, especially nurses. However, there is a huge gap in the number of pension professionals at present, which increases the pressure on the supply of pension services.
According to the latest data from the National Bureau of Statistics, there are currently 357,000 institutions and facilities for the aged, with 8135,000 beds for the aged. Only according to the national standard of 14, at least 2 million nursing staff are needed. However, at present, there are only 322,000 nursing staff for the aged in China, with a gap of nearly 1.7 million.
Why is the gap of nursing talents in the old-age care industry so huge? There are two main reasons.
First, the turnover rate of employees is high. This is reflected in high-intensity labor and low-level salary. In the face of disabled/semi-disabled elderly people, elderly nurses often need to wear several hats-nanny, nurse, masseur, psychological counselor and so on. From the basic survival needs of eating and drinking Lazar to the auxiliary medical skills such as sputum aspiration and catheterization, as well as psychological counseling.
However, according to the wage index of the old-age care industry released by the labor and social security department on 20 18, the average monthly salary of the national old-age care workers in capital cities such as Beijing, Tianjin, Shanghai and Guangzhou is only 2,272 yuan. This wage level is basically in the lowest income standard of the cities surveyed, and some cities are even lower than the lowest income wage standard of the cities. In more third-and fourth-tier cities, the wages of nursing staff for the aged will be lower.
Second, there are fewer new young laborers.
Low salary, hard working conditions and unclear career path restrict the entry of nurses, especially young nursing talents.
Secondly, the "Qian Jing" and its future are not clear, which also makes many young practitioners leave the old-age service industry.
In addition to these two direct reasons, other factors also restrict the supplement of pension professionals. At present, the common superficial problem in old-age care institutions is the low occupancy rate, with an average occupancy rate of about 50%, and some occupancy rates are less than 40% or even only about 20%. The lower the occupancy rate, the worse the economic benefit and the lower the salary of service personnel. It is difficult to recruit and retain qualified employees, and it is also difficult to spend money to upgrade internal facilities, which affects the quality of service. Poor service quality will not keep the elderly and form a vicious circle.
The staff turnover rate is high, the newly added labor resources are few, and the profitability of institutions is difficult ... Many factors lead to a large gap between employment and supply. Industry experts even describe the current talent shortage in the aged care service industry as "human shortage".
At present, more than 200 colleges and universities across the country have set up the specialty of aged care service to train professionals in aged care service. Although the number of employees in aged care services is generally on the rise, the supply gap is large. The national vocational qualification catalogue has gradually abolished the national qualification rating of the aged care workers, which greatly reduced the entry threshold of the aged care industry, making it unnecessary for the aged care workers to work with certificates, but the gap is still large, and the problem of insufficient service personnel in the aged care industry is still grim.
Based on this pain point, the pension industry can solve the urgent need by combining the "sharing economy" model.
By integrating "quasi-"pension resources such as hospitals, clinics, housekeeping centers and psychological studios near institutions, we will create a borderless pension for all ages.
After receiving the demand work order of the elderly, the organization can match the third-party service resources through the blue health and smart health service ecological platform, such as domestic companies, psychological consulting studios, and even embedded pension service complexes, and provide multiple community care models for the elderly, such as medical treatment, rehabilitation, nursing, nursing, psychological comfort, health education, and chronic disease management. In this way, institutions can quickly match professionals, provide more professional and diversified pension services for the elderly, and effectively save the maintenance cost of talents.
Improving salary and treatment is still the most effective incentive at present. The longer the working hours, the higher the skill level and the higher the salary, naturally more people will want to stay. The healthy growth of the old-age care industry needs the participation of various social forces, which not only provides standards for the professional skills of the old-age care workers, but also puts forward requirements for the moral level and service consciousness of the old-age care workers.
The problems existing in the traditional old-age service model are solved by Internet thinking in the Internet age, which is also a way to break the situation.