Abstract
This study aims to develop a policy on employment of retiring nurses in health services under the government sector. The mixed-methods, qualitative data and quantitative data, was used to conduct in this study. The research procedures are as follows: 1) Reviewing literature on employment and employment situation for retirement proposals in various health care facilities in Thailand. 2) surveying information on employment of retiring nurses in health care centers by phone and 3) interviewing the executive representatives such as human resources director, director of nursing division, inspector of public health supervision area under the Ministry of Public Health about the opinions on the retirement nursing employment policy. The analysis of quantitative data from survey was frequency and percentage. The information from interviewing was analyzed by content analysis. The results of the content analysis from the interviews of the high level executives revealed that most of the senior executives had good attitudes towards hiring retirement nurses because it is a support to the policy to expand working opportunities for the elderly in accordance with the government policy, and also using the knowledge experience of retirement nurses. The situation regarding the necessity of hiring a nursing nurse due to 1) the shortage due to the distribution of nursing personnel is not good. Causing a lack of balance between the workload and the workforce in the health service 2) The system to maintain nursing personnel to remain in an ineffective profession Resulting in nurses in the service system lacking work motivation and resigning, and 3) shortage due to increased workload. The management has made recommendations regarding the objectives of hiring retired nurses as follows: 1) having need for employment in some positions where retirees have specialized knowledge And currently cannot find replacement personnel. 2) Hiring only department having insufficient staffs. 3) Primary care services in the community should be implemented especially to the family doctor team. 4) Social medicine work because they have the right skills. 5) Intermediate care services, with training to increase knowledge and skills in operations, 6) care manager jobs, and 7) design new jobs by studying the need of patients, and design new work services that are appropriate for the modern world by focusing on health promotion. The most work is to provide service in the community, suitable services for all age group by using the local government organization mechanism, Health promotion educational system, and health promotion operations Solving health problems in schools, etc. The policy recommendations on hiring retirement nurses were 1) the extending the retirement period according to government policy. 2) Hiring retirement nurses for services such as community service in the roles of community nurse at health services center by yearly contract and use universal coverage budget (UC). 3) Hiring retirement nurses for new services that having value and income by yearly contract and use the budget from organization in community such as education organization, local government organization or private sectors. The examples of new service are counsellor at chronic disease clinic, caregiver in community, nurse in child development center, school nurse, and etc. 4) Part time or Full time hiring depending on the need of organization to prevent insufficient human resource. The duties are almost same as before retirement. The pattern of hiring is freelance with flexible hours, and use the budget of service center services.
