2LA019748 - Assessment 1 BSBHRM513, Edition number 1© New South Wales Technical and Further Education Commission, 2015 (TAFE NSW – WSI), Archive version 1, June 2015The Better Health Generation – Group of Companies150 Allied Health employees based in Australia.PART A: CURRENT SITUATION – YOUR INDUSTRYLabour Supply Analysis:-Over supply of graduate psychologists.-Recent changes to AHPRA registration pathways mean more 4+2 applicants, lots oflow calibre, recent graduates, with no clinical experience.-5+1 pathway applicants more ideal but less available, often pursue high tier careers.-TBHG has a specific preference for clinical experience, case management and reportwriting, background or work experience in disability or employment focused services.-Undersupply of Occupational Therapists, salary offered to candidates often higher andabove market average, in order to gain just one 1FTE employee (Brooks, et al., 2003).-NSW best state for Psychologists (graduate sphere), many with zero experience andvery limited clinical training and corporate mindset. High liability subset of staff.-WA is the best state for abundant and competitive supply of healthcare professionals.-Possible indicators of a medical workforce shortage include in supply: practitionerprovision well below the national norm; prices significantly above the average; under-servicing and unmet need; over worked practitioners; high levels of dissatisfaction withthe stresses of overwork and inability to meet population need; substitution byalternative providers.-Possible indicators of medical workforce supply in excess of supply need include;growth of the workforce well in excess of population growth from a starting point ofadequate supply; prices significantly below the average, or high adherence to a floorprice; declining average practitioner incomes; supplier-induced demand and over-servicing; & under-employment (Hall, 2005).Labour Demand Analysis:-Growth in psychology over next 5 years expected to boom. TBHG expects ease ofattraction in recruitment and high levels of competitiveness in applicants.-Less Allied Health professionals as face-to-face/active healthcare roles pay generallyaverage to below average. Many are pursuing research careers, private practice work,and other careers in order to minimise workload and maximise salary etc.-High demand for mobile and digital roles (rural access, online access) but low supplyof candidates as healthcare workers prefer, low stress, minimal exertion, sit-downclinical roles that are more or less ‘cushy’ in nature.
