This study aims to prospect the supply and demand of workforce in medical laboratory technologists by analyzing supply and demand of human resource in Korean medical laboratory technologists, to seek for an optimal staffing alternative by understanding the relevancy and limitations in human resource...
This study aims to prospect the supply and demand of workforce in medical laboratory technologists by analyzing supply and demand of human resource in Korean medical laboratory technologists, to seek for an optimal staffing alternative by understanding the relevancy and limitations in human resource policy, and thereby to suggest human resource policy of medical laboratory technologists in future. The suitability and distributive equity of supply and demand of workforce were determined through the current status of medical laboratory technologists. In order to predict an appropriate supply and demand of medical laboratory technologists, the number of tests were used in demand estimation to differentiate from the results from existing policy researches, where working day was used.
The main results of this study is as follows.
First, the suitability of supply and demand of workforce was determined by observing the current education and distribution of medical laboratory technologists. In 2016, a total of 53 3-years and 4-years colleges with medical laboratory technology education system are established with 1,870 and 1,192 students respectively. Medical laboratory technology program has increased 6.5 times compared to that in 2004.
Distribution status of medical laboratory technologist workforce shows that 93% of technologists are distributed to 4 of 10 types of medical institutions, with a highest distribution in clinics, and followed by general hospitals, tertiary hospitals, and hospitals. Workforce progress per medical institution shows that, in 2014, tertiary hospitals had the greatest workforce growth rate, followed by general hospital, hospital, and clinic compared with that in previous year. However, when the growth rate in medical institution is compared with that from 2010 to 2014, no significant difference was found, which can be predicted that there could be a limit to the demand of medical laboratory technologists.
To assess the distributive equity, the number of medical institution in types and regions and the workforce growth rate of medical laboratory technologists in regions were observed. The growth rate from 2011 to 2015 was 14% and Incheon showed the greatest growth rate of 45% followed by Ulsan, Jeju, Gyeonggi, Daejeon and Seoul. The number of workforce was increased intensively in capital regions such as Gyeonggi, Seoul, and Incheon. Over-distributed regions showed a larger staffing distribution relative to the number of medical institutions and roughly an half of medical institutions was concentrated in capital area. Whereas in rural area, no significant increase or decrease in workforce of medical laboratory technologists was found.
To assess the distributive relevance, the distribution of medical laboratory technologists per 100,000 population was examined. Among an average of 42.3 technologists in Korea, Gwangju showed the highest distribution volume with a value of 13.2, followed by Seoul, Daegu, Jeonbuk, Daejeon, Busan, and Jeju. Although the result showed that the staffing distribution of medical laboratory technologists was greater in proportion to the higher number of medical institutions per total population, there was no consistent correlation in the number of medical institution per the number of population.
Second, in order to calculate the supply estimation of medical laboratory technologists, the number of licensed technologists were estimated from the acceptance status and ratio in National examination, and the number of available technologists was estimated from the average employment ratio of graduated technologists. According to the result of supply estimation, the number of licensed medical laboratory technologists was 52,920 in 2015 to 86,145 in 2030, and available technologists was 19,069 in 2015 to 38,344 in 2030. It is predicted that licensed technologists will be increased 63% in 2030, compared with 2015, and available technologists are estimated to be 1,130 per year. However, according to the staffing progress on clinically active medical laboratory technologists, only 50% of available medical laboratory technologists are presumed to be actually employed.
Third, the result of demand estimation of medical laboratory technologists was calculated by using the number of tests as their productivity per technologist. Demands in human resource in relation to productivity was estimated by calculating the number of tests per test items using ICD codes that are practically used by medical laboratory technologists, according to demographic information in Health Insurance Review & Assessment Service. Assuming an average annual growth rate of 3.6% is maintained, the demand will increase from 2015 to 2030 by 70% and the workforce may face oversupply challenges. Demand estimation by the number of tests showed that an average annual growth rate of 6%, and if this rate remains the same, the staffing demand will increase from 2015 to 2030 by 140%, and it can be predicted that there may be shortage in staffing supply.
When the results of supply and demand estimation using productivity was compared with the results from Korea Institute for Health and Social Affairs using 265 working days, similar prediction was made that workforce will be over-supplied in 2030. However, when viewing the differences in annual supply and demand estimation between two studies, this study prospected the greater oversupply scenario and that the difference increases in time.
Taken together, an education policy reform should be considered by adjusting and regulating the admission quota to improve the imbalanced supply and demand in workforce policy perspective. Also, it would be beneficial to prepare an accurate standard scope of work between other occupations and legal standards to enhance the quality of growing healthcare workforce.
In addition, healthcare workforce is required to be continuously investigated and monitors by the responsible department of government with an available information systems and infrastructures related to healthcare system to advance its policy.
An accurate supply and demand of healthcare workforce prediction should be prioritized through appropriate supply estimation methods for a proper supply and demand policy in healthcare workforce. With an improvement in supply system of healthcare workforce, the fundamental imbalance of supply and demand of workforce would be settled.
Therefore, there is a need that the education and operation of healthcare workforce require an overall reexamination by the government for a safe healthcare environment and a stable labor market of our country. Also, laws and regulations should be available to expand the healthcare workforce to balance the supply and demand, and a solution may be provided for unemployed healthcare workforce as quality job creation.
This study aims to prospect the supply and demand of workforce in medical laboratory technologists by analyzing supply and demand of human resource in Korean medical laboratory technologists, to seek for an optimal staffing alternative by understanding the relevancy and limitations in human resource policy, and thereby to suggest human resource policy of medical laboratory technologists in future. The suitability and distributive equity of supply and demand of workforce were determined through the current status of medical laboratory technologists. In order to predict an appropriate supply and demand of medical laboratory technologists, the number of tests were used in demand estimation to differentiate from the results from existing policy researches, where working day was used.
The main results of this study is as follows.
First, the suitability of supply and demand of workforce was determined by observing the current education and distribution of medical laboratory technologists. In 2016, a total of 53 3-years and 4-years colleges with medical laboratory technology education system are established with 1,870 and 1,192 students respectively. Medical laboratory technology program has increased 6.5 times compared to that in 2004.
Distribution status of medical laboratory technologist workforce shows that 93% of technologists are distributed to 4 of 10 types of medical institutions, with a highest distribution in clinics, and followed by general hospitals, tertiary hospitals, and hospitals. Workforce progress per medical institution shows that, in 2014, tertiary hospitals had the greatest workforce growth rate, followed by general hospital, hospital, and clinic compared with that in previous year. However, when the growth rate in medical institution is compared with that from 2010 to 2014, no significant difference was found, which can be predicted that there could be a limit to the demand of medical laboratory technologists.
To assess the distributive equity, the number of medical institution in types and regions and the workforce growth rate of medical laboratory technologists in regions were observed. The growth rate from 2011 to 2015 was 14% and Incheon showed the greatest growth rate of 45% followed by Ulsan, Jeju, Gyeonggi, Daejeon and Seoul. The number of workforce was increased intensively in capital regions such as Gyeonggi, Seoul, and Incheon. Over-distributed regions showed a larger staffing distribution relative to the number of medical institutions and roughly an half of medical institutions was concentrated in capital area. Whereas in rural area, no significant increase or decrease in workforce of medical laboratory technologists was found.
To assess the distributive relevance, the distribution of medical laboratory technologists per 100,000 population was examined. Among an average of 42.3 technologists in Korea, Gwangju showed the highest distribution volume with a value of 13.2, followed by Seoul, Daegu, Jeonbuk, Daejeon, Busan, and Jeju. Although the result showed that the staffing distribution of medical laboratory technologists was greater in proportion to the higher number of medical institutions per total population, there was no consistent correlation in the number of medical institution per the number of population.
Second, in order to calculate the supply estimation of medical laboratory technologists, the number of licensed technologists were estimated from the acceptance status and ratio in National examination, and the number of available technologists was estimated from the average employment ratio of graduated technologists. According to the result of supply estimation, the number of licensed medical laboratory technologists was 52,920 in 2015 to 86,145 in 2030, and available technologists was 19,069 in 2015 to 38,344 in 2030. It is predicted that licensed technologists will be increased 63% in 2030, compared with 2015, and available technologists are estimated to be 1,130 per year. However, according to the staffing progress on clinically active medical laboratory technologists, only 50% of available medical laboratory technologists are presumed to be actually employed.
Third, the result of demand estimation of medical laboratory technologists was calculated by using the number of tests as their productivity per technologist. Demands in human resource in relation to productivity was estimated by calculating the number of tests per test items using ICD codes that are practically used by medical laboratory technologists, according to demographic information in Health Insurance Review & Assessment Service. Assuming an average annual growth rate of 3.6% is maintained, the demand will increase from 2015 to 2030 by 70% and the workforce may face oversupply challenges. Demand estimation by the number of tests showed that an average annual growth rate of 6%, and if this rate remains the same, the staffing demand will increase from 2015 to 2030 by 140%, and it can be predicted that there may be shortage in staffing supply.
When the results of supply and demand estimation using productivity was compared with the results from Korea Institute for Health and Social Affairs using 265 working days, similar prediction was made that workforce will be over-supplied in 2030. However, when viewing the differences in annual supply and demand estimation between two studies, this study prospected the greater oversupply scenario and that the difference increases in time.
Taken together, an education policy reform should be considered by adjusting and regulating the admission quota to improve the imbalanced supply and demand in workforce policy perspective. Also, it would be beneficial to prepare an accurate standard scope of work between other occupations and legal standards to enhance the quality of growing healthcare workforce.
In addition, healthcare workforce is required to be continuously investigated and monitors by the responsible department of government with an available information systems and infrastructures related to healthcare system to advance its policy.
An accurate supply and demand of healthcare workforce prediction should be prioritized through appropriate supply estimation methods for a proper supply and demand policy in healthcare workforce. With an improvement in supply system of healthcare workforce, the fundamental imbalance of supply and demand of workforce would be settled.
Therefore, there is a need that the education and operation of healthcare workforce require an overall reexamination by the government for a safe healthcare environment and a stable labor market of our country. Also, laws and regulations should be available to expand the healthcare workforce to balance the supply and demand, and a solution may be provided for unemployed healthcare workforce as quality job creation.
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