I have now found the time to wade in on this a bit, bearing in mind that these are ideas I am thinking

Crossley

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CALL FOR PAPERS Conference on: HEALTH HUMAN RESOURCE LABOUR MARKETS May 26 and 27, 2005 Hamilton, Ontario, Canada (In conjunction with the 2005 Canadian Economics Association Annual Meeting) Sponsored by: Canadian Employment Research Forum (CERF) Centre for Health Economics and Policy Analysis (CHEPA), McMaster University Canadian Institute for Health Information (CIHI) Introduction: A recent national consultation on health services and policy issues (“Listening For Direction II”) identified health human resource issues – that is actual and potential shortages of doctors, nurses and other health services providers – as the highest priority research theme. According to Statistics Canada, more than 1.2 million Canadians were 1unable to find a regular doctor in 2003. Shortages have also emerged with respect to other healthcare workers and providers. The issues surrounding health human resources are complex. For example, apparent shortages in the supply of physician services (especially family practitioners) arose in the 1990s despite the fact that the number of physicians relative to the overall population did not change appreciably. This could have reflected changes in overall physician demand or changes in the behaviour of service providers, phenomena that are not entirely unrelated as physicians can influence their own demand. There is also considerable concern about nursing shortages and the workloads facing the existing ...

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• Publié par: Ollu
• Nombre de lectures: 14
• Langue: English

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CALL FOR PAPERS

HEALTH HUMAN RESOURCE LABOUR MARKETS

005

Canada

n with the

2005 Canadian Economics Association

Annual Meeting)

(CERF)

Health Economics and Policy Analysis (CHEPA), McMaster University

Canadian Institute for Health Information (CIHI)

g For

otential

her health services providers – as the highest priority

nadians were

pect to

ple, apparent

ers) arose in the

lation did

ll physician demand

tirely

iderable

ursing workforce.

looked at

it operates.

des ahead, health human resource labour markets may be strongly

impacted by those broader labour market and “macro” developments. Clearly, in the next

pulation will increase demand for health human resources services.

Just as clearly, and even sooner, many in the current health human resource stocks will

approach retirement, significantly slowing growth in the available supply of health

human resources.

Conference on:

May 26 and 27, 2

Hamilton, Ontario,

(In conjunctio

Sponsored by:

Canadian Employ ent Research Forum

m

Centre for

Introduction:

A recent national consultation on health services and policy issues (“Listenin

Direction II”) identified health human resource issues – that is actual and p

shortages of doctors, nurses and ot

research theme. According to Statistics Canada, more than 1.2 million Ca

unable to find a regular doctor in 2003.

1

Shortages have also emerged with res

other healthcare workers and providers.

The issues surrounding health human resources are complex. For exam

shortages in the supply of physician services (especially family practition

1990s despite the fact that the number of physicians relative to the overall popu

not change appreciably. This could have reflected changes in overa

or changes in the behaviour of service providers, phenomena that are not en

unrelated as physicians can influence their own demand. There is also cons

concern about nursing shortages and the workloads facing the existing n

Yet, several years ago nurses were being laid off in unprecedented numbers.

Those investigating these complex health human resource issues have often

them outside the broader context of the labour market as a whole and how

Yet, in the deca

decade an ageing po

1

The Daily

, June 15

th

, 2004.

These challenges, already major, will be compounded by the overall demogra

labour market environment, one of potentially very slow labour force growth

of this decade, again as a result of ageing of the baby boom generation. The health care

sector will need to find ways to attract an appropriate share of total employ

may be difficult if rapid productivity

phic and

by the end

ment. This

growth and slowing labour force growth lead to

ed countries

wing, or

countries are

as a burgeoning middle

class demands – and can afford – higher standards of care. This too will matter for

olicy makers

earchers may be drawn into

the discussion. A key objective will be to ensure that issues are addressed from both a

rtial equilibrium perspective and a macro-level and general

equilibrium perspective, benefiting from the insights of each approach.

A

icularly

inter

of health human resource labour markets in

o

•

incentives, policy

•

Thr

labour market

:

e;

s of the

y, including the health care sector (the “Baumol Effect”);

o

Developments in the international mobility of skilled and unskilled labour,

ch workers.

es and/or analysis that makes better use of

existing resources.

Abstracts should be sent by email (preferably in PDF format) to Thomas Crossley

(McMaster University) at

[e-mail]

strong real wage growth in other sectors.

This problem will not be unique to Canada: most other Western industrializ

are facing similar circumstances of increased health services demand and slo

even stagnant, labour force growth. At the same time, newly developing

increasing their own demands for their health human resources,

Canada and contribute to the challenges facing Canadian policy makers.

The goal of this conference is to bring together academics, researchers and p

who are working on these issues. It is also hoped that new res

more micro-level and pa

Invitation:

bstracts are invited for papers to be presented at this conference. We are part

ested in papers that advance the analysis

ne or more of the following ways:

Through microeconomic modeling of behavioural responses to

and changes in the economic environment.

ough the consideration of implications of broader macro and

issues for health human resources. These include, but are not limited to

o

Population ageing and the slowing of growth in the labour forc

o

Differences in productivity growth between different sector

econom

particularly health care workers, and

o

Changes in patterns of international supply and demand of su

•

Through the use of new data sourc

. To be considered,

abstracts must be

received no later than November 15th, 2004.