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medy the current ability of both provincial and federal governments to cut health care funding indiscriminately and obfuscate the situation to mask their cuts.

招聘与挽留-Recruitment and retention

Healthcare is a cutting edge industry with highly trained and skilled people who care deeply about the future of the health care system. This includes physicians and nurses, but also chiropractors, occupational therapists, opticians and specialists. These professionals are central to the effective and efficient delivery of healthcare services to the patient population. However, much like other sectors of the healthcare system, healthcare human resources are also facing their own challenges, including recruitment and retention.

Recruitment of healthcare professionals affects different groups to differing degrees. For example, with the aging of the current physician workforce, the decrease in the number of new graduates and the continued level of out-migration of Ontario physicians, the current relative undersupply will become more severe in the future. In addition, the nursing workforce faces are too few graduating nurses, too many nurses leave the profession due to stress, an aging workforce, and interprovincial rivalries for scarce resources and changes in health care delivery.

The problem is only partly about supply. It also is about distribution, scope of practice, quality of working life patterns of practice, and the right mix of skills among various health care providers. Changes healthcare service delivery, especially with the growing emphasis on collaborative teams and networks of health providers, means that traditional scopes of practice need to change (quote). This will require solutions and strategies that go beyond the immediate and looming shortage of health care providers. Canadians are concerned about the supply and distribution of nurses, doctors and other healthcare providers. Too many Canadians still do not have a doctor in their community, have to wait to see a specialist, or find too few nurses in the emergency department when they need urgent care. On the other hand, health care providers also have serious concerns about the quality of their work life and have repeatedly called for action to improve morale and day-to-day working conditions. If these patterns continue to extend into the future, Canadians can expect to see a lack of supply and distribution of health providers and professionals, especially in underserved communities.

Short-term solutions aimed at increasing the supply of physicians do not translate into improvements in the supply of physicians for communities in need, from rural and remote areas to inner cities. For this reason, one of the most important strategies in strengthening the recruitment and retention of healthcare providers, as recommended by Roy Romanow, are that The Health Council of Canada should review existing education and training programs. Changes are needed in the relationship between providers and patients as patients take a more proactive role in their health and health care; this requires the need to review and renew education and training programs for health care providers. As changes in health care services delivery and the need for providers to work together in integrated teams and networks focused on meeting patients' needs, corresponding changes must be made in the way health care providers are e