By means of the project, “efficient use of the job time of quality caregivers by means of a virtual career platform across the care and welfare organizations”, we want to offer an answer to the large and ever-increasing need for employees in the care and welfare sector
Many efforts are being undertaken to lead a sufficient number of people to healthcare training. This is done, among others, with the campaign "I'm going for it", led by the care ambassador for healthcare professions, Lon Holtzer.
From an analysis of the labor market in Limburg, however, it appears that more than 50% of caregivers work part time. These people are trained for employment in the sector but the preconditions are of such a nature that full time employment is not possible, for example because of organizational or personal reasons (work-family combination, child care not affordable or available...).
In addition, we see that, in the framework of the Home Care Decree, the de-compartmentalization of care is promoted in a pluralist manner. Care by people who are best positioned for it is promoted and care that takes place in the environment of the person needing care is strongly encouraged.
From an organizational perspective, we wonder whether the caregiver can be deployed more broadly across the care and welfare organizations and whether the available working hours can be used more effectively in function of the demands and needs of the person needing care.
With the ideas about innovative labor organization from Professor Geert Van Hootegem and the practical laboratories from Flanders Synergie, welfare organizations are encouraged to socially innovate their organizations more and more in the context of the shortage on the labor market. Efficient, self-regulating use of scarce competencies is the biggest challenge in order to be able to meet the increasing need for care. This is why it is important to achieve a socially innovative workforce strategy that can provide high-quality care efficiently and in a timely manner.
Objective and valorization
In order to make all of this possible and to avoid that people work in a legal vacuum, there is a need for a legal and organizational framework. With this project, we therefore want to take up the challenge of creating this framework, and in this way to more efficiently deploy the current labor market reserve of caregivers. Starting from a thorough analysis of the problematic, we intend to develop a theoretical model that will be tested in two care and welfare organizations, Zonnestraal and Familiehulp. After that we want to try to organize employment between the various care and welfare organizations in Limburg. In this way, ninety part-time employees will be involved in the final phase of this pilot project.
By means of broader employment (in diverse care and welfare organizations) of caregivers, they will develop broader knowledge that can also be valorized in their current working environment. Furthermore, by utilizing an innovative labor organization, the potentials of the caregivers could be taken more into account, and in this way more people can continue working in the care sector up to the age of 65.