Portuguese health assets are being targeted by international groups for various reasons, either for the renowned excellence of this type of care providers, either because the Portuguese market in itself, shows an interesting potential. More and more, countries like Germany, United Kingdom, Saudi Arabia, Kuwait, Jordan, UAE, France, Belgium or Macau populate the Portuguese Medical Associations’ website, with enticing offers directed to doctors of all specialities.
At the same time, private Portuguese Health care providers have been receiving interesting buying offers, as was the case of the recent highly concurred offer to ES Saúde, won by the Chinese of Fosun, through Fidelidade, disputed with José de Mello Saúde (Portuguese), the UnitedHealth Group (North-Americans already managing the Portuguese Lusíadas Hospital) and Ángeles (Mexicans).
If Portugal does not urgently implement, both at the private and public sector level, an adequate talent management policy, regarding human resources mobility for the health sector, it will soon have to deal with a serious shortage of these professionals and will only be able to capture and retain the less qualified.
This situation is critical, when:
- Worldwide there is an insufficient offer of health care professionals, which will need years to be remedied;
- The excellence of Portuguese health professionals is internationally recognized, and due to their current dissatisfaction are easy to entice with proposals;
- The Portuguese health care provider sector has a large development potential either because the aging of the population implies an increased consumption of medical care services, the increased recognition of Portuguese medical care attracts, more and more, international patients, and Portugal is capturing an important quantity of new foreign residents in retiring age, due to the countries’ special fiscal conditions, a phase of life where they consume more of these services.
Although human resources mobility is something very positive for this sector, since these professionals obtain an important up-grade of their competencies, otherwise unreachable, the lack of re-capture polices for these assets, means that all the Government and private sector investment in these human resources training is thrown away. But it also means foregoing on the dividends of this important investment, by not using the added value these resources could bring to the development of Portuguese institutions/enterprise, in all their different areas.
Due to MOVING ON’s expertise in professional mobility issues and awareness of the health care sector specificities, they know how critical it is for an organization to integrate talent management with their inevitable mobility challenges. This integration should be conducted taking into account the organization´s business development perspective, and the human resources retention policy should be based on a timely and anticipated planning of that same mobility.
Find out how Moving-ON can help you implement a talent retention policy to answer new mobility challenges. Contact-us at email@example.com.