Sustainable human resources management (HRM) for health care personnel working in a minority language context.
This project aims to address strategic human resource management (HRM) issues faced by the part of the health system serving the English-speaking population and other cultural minorities in regions of Quebec outside the Montreal metropolitan region. This project is led by Professor Michel Racine, Department of Industrial Relations, Laval University, member of the ÉDIQ (Équipe de recherche en partenariat sur la diversité culturelle et l’immigration dans la région de Québec) and full professor who specializes in HRM and cultural diversity management in an organizational environment. This project has received funding from Mitacs and Dialogue McGill.
The research project spans over 3 years and includes a collaboration with Marie-Laure Dioh, associate professor at the University of Quebec at Outaouais (UQO), campus St-Jérôme.
In the current context of a shortage of candidates, if it is difficult to find healthcare aids, nurses, health professionals, and administrative assistants in Quebec (the four job categories studied in this project), the problem of finding bilingual candidates, or even those who are ready to become bilingual, is accentuated. In addition to bilingualism, another important skill is the ability and flexibility of an employee of a designated facility (to provide services in English) to work with a multicultural clientele that is not limited to the English-speaking part of a changing population.
To answer these questions, this research project has a triple objective and will be carried out in three phases:
- Phase 1: Firstly, the current staffing process (recruitment, selection, intake and integration) for four high-demand job categories at the designated English-speaking institution in the Quebec City region, Jeffery Hale Hospital – St. Brigid’s, is reported. The purpose of this component is to establish the degree of fit between published language requirements, initial assessment of candidates and upgrading measures offered to recruits. Recommendations covering language skills are also expected to be issued.
- Phase 2: Secondly, the project aims to identify proven HRM practices related to the retention of staff working in intercultural health settings. The entire HRM process that is not contracted and controlled by the institution will be covered (refresher training, staff evaluation, skills development, non-monetary recognition).
- Phase 3: Thirdly, the project is also conducting a comparative version in two other designated English-language institutions located in the regions of Quebec outside the Montreal metropolitan region.
This research project, which is tailored not only to reveal current challenges faced by our healthcare system but also proceed to concrete and actionable recommendations will be the base of the creation of best practises for hiring bilingual employees and ensuring high satisfaction and retention levels which is beneficial for our community. We hope these practises will also be adopted by other organizations increasing the quality of services not only within the National Capital region but also in other regions of Quebec. In addition to the patients that will benefit from this project, members of the English-speaking community who wish to work within the healthcare system will also notice an increase in the quality of hiring procedures.
