A study to gain insights into Why there is a shortage of Registrars in the Medical Directorate of a Non Dublin Academic Teaching Hospital

The retention of high quality NCHD’s is essential for the reform of the Irish Health Services and a critical component of hospital performance and quality patient care (Humphries, 2015). This research topic relates to the academic area of Talent Management which recognises that the success of any health service is dependent on “the appropriate number of specialist, who possess the required skills and competencies to deliver high quality and safe care, and whose training is matched to the model of healthcare delivery in Ireland regardless of location” (HSE, 2015; Humphries, 2015).The economic downturn had a significant impact on both individual doctor’s working lives and retention in Ireland which has impacted hospitals around the country. This study found “the acquisition and transfer of knowledge and skills for the purpose of career development” (Guth et al, 2008 p. 830). However, it also found that if external factors are not present dissatisfaction will occur which has will impact filling vacant posts. The researcher conducted a semi-structured focus group and a semi-structured interview with a Consultant Physician in order to gain insight into what attracted them to the hospital and what influenced their decision to stay or leave. The overall result showed that working conditions, career progression and mobility were key factors in the retention of doctors. A two tiered training system of training and non-training posts was a key factor in intention to leave. The main factors that influenced doctors staying were work life balance, remuneration and completing Membership of the Royal College of Surgeon in Ireland exams which would make them eligible for Higher Specialist Training. The consultant outlined that “retention was an issue at national level and attraction was an issue at local level”. Further he outlined that a lot of factors relation to the retention of doctors “were out of our control”, however, for the ones that were within our control he recommended reviewing working condition in the form of twelve hour rosters