NURSE JOBS & HEALTH CARE CAREERS

Search for Nurse Jobs online

The Network is the fastest and cheapest to find employment, with Advantages and disadvantages. Internet is not the panacea or increase the job offers or makes a mediocre candidate attractive to businesses. However, combining in a single half a set of tools that help find jobs and cheaper and gives the search efficiency. In addition, the applicant acquires an added value that many companies consider: have an Internet connection and email, which implies a priori familiarity with an environment that is increasingly valued in many jobs.

For starters, the Internet is to search for jobs without leaving home, with all that that implies in terms of saving time and money. You save money on the purchase of newspapers, printing resumes, envelopes, stamps and travel. And, in a single site of employment, the candidate put your resume available to hundreds of companies, the equivalent of several weeks to travel using their offices or locate their addresses and send letters. But there are many other advantages:

* Wide range of work. Through the electronic editions of newspapers, classified ads, jobs sites or the companies themselves, the Internet brings together much of the labor supply. You may find work anywhere in the world without leaving the chair.
* Easy Search. The web searches are more direct, since it is not covered, as in the pages of newspapers, lists of offers, but to track vacancies filtered by any criteria of interest: industry, title, geographic area, and even business .
* Streamlines the communication between companies and candidates.
* Companies can post ads immediately and offers are available 24 hours a day seven days a week, which means major benefits of upgrading and management and, for the plaintiff, not to limit the search to the Sunday supplements.
* Candidates may send their CV by email (single message can be approached several companies), or post them on the site, which used standardized forms that can be updated at any time. It is also possible to hang several CV on the same page, depending on the offer to which they are addressed.
* The applicants keep track of offers of interest, and even received in the mailbox (or mobile phone) any news on his claim or recent announcements. It is possible to seek employment in a passive way, without spending it all day.

It is so easy to find fault, but we can mention a few:

* In countries like Spain, the percentage of population connected remains low, so that the target audience of the labor supply is limited.
* Similarly, not all companies, not even all sectors, have embraced the Internet to connect with candidates. Thus, it is much easier to access job offers in relation to new technologies than any other.
* On occasion, the data may fall into the hands of unscrupulous who traffic with them. The user must ensure that your personal information will be kept confidential.
* The companies have pointed out the possibility that problem through the Network forward to many applicants who do not meet the requirements, a problem that is best handled in specialized employment sites.

Warning for a serious shortage in the number of nurses

Spain needs 150,000 more nurses to match the health systems of European countries. According to The President of the General Council of Nursing who warned of serious shortfall in the number of registered nurses to Spain for other member countries of the European Union (EU). "It's a shockingly embarrassing situation," he said. He estimates that our country needs 150,000 more nurses to match the health systems of European countries that compete with our economy. A necessary and urgent figure, he said, if we are to ensure the quality of care "that has been lost in recent years."

This group of health professionals in Spain now totals more than 240,000 members, half from 531 per 100,000 inhabitants, while the European average is 808. Therefore, our country has a 34% less than graduates in nursing (registered nurse) than the EU average. We are the sixth EU country starting from the queue, "only worse off than us," Bulgaria, Portugal, Romania, Greece and Cyprus, "which are not precisely comparable to an economy like ours, considered the eighth largest in the world". More doctors instead, we are the second country in Europe in number of doctors. The logic, according to the president of the General Nursing Council, is that there were three registered nurse for every doctor, in line with the European benchmark, which has 3.2 recommends that these health professionals for each physician.

In specialized care (hospitals), there is 1.08 (just over 127,000) for each doctor (over 117,000), and primary care, medical 1.23 (almost 33,500) per DUE (27,300). It happens so there are more doctors than nurses in primary care and nearly equal in specialized care. In the private health records point to 1.44 physicians (31,700) for each nurse (22,000). "In Spain we have, therefore, little more than a registered nurse per doctor compared to the ratio of seven to three in the European average, which shows that we must change the Spanish health care system to be sustainable," he said

Job mobility: opportunity for nurse jobs

Generally, the employment contract is agreed to serve in a particular location. Geographic mobility is required when you change this place agreed upon by another in a different location at a distance that involves a change of residence. The Statute of Workers and collective transfers legislation provides for two types of mobility:

* The transfer: the changeover to a workplace in the same company that requires a change of residence. Where appropriate, the employer must notify the employee concerned the decision in sufficient time (30 days), informing him of the grounds, which must always answer for economic, technical, organizational or production that contributes to improving the situation of the company . If the shipment is rejected, it shall be entitled to compensation and unemployment benefits will apply.

* Displacement: are temporary (up to 12 months in three years) and do not require a change of address. Shall give notice of the same (referring to one of the reasons above) with a minimum of five working days if the displacement exceeds three months and of course, pay per diem and travel expenses. Also, if the displacement exceeds three months, are entitled to four days paid in the home.

New needs, new models. The market characteristics are changing, and thus ways to practice mobility, taking on new forms. Until a few years were the usual short-term travel within the country to address a project or extended stays abroad in expatriation regime, especially in Europe and America. Today, the arrangements tend to diversify. First, because it has widened the area of influence of companies operating in Spain, so traveling to more countries, where more languages are used.

Every time extends the formula that travel managers and technicians monitoring purposes and not to stay. In addition, cultural environments that require traveling a greater awareness of relationship patterns very different from those used at home. This has led some companies are betting on the recruitment of "managers" local destination. The advantages? More economical to the parent company and, above all, know best the keys and the local value system, sometimes very different from ours. The experience of subsidiaries that have been directed almost exclusively by expatriate managers shows that, sometimes, these people fail to grasp some basic aspects of business in that country, reproducing formulas for success in their country of origin which are not always applicable. For these reasons, it is becoming more widespread the formula that Spanish managers and technicians to travel more targeted monitoring and promotion of business, let alone to establish a long way in another country. This is without prejudice to the effective control of the subsidiary upon an expatriate manager at the helm of the project or business.

Shared interests. As in any aspect of employment, as regards geographical mobility in the workplace need to converge the interests of both parties involved: the employee and company. A good negotiation is the key both to maximize the benefits:

* For the employee. The improvement of labor and economic situation are often a major incentive for an employee decides to opt for a transfer. For the worker is the ability to access markets with increased supply. Vital personal experience involved settling there, especially if it is a foreign country is another important driver. Discover new cultures and customs reports a broad-mindedness and pluralism of opinion and encourages applied after both personally and professionally. Moreover, in many cases offers a unique opportunity to communicate in another language. In short, as stated in Aguilar, the "best of work in different contexts is not in the current account, but also in the professional." The further enrichment occurs in terms of experience, personal growth and development of new skills, which positively affects the subsequent employability of the worker.

* For the company. The geographical mobility of workers is a growing need in many companies. The benefits for employers who operate in a wide geographical area or international result in greater efficiency in allocating roles and tasks, by having the people prepared for each position, in the place where it is needed. The idea is to have the best professionals available to deal with deep-water projects and responsibilities as well as benefit from the flexibility to adapt the template to the needs in different geographic areas.

In turn, even in activities that develop in origin, have employees who have experience of geographical mobility contributes to the plurality of views, more open approaches and the sum of experiences, which is a source of wealth. Any loose ends. At the time of considering the possibility of a move or work in another region or country outside their own, are the doubts. Not for nothing is moving on many occasions to start from scratch in an unfamiliar place, with all that that entails. Understanding is an essential shift whose effects should be measured. There are many factors that affect the person who moves house and those around you. Of course, not have the same effect in a middle-aged professional couple and young children in a new graduate with no family tie. The wisdom of the decision will depend on properly calibrate the pros and cons of the new situation they faced, and how these will affect each individual case.

* Destination. It is a vital issue to consider to what extent it will be possible to adapt to their new home. The customs, living standards, security and facilities to be installed must be very taken into account. It is important to have the company to facilitate the installation, look for schools for children, and so on. Work performance will depend in large part on the ability to adapt to new surroundings.

* Negotiate the salary. The question in compensation and other working conditions should be negotiated outcome between the two parties. Do not forget that the worker is bringing value to the company you work for, so it should be fairly compensated. The company gains by expanding its business through the mobility of employees and managers, and they receive financial compensation attractive for accepting the new situation. Therefore, when negotiating this point should take into account such factors as the market (remuneration of professionals in the same circumstances) and compensation for the transfer, which results in family costs, the spread of life on arrival, opportunity costs for leave the place of origin, travel, etc..

* Location to return. The return home can cause problems by not being compensated for its effort to return to the original workplace. Aguilar emphasizes the importance of tying up loose ends with a view to repatriation. Companies easier to convince good people to work together in processes of internationalization are those that offer sufficient guarantees on the return. This includes a career plan that goes beyond the period of employment elsewhere.

Basic skills and knowledge for nurse jobs aplicants

MODULE I. ADMINISTRATIVE OPERATIONS HEALTH AND DOCUMENTATION.

* Item 1. Historical evolution of the profession and nursing professionals.
* Item 2. The health organization. Levels of assistance.
* Item 3. The process of nursing care. Care Plan (SAP).
* Item 4. Structure of the public health system in Spain. Types of public and private health institutions.
* Item 5. Public Health. Health indicators.
* Item 6. Health documentation.
* Item 7. And inventory management.
* Item 8. Data processing and documentation. Sales transactions.
* Item 9. Computer applications.

MODULE II. Basic nursing techniques

* Item 10. The skin. Hygiene and cleanliness of the patient.
* Item 11. Skeletal-muscular system. Related procedures.
* Item 12. Pressure ulcers.
* Item 13. Cardiovascular system. Related procedures.
* Item 14. VS.
* Item 15. Respiratory. Related procedures.
* Topic 16: Urinary system. Related Procedures
* Item 17: Patient terminal. Related Procedures
* Unit 18: Digestive System. Related Procedures
* Unit 19: Principles of Dietetics
* Item 20: Administration of medication.
* Item 21: Thermotherapy and hydrotherapy.
* Item 22: First Aid.

MODULE III. ENVIRONMENTAL HYGIENE AND CLEANING OF HOSPITAL EQUIPMENT

* Item 23. Unit patient. The hospital bed.
* Item 24. Prevention and control of hospital infections. Diseases.
* Item 25. Prophylaxis of health personnel
* Item 26. Isolation procedures
* Item 27. Clean equipment and utensils.
* Item 28. Disinfection of material.
* Item 29. Sterilization of material.
* Item 30. Clinical waste and sampling.

MODULE IV. HEALTH PROMOTION AND PATIENT PSYCHOLOGICAL SUPPORT

* Item 31. Fundamentals of general and evolutionary psychology.
* Item 32. Anxiety and
* Item 33. The Role of Patient
* Item 34. The Role of the nurse.
* Item 35. Procedures for communication and humanization of health care
* Item 36. Psychological states of patients in special situations. (I).
* Item 37. Psychological states of patients in special situations. (II).
* Item 38. Educational technology. Health promotion.

V. MODULE TECHNICAL SUPPORT DENTAL / Dental

* Item 39. Dental radiographs.
* Item 40. Dental anesthesia techniques.
* Item 41. Dental materials.
* Item 42. Implementation procedures and help in dental procedures.

MODULE VI. RELATIONS IN THE TEAM

* Item 43. Communication within the company.
* Item 44. Work motivation.
* Item 45. Work Teams
* Item 46. The meeting and group work.
* Item 47. Negotiation and problem-solving.

MODULE VII. OCCUPATIONAL TRAINING AND GUIDANCE

* Item 48. Legislation and career counseling.
* Item 49. Employment contract.
* Item 50. The workday. The receipt of wages.
* Item 51. Social Security and other benefits.
* Item 52. Collective Agreement. Collective bargaining.
* Item 53. Orientation and labor integration.
* Item 54. Types of business. Formalities of incorporation.
* Item 55. Occupational Health