必须对非熟练工作人员进行更大程度的监测和关注。由于地区医院已经浪费了大量的时间和金钱，有关的医院必须制定一些策略，按照所需要的技能（Gellert＆Kuipers 2008）来增强和发展每个员工。地区医院的人力资源部门必须对某些期望量表进行概述，并及时评估哪些员工达到了预期要求，哪些员工没有达到要求（Collings＆Wood 2009）。一贯执行的员工必须与较高和较难的部门联系在一起，而不当者则必须接受培训，以确定每个成员的技能和才干，并且这些人员可以与兼容的部门和职责相关联。
The unskilled staff members must be monitored and focused upon to a greater extent. Since, the regional hospital has already wasted a lot of time and money on all of its employees, the concerned hospital must develop certain strategies to enhance and develop each of its staff members in accordance with the required skill sets (Gellert&Kuipers 2008). The HR department of the regional hospital must outline certain expectation scales and evaluate timely regarding which staff members have performed up to the expectations and which of the members have not (Collings& Wood 2009). The consistently performing employees must be associated with higher and difficult departments, whereas the nonperformers must be provided with training so that the skills and the talent of each of these members can be identified, and these can be associated with the compatible departments and duties.
Since, the experienced staff members are getting old and seem to be under-performing; these members must be allocated to provide training to other new members. Since, these members have enough experience and skills, but are getting aged which may have great impact on the quality of health care, the best option will be to give them the task of a trainer (Bulla& Scott 2014). Other strategies for the effective management of aging workforce include the following:
More use of team working and back up arrangements
Personalized working arrangements
Greater utilization of modern technology to enable working from home
More flexible leave provisions
More leisure hours and fewer working hours
Moreover, each of the staff members must be made well aware of the ever changing health care legislations. The reputation of any hospital is directly dependent on the extent to which it performs ethically and legally, thus, the regional hospital must incorporate the monitoring of consistent changes in the legislations within its strategic human resources management (Edwards& Wright 2011).