为加强养老服务人才队伍建设，我省支持和推动符合条件的养老服务技能人才申报技能大师工作 室，带动开展本地区养老护理的培训、评价、技能提升和研究工作，促进养老服务领域产学研融合衔 接。在多方支持下，白雨昕技能大师工作站于今年1月底正式获批。 "仰卧位时，垫软枕放于老人肩部下方，掌心向上……"护理床前，年轻的护理员慢慢地叙述着操作 要领，动作轻柔地帮一位偏瘫长者抚平手指、调整体位，预防关节变形和并发症。在她身后，技能大师 白雨昕仔细观察记录着操作过程中的不足，并在动作完成后一并梳理、指导。 经过精心筹备，工作站技能实训室和技能攻关室正式投入使用，旨在通过传、帮、带，培养出更多 养老护理高技能人才，通过技术攻关，解决老年人照护过程中的难题，推动行业发展。目前，培训内容 包括吸痰护理、轮椅移乘、噎食和误吸的急救及处理等60余项。培训不仅有护士、医养中心工作人员、 长护险和互联网+居家上门的护理人员参加，也吸引了护工和患者家属的参与。 近日，我省首个市级养老护理技能大师工作站正式投入使用。工作站主要开展养老护理技艺传承、 难题攻关、技术交流，领衔人白雨昕是盘锦辽油宝石花医院康复医学中心护士长，曾获得全国养老护理 职业技能 ...

Core Insights - The article highlights the increasing demand for elderly care services in China, driven by a growing aging population and the need for skilled caregivers [4][7] - It emphasizes the personal experiences of young caregivers like Chen Sheng and Zhao Xue, showcasing their dedication and the emotional rewards of working in elderly care [2][3][5] Group 1: Industry Trends - By the end of 2024, the elderly population aged 60 and above in China is projected to reach 310 million, accounting for 22% of the total population [4] - There is a noticeable influx of young individuals entering the elderly care sector, with several "post-00s" joining the workforce in recent years [4] Group 2: Policy Developments - In January 2024, a comprehensive policy document titled "Opinions on Strengthening the Construction of the Elderly Care Talent Team" was released, focusing on various aspects such as talent sourcing, skill enhancement, and management [4] Group 3: Professional Development - Elderly care has been recognized as a secondary discipline within nursing, with Zhao Xue appointed as a young mentor for master's students in this field, integrating clinical experience into education [5]

Group 1: Aging Population in Japan - Japan has the highest aging population globally, with 36.25 million elderly people as of September 2024, accounting for 29.3% of the total population, marking a record high since 1950 [1] - By 2050, the number of elderly individuals without spouses or close relatives is projected to reach 4.48 million, representing 11.5% of the elderly population [1] Group 2: Shortage of Caregiving Workforce - Japan faces a severe shortage of caregiving personnel, with an average recruitment ratio of 1.03 across industries, while the caregiving sector averages 4.0, with some regions like Nara and Tokyo reaching 5.86 and 6.15 respectively [2] - The caregiving workforce gap is expected to reach approximately 320,000 by 2025 and 690,000 by 2040 [2] Group 3: Government Initiatives - The Japanese government has implemented various policies to attract foreign caregivers, including bilateral EPA agreements and specific visa categories for caregiving roles [3][4] - Despite these efforts, issues such as high turnover rates and cultural barriers hinder the effectiveness of these initiatives [3][4] Group 4: Challenges for Foreign Caregivers - Foreign caregivers face significant challenges, including language barriers and cultural differences, which complicate their integration into the Japanese workforce [3] - The slow wage growth in Japan's caregiving sector diminishes its attractiveness to foreign workers, leading to dissatisfaction and increased instances of workers going missing [4] Group 5: Outbound Elderly Migration - Japan has seen an increase in elderly citizens relocating to Southeast Asian countries for retirement, with around 1.31 million Japanese living abroad as of October 2022, including approximately 200,000 seniors [5] - However, the number of retirees moving abroad is minimal compared to Japan's large elderly population, making it an insufficient solution to the aging crisis [5] Group 6: Adaptation Challenges for Japanese Seniors Abroad - Japanese seniors face adaptation challenges when relocating, including climate, dietary differences, and social integration, which can lead to feelings of isolation [6][7] - The reality of living abroad may not meet the expectations of Japanese retirees, complicating their decision to move [6][7] Group 7: Overall Implications - The aging population and the shortage of caregiving resources present a significant challenge for Japan, with current strategies of attracting foreign workers or encouraging outbound migration unlikely to provide a comprehensive solution [2][5][6]

Core Viewpoint - The aging care industry in China faces a significant shortage of qualified caregivers, with a current gap of 5.5 million caregivers despite a growing number of training programs and increasing demand due to an aging population [2][4][16]. Group 1: Industry Overview - The profession of elderly caregivers has been recognized in China since 2000, with only 300,000 caregivers reported in 2019, while the goal was to train 2 million by the end of 2022 [1][2]. - The demand for elderly caregivers is exacerbated by the aging population and the retirement of older caregivers, leading to a structural imbalance in the labor market [2][4]. Group 2: Training and Employment Challenges - Many trained caregivers lack the necessary skills and experience to meet the demands of employers, leading to a situation where training programs do not translate into job placements [3][4]. - The caregiver workforce is predominantly composed of individuals aged 40-50, with younger trainees often opting for less demanding jobs despite having received training [7][8]. Group 3: Salary and Job Comparison - Elderly caregivers typically earn around 5,500 yuan per month, which is lower than hospital caregivers, who can earn between 4,000 to 6,000 yuan depending on their roles and responsibilities [13][14]. - The income disparity between traditional caregivers and elderly caregivers is notable, with some traditional caregivers earning more due to the nature of their work and the demand for their services [11][13]. Group 4: Policy and Future Trends - Government initiatives are in place to support the training and employment of elderly caregivers, including free training programs and financial incentives for those who enter the workforce [15][16]. - The market is expected to evolve, with a potential shift towards a more specialized workforce that differentiates between traditional caregivers and elderly caregivers, leading to better-defined roles and responsibilities [16][18].