Challenges of ASEAN MRAs on Professional Services

Fukunaga, Yoshifumi

doi:10.1017/9781108563208.007

Cited by 10 publications

(17 citation statements)

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“…There is little literature describing the current situation of MRAs in nursing services, and the lack of new progress may hinder the implementation of these policies. A study conducted by Fukunaga stated that MRAs for nursing services would not establish a regional registration system. The current system defers to the host country and other laws requested by the destination country.…”

Section: Discussionmentioning

confidence: 99%

“…The third study, published by the Economic Research Institute for ASEAN and East Asia in early 2015, showed that the actual migration of nurses under this policy only works in a few countries. When foreign nurses apply for a license in the host country, the immigration or employment regulations may hamper them . This study noted some interesting points, namely, special arrangements for visas, best practices and improvements in the quality of professionals, commitment to the movement of natural persons, and engagement of all stakeholders.…”

Section: Introductionmentioning

confidence: 87%

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Nursing qualification and workforce for the Association of Southeast Asian Nations Economic Community

et al. 2018

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International nurse migration among Association of Southeast Asian Nations (ASEAN) countries has the potential to increase the effectiveness of health services and access for the ASEAN Economic Community. Providing equivalent nursing qualifications and licensure standards and increasing the availability of the nursing workforce has become a challenge for ASEAN members. The purpose of this study is: 1) to comparatively analyze information on nursing licensing examinations (NLE) across ASEAN countries; and 2) to present information on the human resources required for a successful nursing workforce. This study reviews all documents published on the subject within the ASEAN Economic Community. NLE systems exist in all ASEAN Member States (AMSs)s except Brunei, Vietnam, and Lao PDR. Nursing education systems also vary across ASEAN countries. Language as a means of general communication and nursing examinations also differs. The availability of a qualified health workforce at the regional level is above the threshold in some areas. However, at the national level, Indonesia, Myanmar, Cambodia, and Lao PDR fall below the threshold. Professional licensure requirements differ among ASEAN nurses as a part of the process to become a qualified nurse in host and source countries. Mutual Recognition Agreements on nursing services should address the differences in NLE requirements as well as the availability of nurses.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 87%

Nursing qualification and workforce for the Association of Southeast Asian Nations Economic Community

et al. 2018

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“…Nursing is the profession most restricted by Advances in Health Sciences Research, volume 22 domestic regulations; all the 10 Member States impose language requirements, and 9 require foreign nurses to pass national licensing exams [15]. Nursing, however, is the sole health profession for which intra-regional mobility has been reported [16]. This might be because there was market demand, nurses are the most needed health workers, and nurse migration is commonly a workforce priority [17].…”

Section: Ratio Of Nurses In Health Servicesmentioning

confidence: 99%

Indonesian Nursing Workforce on the Era of ASEAN Economic Community

Pane¹,

Prayitno²

2020

Proceedings of the 4th International Symposium on Health Research (ISHR 2019)

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The goal of the Association of Southeast Asian Nations (ASEAN) Economic Cooperation is directed at the economic integration of the member states in to a single highly competitive and equitable production base market in the global economy. Therefore, free trade agreement related to the services sector, including nursing will eliminate the barriers for service suppliers across the member states while maintaining adhering autonomy of their national rules and regulations. This study will illustrate the nursing situation in Indonesia in terms of the anticipation regarding quality and quantity levels and global opportunities. We describe the distribution of the current local nursing workforce, current regulations and other factors which may influence their competitiveness. The qualitative methods were used to analyse jurisdictional policy review in legislation and relevant literature, then an in-depth interview and Focus Group Discussion with stakeholders and professional organization was carried out. Finally, triangulation of sources and methods of the collected information was performed supplemented the quantitative description needed of the nursing workforce. In anticipated quality and quantity, the Indonesian nurses were able to meet the demands necessary for the domestic nursing standards and service distribution. We anticipate that the strengthening of existing regulations related to foreign nursing workers and improvement of nursing quality, were not an issue. The surplus of the nurses in Indonesia provide both the government and Indonesian nurses with an economic opportunity to cover the skill shortages in the other ASEAN members. Indonesian nurses are skilled which makes them competitive at the regional and global level. The government should further improve by strengthening relevant legislation; harmonizing the curriculum and nursing education to a world class standard. Ministry of Health Rep of Indonesia and National Nurses Professional Organization should be designing a road map to internationalized strategy to promote the nursing workforce. Existing regulations need to be strengthened in relation to the acceptance of foreign nurse admissions. In order to remain competitive, the training and curriculum needs to be improved to ensure the nursing competence is aligned with international or regional standards.

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“…The episode regarding the name for the title of ACPE is interesting in this regard. While the name “ASEAN Chartered Engineer” was initially suggested, some countries had strong concerns to such a suggestion on the grounds that “Chartered” implies supranational power held at the ASEAN level and instead proposed “ASEAN Professional Engineer.” According to one of the drafters of the Engineering MRA, “only after the clarification was given that there is no intention to create supranational power to confer the qualifications, an agreement was made to call it as ACPE, which reduced the tone of supranational flavor.” At the same time, ASEAN member states share some understanding on the necessity of limiting each national authority's power to approve the provision of professional services to facilitate the integration of professional service markets in ASEAN (Fukunaga ). At this stage, as PRAs continue to hold the role of recommending the appointment of ACPE, it is difficult to foresee how much regulatory power will eventually be delegated to the regional level…”

Section: Explaining the Hub‐and‐spoke Modelmentioning

confidence: 99%

“…At this stage, the number of RFPEs is very limited in ASEAN member states, with the notable exception of Brunei (Fukunaga , p. 14).…”

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confidence: 99%

Understanding the ASEAN way of regional qualification governance: The case of mutual recognition agreements in the professional service sector

Hamanaka

Jusoh

2018

Regulation & Governance

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Existing studies on Mutual Recognition Agreements (MRAs) are mostly based on the European experience. In this paper, we discuss the ongoing attempt of the Association of Southeast Asian Nations (ASEAN) to establish very unique MRAs, using professional service qualifications, particularly engineering, as a case study. Several ASEAN professional service qualification MRAs employ a “hub‐and spoke” model, wherein neither the hub (regional mechanism) nor the spokes (national authorities) are more powerful than the other. This model features both harmonization of professional qualifications led by regional mechanisms and the recognition of partner countries’ qualifications granted by national authorities. Why does ASEAN need unique MRA governance that features both harmonization and mutual recognition? We find several valid practical explanations, such as limitations of supranational power, confidence building among members, and capacity development. More fundamentally, neither simple harmonization nor simple mutual recognition functions well in ASEAN, where three types of gaps exist among member states. The diversity in legal backgrounds suggests that the combination of harmonization preferred by civil law countries and mutual recognition preferred by common law countries is suitable. The variety in social norms ranging from market mechanisms to social safety implies that the combination of harmonization and mutual recognition is also suitable. Gaps in the price and quality of professional services across ASEAN member states requires the unique approach to facilitate and control the movement of professionals and to promote the joint practice between foreign and local professionals in both high and low income countries to create a win‐win situation.

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Challenges of ASEAN MRAs on Professional Services

Cited by 10 publications

References 0 publications

Nursing qualification and workforce for the Association of Southeast Asian Nations Economic Community

Nursing qualification and workforce for the Association of Southeast Asian Nations Economic Community

Indonesian Nursing Workforce on the Era of ASEAN Economic Community

Understanding the ASEAN way of regional qualification governance: The case of mutual recognition agreements in the professional service sector

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