"People and their pre-determined health goals, and ultimately the health necessary to achieve the knowledge, skills, and attitudes to the process of estimating the number of types of" charge, the plan (for health and human resources) definition WHO.
Step 3: a dynamic process of HR planning, including inventory, forecasting, and designing temporary staffing. In the first phase of the inventory of the major types of employees, recruitment and selection of the strategic business plan alignmentYou can obtain a specific goal. The second step of predicting the future needs of the people (demand forecasts) and patients (supply forecasts) forecast of the predictability is divided into two phases. The third and final step required for each assessment and cost-effective to hire temporary staff benefits including flexible strategy.
Healthcare
1. Inventory: - How to achieve the business objectives of the line with the needs at all levels of the organization is to determine how many peopleOverall strategic plan - and what kind of knowledge, skills, abilities and other characteristics need someone.
The best modern medical services personnel will need many different types of employees. They are as follows; -
Healthcare
1. Clinical workers - doctors and nurses.
2. These experiments, and radiation, and pharmacy technical staff for diagnostic services as an employee.
3. Such as health screenings, such as environmental health practitioners.
4. The community health and preventive and promotive personnel, such asWorkers, administrative staff, etc.
The traditional quantitative approach in medical institutions the salary of the employee expenses and organizational systems and design corresponding to the key personnel need to assess potentiating to allocate a specific budget forecasts are based on subjective Manager enumerative judgments are used to. Resource allocation, with the help of the activity-based cost management is executed, the specific work / event and control the cost and laborConsumption can be reduced.
For example: compare the rates of medical practice: -
An inpatient care beds per capita
An acute-care beds per capita
Acute administration staff ratio - staff per bed
Acute management nurse ratio - per bed Staff
Inpatient admissions per 1,000 population
Acute care hospitalizations per 1,000 population
Doctors per capita of the consultation.
The types of medical personnel in a specific country health services are determined by the type ofAnd provide the level of available technology.
For example: -
Natural Health Organization: elementary, middle, and secondary.
Field types: public, private, nonprofit organization funds.
Infrastructure: The hospital (200 beds 400 beds, 1,000 beds) in size.
General (multispecialty) or a medical institution (cardiovascular, cancer).
2. Prediction: -
Demand Forecasting: - Medical workforce planning is determined by a complex and relativelyMechanistic estimates of medical need. Dr. Thomas L. Hall (1991) and estimate the demand for health care as a general method proposed 5
1. Human population methods: - This method calculates the ratio of the number of health
HR compared with the population count. However, inadequate data available, it allows health conditions, access to reliable health care sector, mite apply only to a limited capacity is a serious limitationPlan.
2. Health needs to: - this way the requirements of the staff requirements and needs of expert opinion on the health of the people to convert. Health needs of a particular disease, mortality and morbidity rates are derived from a decision. Staff requirements for health workers to perform services by a specific category can be converted to service time requirements, types of services, frequency, and quality and labor standards are the criteria for evaluation from. This approachThe need for sophisticated data systems and research capabilities, and expertise not readily available to start planning a high level.
3. Service needs to: - This way people in these services, rather than necessary for their professional judgments get them to use the estimated cost of medical care may account for the number and type. This is specifically about the use of the private medical sector provides data on the economic regressionCompared to government funded health sector.
4. Managed care system to: - manage the health care system in the health facilities that can be accessed relatively well-known client population can learn. However, flexible socio-political trends and health reform policy, the impact of economic recession.
Forecast supply: -
HR to predict the supply of information from internal and external labor market is included using. Calculate employee turnover mituiThe HR Plan for Workforce Stability is a measure of the internal supply. Supply the external labor market, demographic factors, and social / geographical aspects of the tightness of the spectrum provides information on:
Internal supply: - & the same training and development programs, transfer and promotion policies, retirement, career planning, and others to prepare for the other provisions of HR processes needed for a specific job evaluate the total number of people have maintained a constant of crucial importanceHR suppliers in the organization.
1. Stock & Flow Model - This model is required and any part of an organization and attempt to predict how many employees throughout the organization over time, follow the path of staff.
A) consumption analysis - This analysis is the rate at which people leave the organization says, or indicates the index of sales.
The number of people leaving for a certain period
Consumption analysis, = X 100
The average number of employed in the samePeriod
B) reliability analysis (Bowey, 1974): - this method in terms of length of service analysis is useful in a range of consumption.
The total length of service of staff employed in analysis
Stability Analysis = X 100
The total length of service personnel available for consumption was not there
2. Replace the chart: - Replace the chart higher ranking person (Mello, 2005) according to the comments and recommendations is a list of selected promotes employees. SomeAs the chart shows a more systematic alternative skills, abilities, c ompetences, and the employee's experience level.
3. Continuous Planning: - The aging talent, and emerging "baby boom" retirement wave analysis and business strategy to predict the potential of talent to run the plan, known as inheritance associated with the need for new management processes are driving.
Will Powley, GE Healthcare's Performance Solutions group, a senior consulting manager, said that the firstEffective estate planning phases of a hospital or health system organization, starting with a quarter of the audit is a review talent.
In the 2008 White Paper on estate planning, GE Healthcare on estate planning at some best practices for the health check:
1. Identifying and developing talent at all levels
2. Rigorous and repeated to evaluate the talents of the best performers
3. External recruitment and talent management closely linked
4.Senior management actively involved maintain
5. Emphasize on-the-job leadership and customized employee development
6. Systematic reviews and subsequent plans to make talent
7. Potential to maintain a dialogue with the leaders of tomorrow.
External power supply: - HR Manager, in other words, such as external and internal organizations and external labor market statistics, statistics on labor market information, such as external use.
External statistics: - GraduateProfile
Unemployment Rates
Technical level
Age profile
Graduate Profile: - Any health care market regulation in the public sector and substantial entry into the labor market, very professional licenses and are constrained by regulations.
Unemployment Rate: - There is a lack of economic principles, largely ignored the role of incentives and flexibility in the labor market supply and properly research is largely unknown.
Skill level: - Higher education (professionalAnd super-specialization), the medical regulatory body governed by the proportional seats are limited to a restricted entrance.
Age profile: - Application of the organizational chart, recruitment, retention, return and staff vacancy rates in the future, that will help you to enumerate the lack of early retirement offers ryului details, and for a replacement is needed.
Internal statistics: - Demographic Profile
Geographical distribution
Demographic profile: - changes in demographics (eg,Of young people entering the labor force numbers) in the external supply of labor will affect Age composition of the workforce is to review the recruitment policy. Increasing proportion of employed women tend to both the organization and the country has lead to the development of the hip.
Geographical distribution: - The appeal of urban workers affected by the following reasons: employment opportunities and facilities are available - Transport & Technology & More.
3.Temporary workforce planning: -
Herer & Harel (1998) as a temporary worker classification: temporary employees, contract employees, consultants, outsourcing and staff leasing.
High social costs, such as job flexibility and other benefits that have begun sharing strategies
1. Number of temporary workers and part-time, in order to meet the needs of organizations with low maintenance costs can easily adapt
2. Professional / staff with appropriate technical advantagesFunctional areas within the organization and outside.
3. This job security, pensions, insurance and private benefit is not responsible for enrollments
Outsourcing in today's work environment planning techniques can be added as a temporary worker. Outsourcing evaluation and requirements will be evaluated to determine the costs and benefits. Outpatient services, pathology or diagnostic testing services, laundry, food, and billing, medical transcription, and others are most commonlyOutsourcing services to healthcare organizations publicity.
Human resources plan for health
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