1.1 Learning Outcomes
By successfully completing this module, students will be able to:
Describe the key steps in the workforce planning process;
Undertake the appraisal of prospective workforce needs;
Understand how to determine current and future workforce supply;
Evaluate the adequacy of the current workforce;
Measure the gap between projected supply and demand and able to consider options to achieve a balance; and
Generate a thorough workforce plan for an organisation/facility including data requirements.
1.2 Content
The content of this module will cover the following:
Topic 11: Describing major steps in the workforce planning process;
Topic 12: Identifying key challenges including inadequate data, supply and skills sets;
Topic 13: Determining workforce need and how it is measured;
Topic 14: Demand: Assessing workforce requirements for the future, including links with organisational service planning and work redesign;
Topic 15: Supply: Determining current and future supply;
Topic 16: Determining adequacy of the current workforce;
Topic 17: Assessing the gap between projected supply and demand;
Topic 18: Exploring strategies for achieving a balance between projected supply and demand
Need Help Writing an Essay?
Tell us about your assignment and we will find the best writer for your project
Write My Essay For Me1.3 Readings
Reading 4.1a: NHS (2014).Strategic Workforce Planning Tool. NHS foundation trusts: documents and guidance. Note: Author also cited as Monitor.
Retrieved from:
https://www.gov.uk/government/publications/strategy-development-a-toolkit-for-nhs-providers
Reading 4.1b: Mercer College(2009). Workforce Planning– Facilitator’s Guide.Department of Premier and Cabinet, New South Wales Government.
Retrieved from:
http://www.dpc.nsw.gov.au/__data/assets/pdf_file/0005/54716/Workforce_planning_training_-_Facilitators_Guide.pdf
Reading 4.1c: Department of Local Government (2012) Workforce Planning. The Essentials. A toolkit for Western Australian local governments.Government of Western Australia.(p. 21-39)
Retrieved from:
http://integratedplanning.dlg.wa.gov.au/OpenFile.ashx?Mode=446E37686749376A356D684D2B6E6D6D4D6E555273773D3D&ContentID=54333079705175677161383D
Reading 4.2a:Centre for Workforce Intelligence (2015).Elicitation methods: Applying elicitation methods to robust workforce planning.CFWI technical paper series no. 0011.
Retrieved from:
http://www.cfwi.org.uk/publications/elicitation-methods-applying-elicitation-methods-to-robust-workforce-planning
Reading 4.2b:Imison, C., Buchan, J., Xavier, S. (2009). NHS Workforce Planning. The King’s Fund, London.
Retrieved from:
https://www.kingsfund.org.uk/sites/files/kf/NHS-Workforce-Planning-Candace-Imison-James-Buchan-Su-Xavier-Kings-Fund-November-2009.pdf
Reading 4.3a: Health Workforce Australia (2012a).Health Workforce 2025 – Doctors, Nurses and Midwives – Volume 1.
Retrieved from:
http://www.hwa.gov.au/sites/uploads/FinalReport_Volume1_FINAL-20120424.pdf
Reading 4.3b: Health Workforce Australia (2012b).Health Workforce 2025 – Doctors, Nurses and Midwives – Volume 2.
Retrieved from:
https://www.hwa.gov.au/sites/uploads/HW2025Volume2_FINAL-20120424.pdf
Reading 4.3c: Health Workforce Australia (2012c).Health Workforce 2025 – Medical Specialties – Volume 3.
Retrieved from:
https://www.hwa.gov.au/sites/uploads/HW2025_V3_FinalReport20121109.pdf
Reading 4.4:Ono, T., G. Lafortune and M. Schoenstein (2013).Health Workforce Planning in OECD Countries: A Review of 26 Projection Models from 18 Countries.OECD Health Working Papers, No. 62. OECD Publishing.
Retrieved from:
http://dx.doi.org/10.1787/5k44t787zcwb-en
Buy high-quality essays online from our team of professional assignment writers. Every paper we deliver is original and crafted from scratch. Our expertise covers a wide range of assignments, regardless of their difficulty or academic level. From concise essays to extensive research papers, dissertations/theses, and coursework, we handle projects of all sizes.