23 Jun HEALTH ORGANISATION
Health Organisation(Any one) Workforce Plan (Please select any one health organisation/ hospital in NSW)
Note; All the points below should be covered in this assignment.
Graph, data and table should be attached.
Length: 2000 words. (NOTE: Executive Summary, References and Appendices are not included in the word count)
Rationale
The purpose of the assignment is to prepare a workforce plan for one health organisation. The Health Organisation Workforce Plan will have
to include all of the relevant sections of a Workforce Plan as outlined in the readings links. The Workforce Plan needs to include
recommendations on strategies to address key workforce issues.
Task
The assignment will be scaffolded so that readingswill support the development of the Health Organisation Workforce Plan. This includes
key topics relevant to the development of the workforce plan such as preparing an Environmental Scan, analysing the organisation’s
workforce data set, identifying critical issues and developing strategies to address the issues identified.
You will need to gain the permission of the Chief Executive Officer (or other relevant person such as Workforce Planning or Human
Resources Manager) to carry out the project, including requesting a data set. This action is essential for you to gain access to the
people and information that you require to successfully complete the project.
The process will include the following steps:
1) Prepare a Table of Contents for the HealthOrganisation Workforce Plan using report format.
2) Executive summary.
3) Draft the Introduction for the Workforce Plan.
4) Prepare the external Environmental Scan for the plan using relevant NSW, other States and Territories and national health
workforce references including policy and planning documents. Determine if there is a relevant Workforce Plan for public sector health
services developed by the Local Health District (NSW), Hospital and Health Services (Queensland) and relevant networks in other States and
Territories. If you work in the private sector, this type of documentation will still be helpful.
5) Prepare the internal Environmental Scan by:
a. Gathering information on the organisation’s organisational structure,
b. Describing the structures and processes of the organisation’s approach to workforce planning and management, including whether the
organisation has a current Workforce Plan, or Strategic, Business or Operational Plans which refer to workforce planning initiatives and
strategies.
c. Identifying the extent to which the organisation currently analyses its own current and future workforce supply and requirements,
including preparation of a workforce profile.
6) Provide a profile of the organisation’s workforce if data are available. Undertake the data analysis required to support the
workforce plan if data are available in order to develop a workforce profile using tables and graphs and supporting explanatory text. See
the section below on the proposed data set. If data are not available, describe the workforce profile and use interviews and external
sources to identify workforce characteristics, trends, levels of shortage and workforce issues.
7) Based on data analysis and/or interviews with key staff and relevant information from the Environmental Scan, determine whether
supply is currently adequate to meet the service demand by workforce category.
8) Based on the previous steps and relevant literature, identify critical issues to be addressed in the workforce plan.Analyse the
strengths and weaknesses of the organisation’s present and future workforce planning strategies.
9) Recommend key strategies to address the critical issues in each of the areas of workforce planning and development, including:
• Recruitment and retention;
• Organisational performance management strategies related to the workforce;
• Utilisation of capability frameworks for identifying and developing skills levels of the workforce;
• Applying skills-mix and workforce redesign strategies to the health workforce;
• Education and training strategies addressing workforce development; and
• Strategies for developing workforce efficiency and productivity.
10) Conclusion
Data Sources, Data Items and Data Analysis for Workforce Profile
Any request for data should make it very clear that the University will undertake to strictly preserve the confidentiality of the data and
that the University only provides access to the assignments by the Unit Co-ordinator and Subject Lecturer.
In addition, the data is not to be released for any other purpose or used by any other party including research, publications and third
parties. Therefore students will also be required to abide by a confidentiality agreement, and small cell sizes under 5 will not be
reported in the assignment.
Data Source and Data Items
It is recommended that the organisation be requested to provide a data set. The most useful extract is from a payroll data set, and you
will need to request an Excel file with a pivot table of the extracted data. The data can be extracted for one payroll period, and
November 2015 would be a good time to source the data as it is usually representative of the data over a calendar year.
Please request the following data items:
The two main workforce counts to be included in the data set are:
FTE (Full Time Equivalent) includes productive, non-productive and overtime hours. FTE is calculated based on an award working week and
hours contributing to allocated days off are considered when taken. Most awards are 38 hours per week including junior medical officers
and nurses. Senior Medical Officers such as Staff Specialists are 40 hours per week.
Headcount (based on a count of the records in the extract spreadsheet and using Employee ID as the unique count.
The Data Items to be included in the data set are:
There are differing data components including:
Demographic data:
This includes age and gender data items
Workforce characteristics and classification:
This includes length of service, award group and award
Services descriptors or service areas.
This includes cost centres and grouped cost centres or “service areas”.
The excel file provided to students who are analysing the NSW Ministry of Health data set can be provided to staff at the organisation
(Information Officer or Payroll Officer) to show how the data has been grouped. The ID number needs to be de-identified and is just for
the purposes of showing the number of records.
The following table is a list of the data items and their groupings which need to be requested.
Source: NSW Ministry of Health Human Resources Information System, 2015
The original data file was created by the Workforce Planning and Performance Unit of the Workforce Planning and Development Branch of the
NSW Ministry of Health, and if required I can provide a copy of the data file provided by the Ministry.
Create a further data item from the original data set called “Service Area” which adds together “like” service and organisational
clusters. The Excel data file shows these groupings for an acute hospital.
The best way to do this is to understand the organisational structure of the facility and do the groupings on that basis. However to
develop data sets using clinical streams you may need to move away from organisational lines of responsibility.
Data analysis and presentation
Follow the format of the extracted data in the Excel file to extract your own data.
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