Workforce Planning Processes

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

1.3 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