Human Resource Planning Workforce Analysis

Question: Discuss about theHuman Resource Planning for Workforce Analysis. Answer: Introduction Human resource planning is the formulation of ways that can make it possible for an organization to achieve its set goals while optimizing the use of assets at the same time (Mathis Jackson, 2010). The primary goal of human resource planning is to strike a balance between the available jobs and available human resources to eliminate shortage or excess of the workforce. A good human resource plan would ensure that an organization achieves its set targets (Rothwell Kazanas, 2003). Workforce Analysis Sunnyside hospital offers acute care services. The hospital has employed highly skilled professionals to provide medical services to the patients. Despite the quality of services available to the patients, it is interesting that they dont pay for the services. The following are some of the professionals who ensure that the hospital can undertake its mandate in the community: Unit Clerk- the Clerk is the receptionist at the hospital. She also offers clerical support and information to the nursing units are various hospitals Executives: These are senior managers who carry out supervisory work at the hospital. The Sunnyside hospital projects that they would recruit four executives between 2014 and 2019. The executives direct other junior nursing managers. There is also a section of the staff who are enclosed in a room and are I charge sterilization of surgical equipment. Licensed nurses: These are nurses who are more educated than the ordinary nurses. There is no vacancy in this position at the moment. However, it is projected that the hospital management would recruit 250 licensed nurses between the year 2014 and 2019. Physiotherapists: These are specialized people who are responsible for the rehabilitation of physical injuries among patients. The hospital has ten permanent vacancies of physiotherapists. The recruitment projection for the position between 2014 and 2019 is 20. Pharmacist: This is an individual who assigns medicines to patients. The pharmacist also administers drugs and other vaccines to patients. Finally, these specialists are in charge of the running of the hospital pharmacy. The hospital has a permanent vacancy of 8 pharmacists. It is projected that10 pharmacists would be recruited between 2014 and 2019. Registered care aide: This is a less trained professional who offers some services in hospitals. This group of people is trained in less than one year and offer services such as changing of patients bed linens, feeding of the [patients and taking care of the patients on daily occasions. Registered Nurse: This is a degree graduate nurse who has been trained in the handling of more complex duties within the hospital setting. These nurses always record for further studies, after which they specialize in emergency, pediatrics, operation room and ICU. There is an inadequate number of nurses at the hospital. At the moment, there are 100 vacancies. It is also projected that Sunnyside hospital would recruit 1300 registered nurses between the year 2014 and 2019. Nursing Manager: This is someone who had trained as a nurse and has administered nursing services over a long period. The nursing manager is in charge of the nursing unit and all the wards within the hospital set-up. There are two vacancies for the position at the hospital. To mitigate the concern, it is projected that the hospital would recruit an average of 80 nursing managers between 2014 and 2019. Student nurse: this is an undergraduate student in a clinical course. These students report to hospitals where they are assigned to offer nursing services. The hospitals surgeons and physicians are paid their salaries by the ministry of health of Ontario for the services that they provide to patients at Sunnyside Hospital. The hospital itself pays the rest of the medical staff their salaries. All the employees of the hospital are members of a union except the nursing managers, the nursing students, and the executive members Completion and Discussion of the Final Exam Projection Template The final exam completion template is organized in a Microsoft Excel. The template has columns that show human resource supply and those that show human resource demand. On the side of human resource supply, there are projected retirements which require payroll file and then the use of retirement calculator. There is also projected turnover. The column requires for termination of the database and multiplication of the 2013 turnover by five years. There is also a column of projected net leaves where payroll database is filtered. We also have the column of projected new recruits. This column used the command Recr Proj and Curr Vacancies. The command prompts a transfer of files to the column C. On the other side of human resource demand, there is a column of current vacancies and that of projected growth. The column of current vacancies also uses the command of Recr Proj and Curr Vacancies to transfer files to the column B. The column of projected growth, on the other hand, uses growth plans to interpret numbers so that they can fit into the column in the job order. The final exam template is then capable of producing the net gains as well as the net losses. Recommendations It is necessary for a hospital to make projections which are attainable. There are some occupations at Sunnyside hospital where there are no vacancies at all. However, the allocated recruitment projections for the positions are in excess. The hospital management must factor in the availability of financial resources during the recruitment processes. Recruitment of excess human resource would mean that the hospital would cut on some essential budgets to pay salaries. Issues of excessive or inadequate human resource should be avoided at all cost. References Armstrong, M. (2006). A Handbook of Human Resource Management Practice. Kogan Page Publishers. Bhattacharyya, D. K. (2009). Human Resource Planning. Excel Books India,. Deb, T. (2006). Strategic Approach to Human Resource Management. Atlantic Publishers Dist,. Mathis, R. L., Jackson, J. H. (2010). Human Resource Management. Cengage Learning,. Price, K. (2013). Bottom Line Results from Strategic Human Resource Planning. Springer Science Business Media. Reddy, M. S. (2005). Human Resource Planning. Discovery Publishing House,. Rothwell, W. J., Kazanas, H. C. (2003). Planning and Managing Human Resources: Strategic Planning for Human Resources Managemen. 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