Planning as Competitive Tool and Workforce Planning Elements
Human resource managers use workforce planning to ensure quality services in their entities, such as health care organizations. They use workforce planning to ensure there are enough employees, hiring competent employees, and providing training and development programs to the employees. Workforce planning elements include employing the right number and employees, employees, retention, and employee training. Managing the challenges related to these elements enable an organization to remain competitive in the health care environment (Stewart & Brown, 2019). Employee shortage occurs when the health care demand gets higher than the workforce supply. Organizing training and development programs can help employees in becoming competent. The creation of a positive and friendly work environment can assist in employee retention, which can help the company in keeping its competitive secrets, while rewarding can motivate employees to avoid issues of employee burnout.
Planning Capitalization and Challenges Tackling
Safe staffing, recruitment and retention, and training and developing the employees are the three workforce planning elements. Safe staffing refers to having the right number of qualified employees who can provide high-quality services (Stewart & Brown, 2019). Recruitment is another way of attracting new talents and ensuring the right number and employees are hired. Retention is crucial since it helps in the company’s successful secret protection. Training and developing employees is eminent since it assists in increasing the employees’ competency in delivering high-quality work. The inadequate resource is the main challenge since training and development and retaining employees need resources (Stewart & Brown, 2019). Hiring talented or experienced employees is one way of eliminating or training cost reduction, which helps in solving planning challenges. Adopting job rotation also helps in eradicating cases of employee shortage, thus ensuring no operations interruption in the absence of one employee.
Employees’ Recruitment, Retention, and Succession Plan
Recruitment steps start with job requirement identification, preparing a job description, advertising the vacant position and attracting the applicants for the job, application management, application scrutiny, candidates shortlisting, candidate selection, induction, and training, then employee evaluation (Stewart & Brown, 2019). Elements of a good succession plan include finding the position in need of succession. The first step is followed by identifying the successor, building competency through training programs, and conducting an assessment to monitor the progress and areas in need of development. Employee retention requires recognition and reward, positive and friendly work environment creation, transparent and clear communication of their responsibilities and the company’s vision, and respect at the workplace.
Reference
Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.