Strategic Growth in Healthcare Starts with Smarter Workforce Planning

In recent years, it has become important for healthcare facilities to plan for the future since the demands of the healthcare system are so high. One way to do this is through healthcare workforce planning. This process estimates the staff a facility will need in the future to offer high-quality medical care and operate effectively.

This planning process makes it easier for a hospital to know the workforce requirements and develop effective policies and strategies that bring a positive impact. Here are crucial steps to create a successful healthcare workforce plan.

Organizational Assessment

One of the primary steps to consider when planning staffing needs is to conduct a thorough assessment. Planners can start by retrieving data on the past rate of hiring, retaining, terminating workers, and resignations. Requesting feedback from every department head will make it easier to know the current staff needs and develop new clinical workforce strategies. It is also important to consider how the latest technology advancements can affect workforce roles and functions.

Research benchmarking data can also help to compare and predict the organizational needs against other healthcare facilities. Once the assessment is complete, the healthcare facility will be better equipped to make precise projections and get the most skilled workforce at the right time and for the right cost.

Personnel Plan

Once the evaluation process is complete, the facility can involve a staffing planner to determine how the healthcare facility can achieve maximum workforce efficiency. The management should address any long- and short-term personnel gaps that were revealed during the assessment. The workforce strategy should also make it easy to fill the positions internally.

However, if that is not an option due to the new gaps created, the facility can hire new staff. It is important to note that some positions may be temporary or require a contract to hire, which can help manage the costs without compromising healthcare.

The workforce planners need to know the urgent hiring requirements, including the specializations and skills needed to fill each position, and the number of people required to meet the facility’s staffing demands. The health facility management should consider factors like the current workforce, existing hiring model, turnover rate, and time to fill. The healthcare facility’s financial resources and recruitment budget must also be considered to develop an effective and reliable strategy.

Staff Hiring and Retention

Once the plan is in place, organizations can determine how they will hire and retain qualified staff. Workforce planners need to recommend policies and the ideal practices to attract, assess, hire, train, and retain top talent. Since the staffing plan already outlines the hiring strategy and the roles each new staff member will play, it should not be difficult to implement it.

If the healthcare organization is implementing new technology, the planners might not have a description or blueprint to ensure they hire the right personnel for the job. If that is the case, then it is important to have a plan in advance to ensure the new hires have relevant tech skills and credentials.

That said, establishing a workforce plan is the best way to ensure that a healthcare facility has the right skills and can offer high-quality services. Once the plan is in place, the management should implement it and conduct an annual workforce planning review every other year. This will make it easier to innovate and try different approaches in order for the facility to remain competitive.