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Planning for a healthy future : towards a framework for strategic personnel planning in a healthcare organization

Worp, M. van der (2012) Planning for a healthy future : towards a framework for strategic personnel planning in a healthcare organization.

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Abstract:In the upcoming years, the healthcare sector and its labour market are expected to change. The main causes for this include demographic changes of the population and the workforce of an organization, new laws and regulations, technological developments, and the current economic climate. The most disconcerting are demographic factors: the greying and dejuvenation of the population and the workforce are expected to cause a shortage on the labour market while simultaneously causing an increase in the demand for qualified healthcare personnel. It is important for an organization to timely react to internal and external pressures to ensure there will be a sufficient quantity and quality of personnel in the future to meet the changing healthcare demands and objectives of the organization. Strategic personnel planning (SPP) can help signal and control these issues enabling an organization to anticipate and react timely to changes in the organization’s environment and workforce by means of human resource (HR) policies. In the current study SPP has been defined as the process of determining the quantity and quality of the future personnel required and the future personnel available in order to timely signal any differences between the supply and demand in the future, allowing an organization to implement HR policies with regard to the inflow, through flow, and outflow of personnel in order to effectively and efficiently allocate the workforce to meet the strategic objectives of the organization and cope with environmental contingencies and pressures. The starting point of the SPP process consists of portraying the current labour force. Part of the future workforce is currently employed. Therefore, in order to determine the supply of personnel in the future, the current labour force forms the starting point. After portraying the current workforce and the mutations that can be expected therein, a prognosis can be made regarding the future workforce. The demand for personnel in the future can be derived from changes in the external environment and the organization’s corporate strategy. After describing these internal and external influential factors, a prognosis can be made regarding the workforce required in the future to meet the changing internal and external environment. By comparing the estimated future supply of personnel with the estimated demand for personnel in the future, discrepancies appear based on which HR policies with regard to, for example, recruitment and internal mobility can be implemented to overcome the gap.
Item Type:Essay (Master)
Clients:
Medisch Spectrum Twente, the Netherlands
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:Business Administration MSc (60644)
Link to this item:http://purl.utwente.nl/essays/62537
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