Comparison Essay on Current Workforce to Future Needs

Inroduction

Staffing and the general workforce of an organization are major contributors to the competitive advantage of the organization in the industry. However, lack of proper planning in the organization might lead to more needs to address which a weak workforce might not be able to address. In the field of health, staffing is necessary as it is the key to carrying out the various goals of the health organization through the distribution of responsibilities. ST Anthony Medical Centre is an organization meant to offer health services to the public through the help of health providers (2019). The medical field is facing the challenge of acquiring and maintaining specialists in the field. This is because of the small number of practitioners as well as the teachers present. The current workforce of the organization is a major determiner of attaining the future needs of the facility. According to the statement made by the organization, the facility is faced by staffing issues and needs to address them adequately to ensure the provision of quality services by the health providers.

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Judging by the present staffing of the organization, there is the need to increase the workforce in the effort of meeting the recommended number of health providers attending to the patients in different units. The information relayed shows that taskforce distribution is a problem at the organization (2019). The efficiency of the programs in the organization is highly dependent on the task force dedicated to it. Therefore, a relatively low number of health practitioners will slow the operations upon the big number of patients visiting the facility. Therefore, it is clear to explain that the current force in the organization is capable of attaining the intended needs of the organizations (Murphy, G. T., ET AL, 2017). However, there are gaps that need to be filled in order to achieve the intended goal. Among the gaps is the departmental ration of patients to the attendants. The information from ST Anthony Medical Centre reveals that there are set standards of the intended ratio of the health providers to the patients. Therefore, it might be hard to find competent individuals who are selected through the help of the human resource manager. In every organization, the management liaises with HR during the hiring and firing processes. This is because; the future needs of the organization can only be addressed by a relatively strong workforce. Therefore, there is a number of factors surrounding the choosing of practitioners to fill in the positions in the organization. HR has the duty of overseeing the quality of the services offered by the individuals in the organization.

Staffing Plan and Competitive Advantage

The competitive advantage of an organization is highly influenced by the workforce present in the organization. In order to achieve the intended goals of the organization, it is important to consider the division of duties to the different units or departments in the organization (De Bruecker, P., ET AL, 2015). This is supposed to be followed by the availability of individuals who are supposed to take up the positions created in the organization. In a health setting, the division of the roles will be made in accordance with the already set units. The departments are supposed to be classified into inpatients and the outpatients. However, some units require more attention in comparison to others. Therefore, units like the emergency units and the surgical units are supposed to be treated with more concern. This, therefore, calls for the involvement of a greater workforce to allow the intended flow of activities. The staffing plan focuses on increasing the number of practitioners as well as registered nurses who are supposed to take shifts of work. As much as the workforce is being increased in the plan, there are financial considerations that have to be made in order to satisfy the financial needs of the employees (Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. 2017). Financial security is among the determiners of employee motivation in an organization. It would be unfortunate to give the opportunities in the organization to the recruits then laying them down later as a result of financial compensation. After the identification of the positions that need to be filled in the organization such as the emergency ward nurses and the labour nurses, then the next step of the hiring process is important. Through the human resource department in the organization, the applicants for the positions will be considered under the standard of the organization based on their qualifications. A strong HR will come up with just the right people for the tasks and that directly translates to efficiency in work. As a result, the competitive advantage of the organization will be boosted. The process is supposed to be followed up by close monitoring which will be used to keep track of the health provider activities. The needs of the organization have to be kept first in all the activities of the organization. The goals include the provision of healthcare to patients competently showing the levels of skill and knowledge of the health providers.

The distribution and practice of the taskforce issued to the health workers help them as a guide in the daily routine. The presence of different departments in the organization alludes to the need for more attendants who are supposed to oversee the health routines are practised in the department. As time goes by, people get older thus being faced with chronic health problems. The facility is therefore supposed to invest in the future where the hospital will be able to handle the situation through the workforce present in the organization. As the ratio of the possible health problems increases with time, the field of medicine finds it hard to acquire as well as maintain the services of health specialists. This is highly influenced by the low numbers of practitioners who are present in the facility. This situation also implies that the organization might find it hard to deal with the rising health problems if the people to carry out the activities are not present. The relative issues which ought to be presented with the change of the current workforce capacity are the facility's ability to deal with special health cases by bringing in health specialists who should be maintained by the organization over the time period. There is the issue of communication barrier which is presented by the diversified workforce with people from different parts of the world. The future needs developing is the ability to reduce the communication especially for the practitioners working in teams which require proper coordination in the effort of providing services to the patients efficiently.

References

De Bruecker, P., Van den Bergh, J., Belien, J., & Demeulemeester, E. (2015). Workforce planning incorporating skills: State of the art. European Journal of Operational Research, 243(1), 1-16.

Murphy, G. T., Birch, S., Mackenzie, A., Rigby, J., & Langley, J. (2017). An integrated needs-based approach to health service and health workforce planning: applications for pandemic influenza. Healthcare Policy, 13(1), 28.

(2019). Retrieved from https://www.linkedin.com/jobs/view/registered-nurse-rn-clinical-coordinator-ir-interventional-radiology-at-st-anthony-1095796483

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.