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Sunrise healthcare organisation has a workforce planning strategy. It has realised the mix of the workforce it has, its competencies that is the area of specialisations and the weak points so that it can work on them sooner or later depending upon the priority of the problem. The organisation understands the inter-relation between the people, jobs and the performances of the people. It also takes an account of achieving future’s workforce planning too. It has a mapping strategy that maps it with the workforce capabilities that future will have. It plans the scenario of workforce along with the generation of workforce maps that are strategic in a real sense. It also incorporates a design for the workforce that runs in parallel with the new business models that are operational. Benchmarks are set and compared with the current composite data from various departments
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