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This assignment requires critical review of a health or aged care organisation’s Workforce Planning and Management Strategy and Workforce Plan.

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Analytical Paper (Report format). Length: 2,500 words. Due Date: Week 13, at 5.00 pm and submit via Turnitin on. Value: 60 marks. NOTE: Executive Summary, Appendices and resource material are not included in the word count. (see guidelines for report writing in this guide). The purpose of this assignment is to identify a health organisation and research its approach to workforce planning and management through the way it has developed a Workforce Plan and the strategies it has put in place to address its workforce needs. The strategies are to be evaluated against a workforce planning frame...

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Question Preview:

Analytical Paper (Report format). Length: 2,500 words. Due Date: Week 13, at 5.00 pm and submit via Turnitin on. Value: 60 marks. NOTE: Executive Summary, Appendices and resource material are not included in the word count. (see guidelines for report writing in this guide). The purpose of this assignment is to identify a health organisation and research its approach to workforce planning and management through the way it has developed a Workforce Plan and the strategies it has put in place to address its workforce needs. The strategies are to be evaluated against a workforce planning framework to determine if they are comprehensive, targeted to the priority issues facing the organisation, the level at which implementation has progressed and whether there has been an evaluation of this Workforce Plan or previous Workforce Plans undertaken by the organisation.

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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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