GWS HOSPITAL:MANPOWR PLANNING

Human Resource Managment

Submitted by Group 27 2012072 Aparna Vohra 2012078 Himanshu Jain 2012079 Jayalaxmi Sharanayya Ganihar 2012087 Meghana Sudhakar Shetty 2012097 Rachit Jain 2012100 Rohan Bedi 2012105 Seetharaman M S 2012115 Suchitra Thangarajan

PGP 2012-2014

Manpower Planning Process for GWS

Organizational Planning & Development

Anticipating manpower needs

Personal records

Manpower Plan

Terms of Employment

Staffing & Training

Career Development

PGP 2012-2014

Steps in manpower planning

Anticipating manpower needs: Anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of requirements to determine their adequacy, both quantitatively and qualitative. I. Manpower Inventory :To anticipate manpower need, we start with an inventory of current personnel in the hospital.(Appendix 1). II. Loss/ additional manpower :Resignations, transfers, promotions, retirements will need to be factored while planning for the nursing staff. III. Identifying needs of GWS :Take into account existing departments and proposed departments along with addition of doctors , specialists etc.* IV. Recruitment : Recruitment will begin based on either Nurses to bed ratio, Doctor to nurses ratio. Sources of recruitment can include government employment exchanges, private placement agencies, adverts in news papers, solicit from other hospitals and unsolicited applications ,Internal circulation. Also , decide on on type of employment has to be taken whether to start with temporary apprenticeship, contract, probation or permanent employment. V. Job Descriptions : Once above steps are over we start with job analysis which will give data on job description and job specifications.
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Manpower Planning

*Staffing can be done with help of a simple algorithm. The algorithm below does not take into account the vacation or absenteeism days.

No. needed 1 * *

Days of Work 7 / /

No. of days each will work 5 = =

No. of people needed 1.4

To calculate vacation coverage, multiply the number of vacation days / year by the number of people at that skill level. Dividing the total number of vacation days per skill level by the total days worked/ year/ person determine the number of people needed for vacation coverage. Total vacation Total day worked/ person/ year = Number of full time people needed for vacation.
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Retention and training

Retention and training: Retention strategies for existing nursing staff: Since case mentions scarcity of nurses, retention of staff is also of importance. Strategies like flexible shifts, additional courses/ training programmes, recognition of service as well as stress management for the staff. Training: Also, senior ward nurses should be adequately trained in leadership as they run the wards and will be direct reporting bosses of ward nurses. Other studies which found that, although nurses' pay is important, it is not as critical in enhancing retention of nurses as a positive work place or a culture that promotes teamwork and encourages continuous learning, trust, respect and flexible scheduling (Chan et al. 2004).

PGP 2012-2014

Thank You

PGP 2012-2014