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Workforce planning and management strategy - Coursework Example

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Executive Summary 2
Acknowledgements 3
Introduction 4
Methodology 4
Findings 5
Conclusion 11

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Workforce planning and management strategy
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Download file to see previous pages Customers are increasingly getting more conscious about health care services and the history of those practitioners. This report analyses the demographic trends and the workforce planning of a health care organization ADHC. It has been analyzed by the material published by company itself, which includes all the steps involved in performance management at ADHC. It is a two way process which involves the consent of both employee and manager and company goals are given importance as well. All this planning is done to facilitate the clients. Acknowledgements I would like to thank all my lectures and professors who have been great help for me in making of this report. The company management also cooperated a lot and was kind enough to give internal information. Introduction There is a demographic shift going in Australia, because of which there is slowly growing but ageing population. The workforce growth rate is slow and by 2020, the annual growth rate of workforce will be 170,000 per year (National Health Workforce Strategic Framework, April 2004). So ageing of this population is expected to affect the increase in need of healthcare services (National Health Workforce Strategic Framework, April 2004). So there will be a more need of trained workforce (National Health Workforce Strategic Framework, April 2004). ...
This report analyses the workforce planning at ADHC and compares it with the changing demographic shifts in Australia. The findings about ADHC ae fiven afte which conclusion is made about what can be done to improve. Methodology Company jouranals and reports were used find information about performance management at ADHC. The different techniques of ADHC, like Striving for excellence, had proper reports written about the procedure, design, content and nature of activities it held. Findings ADHC, ageing disability and homecare, believes that establishing clear expectations from all employees and setting of measurable and attainable goal for employees is very important (Effective Supervisor Attributes 1). There is a tool called ‘striving for excellence (SfE)’ for both employees and managers to plan and regulate the work requirements of the company. It also comes up with the learning opportunities and manages the career growth of employees (Effective Supervisor Attributes 1).It is basically involved in contributing to the building workforce capability (Effective Supervisor Attributes 1). Supervisor requirements used in ADHC are those given by Smith (1996) and Dawson (1926) i.e. administrative, educational and supportive. Administrative function deals with clarification of roles and assignment of roles, it involves the basic admin work. Educational dimension covers the necessary skills and competencies required for this job. Supportive role involves dealing with job related stress; manage attitudes to do the required performance at job (Effective Supervisor Attributes 1). The program SfE provides guidance and supervision in performing job roles and duties. Moreover, it also provides ...Download file to see next pagesRead More
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