Forecasting HR Needs For North West Regional Hospital In Essay.

Current Situation

Instructions: Case Study

It has been a busy year with staff turnover, new employees and new equipment on order. Your CEO has requested a forecast of the human resource needs for North West Regional Hospital for the coming years.

North West Regional Hospital (NWRH) is a purpose built, 180-bed inpatient facility and the largest regional hospital in the state. NWRH also has 15 outreach sites located throughout tropical, northern Australia, each of which employs approximately 17 individuals. In total, NWRH currently employs 700 people.

Over the coming three years, NWRH is planning an expansion into additional regional areas and expects to add 25 new outreach sites. Each outreach site varies in size according to the needs of the community, so the figures represent averages.

During the past month, NWRH has placed an order for 3 new dialysis machines to increase its renal support services. These machines are scheduled to be in operation December 31, one year from now in existing outreach sites only. NWRH has found that for each new machine purchased requires four (4) additional nurses, on average.  In addition, five (5) new doctors are added in year 2.  A breakdown of NWRH’s current staffing is shown in Table 1.

Your CEO has asked you to perform three human resource-forecasting tasks. First, based on the assumptions given below, you are required to determine employee turnover for the inpatient facility office, the old outreach sites, and the new outreach sites. The CEO would like to know this information for each of the next three years and for each of the major personnel categories (i.e., Doctors, Nurses, and Inpatient Facility Administration staff). Your job is to complete Table 2.

Second, your CEO would like to know the number of new employees NWRH will need to hire for each major personnel category for each of the next three years. Your job is to complete Table 3.

Finally, your CEO would like to know the total number of employees who will be working for NWRH as of the end of each of the next three years. Your job is to complete Table 4.

Table 1: Present staffing

Total Employees	700
Number of outreach sites	15
Doctors per outreach site	5
Number of Doctors	75
Nurses per outreach site	12
Number of Nurses	180
Outreach facility employees	255
Inpatient Facility Employees	445

Table 2: Turnover

Employee Category	Current Year	Year 1	Year 2	Year 3
Old outreach site Doctors
Old outreach site nurses
Inpatient facility
New outreach site Doctors
New outreach site nurses
TOTALS

Table 3: Number of Employees to be hired

Employee Category	Current Year	Year 1	Year 2	Year 3
Old outreach site Doctors
Old outreach site nurses
Inpatient facility
New outreach site Doctors
New outreach site nurses
TOTALS

Table 4: Year-End Employment

Employee Category	Current Year	Year 1	Year 2	Year 3
Old outreach site Doctors
Old outreach site nurses
Inpatient facility
New outreach site Doctors
New outreach site nurses
TOTALS

In order to complete your assignment, your CEO has told you to make a number of assumptions. They are:

1. You are making all projections in December for subsequent years ending December 31

1. With regard to the existing outreach offices, assume
   1. The 15 existing outreach offices employ 5 doctors and 12 nurses each.
   2. On December 31 (one year hence) 3 new dialysis machines are placed in operation and require an additional 12 nurses (4 per machine).
   3. On December 31 in the 2nd year, 5 new doctors are employed.
   4. Turnover rate is 40 percent for nursing personnel, and 20 percent for doctors.

1. With regard to new outreach sites, assume
2. New outreach sites are added as follows: 6 in Year 1, 10 in Year 2, and 9 in Year 3.
3. Each new outreach site employs 17 individuals (5 doctors and 12 nurses).
4. Turnover is 30 percent for nurses, and 20 percent for doctors.

1. With regard to the inpatient facility, assume that turnover will be 15 percent per year.

Job Analysis, Writing Job Descriptions and Recruitment Advertising

You are required to write three (3) job descriptions, one (1) job advertisement, and one (1) selection criteria for the Portfolio Assignment.  

The job advertisement should reflect one (1) selected job description (choose one (1) - doctor, nurse, and inpatient facility administrator), and the selection criteria should reflect the selected job advertisement to create a flow in your portfolio.

1. Draw up a set of job descriptions for each of the (3) positions in the case (doctor, nurse, and inpatient facility administrator).

You may use whatever sources you want, including interviewing people you may know in these positions or similar positions or searching relevant web sites as you want job descriptions and lists of duties that apply specifically to regional hospitals and outreach facilities.

The Job Analysis Questionnaire (below) can be used as a guide to help determine the major responsibilities and tasks of the job and the required knowledge, skills, abilities, and personal characteristics needed to perform the job.

Remember to write the job description using action verbs when describing the employee’s tasks, duties, and responsibilities.  It is also important that specific duties be grouped and arranged in descending order of importance.

The complete job description should follow the format shown in sample provided (below).

1. Choose (1) job description to draft one (1) job advertisement, to attract the right people to apply for that position.  Write the advertisement as if it will appear on an online employment agency (e.g. seek.com).  It will need to stand out amongst the many thousands of other positions being advertised.

Current Situation

Table 2: Turnover

Employee Category	Current Year	Year 1	Year 2	Year 3
Old outreach site Doctors	15	15	16	16
Old outreach site nurses	72	77	77	77
Inpatient facility	67	67	67	67
New outreach site Doctors	-	6	16	25
New outreach site nurses	-	22	58	90
TOTALS	154	187	234	275

1. Current Year 1 Dec 31

Existing Outreach site Doctors:

15 sites x 5 docs = 75 docs x 20% turnover = 15

Existing Outreach Site Nurses:

15 sites x 12 nurses = 180 nurses x 40 turnover = 72

Inpatient facility employees:

445 employees x 15% turnover = 67

Total turnover 154 employees in current year

1. Year 1 Dec 31

Existing Outreach site Doctors:

15 sites x 5 docs = 75 docs x 20% turnover = 15

Existing Outreach site Nurses:

15 sites x 12 nurses = (180 nurses + 12 new nurses) x 40% turnover = 77

Inpatient Facility Employees:

445 employees x 15 % turnover = 67

New Outreach site Doctors

6 new sites x 5 new docs = 30 new docs x 20% turnover = 6

New Outreach Nurses:

6 new sites x 12 new nurses = 72 new nurses x 30% turnover = 22

Total turnover 187 employees in year 1

1. Year 2 Dec 31

Existing Outreach site Doctors

15 sites x 5 docs = (75 docs + 5 new docs) x 20% turnover = 16

Existing Outreach site Nurses

15 sites x 12 nurses = (180 nurses + 12 nurses) x 40% turnover =77

Inpatient facility employees:

445 employees x 15 turnover = 67

New Outreach Doctors:

10 new sites x 5 new docs = 50 new docs x 20 turnover + 6 nurses = 16

New Outreach site Nurses:

10 new sites x 12 new nurses = 120 new nurses x 30% turnover + 22 nurses = 58

Total Turnover 234 employees in year 2

1. Year 3 Dec 31

Existing Outreach site Doctors

15 sites x 5 docs = (75 docs + 5 docs) x 20% turnover = 16

Existing Outreach site Nurses

15 sites x 12 nurses = (180 nurses + 12 nurses) x 40% turnover = 77

Inpatient Facility Employees

445 employees x 15% turnover = 67

New Outreach Doctors

9 new sites x 5 new docs = 45 new docs x 20% turnover + 16 nurse = 25

New Outreach Nurse:

9 new sites x 12 new nurses = 108 new nurse x 30% turnover + 58 nurses = 90

Total turnover 275 employees in year 3

Table 3: Number of Employees to be hired

Employee Category	Current Year	Year 1	Year 2	Year 3
Old outreach site Doctors	15	15	15	16
Old outreach site nurses	72	84	77	77
Inpatient facility	67	67	67	67
New outreach site Doctors	-	36	60	54
New outreach site nurses	-	94	154	140
TOTALS	154	296	373	354

Assumption of Table 3 for the number of doctors to be hired

1. Current year Dec 31

Existing Outreach site Doctors:

15 existing doc’s = 15 to be hired doc’s

Existing Outreach site Nurses

72 existing nurses = 72 to be hired

Inpatient facilities employees

Assumptions

Numbers to be hired per year = 67 to be hired

Total medical staff to be hired = 154 employees in the current year

1. Year 1 Dec 31

Existing Outreach site Doctors

15 existing docs = 15 to be hired

Existing Outreach site Nurses

72 existing nurses + 12 new nurses = 84 to be hired

Inpatient facility employees

Numbers to be hired per year – 67 to be hired

New Outreach site Doctors

6 new sites x 5 new docs = 30 new docs + 6 turnover docs = 36 to be hired

New Outreach site Nurses

6 new sites x 12 new nurses = 72 new nurses + 22 turnover nurses = 94 to be hired

Total medical staffs to be hired = 296 employees in year 1

Year 2 Dec 31

Existing Outreach site Doctors:

15 existing doc’s = 15 to be hired doc’s

Existing Outreach site Nurses

77 existing nurses = 77 to be hired

Inpatient facilities employees

Numbers to be hired per year = 67 to be hired

New Outreach site Doctors

10 new sites x 5 new docs = 50 new docs +10 turnover docs = 60 to be hired

New Outreach site Nurses

10 new sites x 12 new nurses = 120 new nurses + 36 turnover nurses = 156 to be hired

Total medical staffs to be hired = 373 employees in year 2

1. Year 3 Dec 31

Existing Outreach site Doctors

16 existing docs = 16 to be hired

Existing Outreach site Nurses

77 existing nurses = 77 to be hired

Inpatient facility employees

Numbers to be hired per year= 67 to be hired

New Outreach Doctors

9 new sites x 5 new docs = 45 new docs + 9 turnover docs = 54 to be hired

New Outreach site Nurses

9 new sites x 12 new nurses = 108 new nurses + 32 turnover nurses = 140 to be hired

Total to be hired 354 employees in year 3

Table 4: Year-End Employment

Employee Category	Current Year	Year 1	Year 2	Year 3
Old outreach site Doctors	75	75	80	80
Old outreach site nurses	180	180	192	192
Inpatient facility	445	445	445	445
New outreach site Doctors	-	30	80	125
New outreach site nurses	-	72	192	300
TOTALS	700	814	989	1442

Assumption of Table 4: Year-End-Employment

1. Current Year Dec 31

Old Outreach site Doctors:

5 docs per outreach site x 15 outreach site = 75

Old Outreach site Nurses

12 nurses per outreach site x 15 outreach sites = 180

Inpatient facility:

445 inpatient facility employees = 445

Total Year-End Employees are 445 + 180 + 75 = 700

1. Year 1 Dec 31

Old Outreach site Doctors

5 docs per outreach site x 15 outreach site = 75

Old Outreach site Nurses

180 nurses + 12 new nurses = 180

Table 2: Turnover

Inpatient facility

445 inpatient facility employees = 445

New Outreach site Doctors:

6 outreach site x 5 docs = 30

New Outreach site Nurses:

6 outreach site x 12 nurses = 72

Total Year-End Employees are 814

1. Year 2 Dec 31

Old Outreach site Doctors

75 docs + 5 new docs = 80

Old Outreach site Nurses

192 nurses = 192

Inpatient facility:

445 inpatient facility employees = 445

New Outreach site Doctors

10 outreach site x 5 docs = 50 docs + 30 existing docs = 80

New Outreach site Nurses:

10 outreach site x 12 nurses = 120 nurses + 72 existing nurses = 192

Total Year-End Employees are 989

1. Year 3 Dec 31

Old Outreach site Doctors:

75 docs + 5 new docs = 80

Old Outreach site Nurses:

192 nurses = 192

Inpatient facility:

445 inpatient facility employees = 445

New Outreach site Doctors

9 outreach site x 5 docs = 45 docs + 80 existing docs = 125

New Outreach site Nurses:

9 outreach site x 12 nurses = 108 nurses + 192 existing nurses = 300

Total Year-End Employees are 1142

Implication of forecasting

The task of forecasting through the use of assumption is useful in human resources management as it allows the organization to carefully plan its available resources to ensure optimal outcome and overall productivity.  In other words, it help organizations distributes its assets according to the number of available employees to ensure that the limited resources are not wasted in the process. Besides, Drucker (2012) observes that forecasting can also help organization control its human resources in a manner that it only takes certain decisions after considering the potential pitfall associated with low number of employees.

Job Title: Doctor

Position Purpose: The primary purpose of this job is to conduct a medical assessment of patients and provide necessary medical intervention or advice. Work in collaboration with other medical staffs to ensure conducive healthcare environment for patients and their care providers or relatives.

Typical Job Duties:

1. Perform routine check-up to both in and outpatients to assess their health conditions
2. Conduct thorough examinations on ill patients and evaluate their symptoms to determine their status before recommending the appropriate medication and treatment (Bloom & Van Reenen, 2011)
3. Provide appropriate advice for proper health habits as well as  preventive actions that aim to promote overall health
4. Ask the patients intuitive questions that are based on their health to discover the causes of illness
5. Reach an informed prognosis and diagnosis that is based on scientific knowledge and the patient’s medical history.
6. Prescribe as well as interpret the laboratory tests to get more information for the underlying patient’s condition or abnormalities (Bloom & Van Reenen, 2011)

7. Work in collaboration with other doctors and medical staffs to form a high performing medical team within the stationed health facility
8. Conduct examination on patients’ injuries and provide necessary treatment
9. Refer the patients to other physicians or specialists as appropriately when needed.
10. Cultivate an environment of trust and compassion to allow the patients to feel comfortable and welcome in the facility (Bloom & Van Reenen, 2011)
11. Keep updated patients’ records in regards to their health conditions, operation, medical interventions and other significant information such as allergic episodes (Drucker, 2012).
12. Remain always up-to-speed with emerging developments and best medical practices by attending public conferences and relevant seminars.

Working conditions: Remote locations; secure fully furnished housing is provided. Quarterly rotations between outreach site locations are available. A five-day rotating roster that has morning, afternoon and night shifts (Bloom & Van Reenen, 2011). Doctors may work for long and even unpredictable hours as dictated by the needs of their respective patients.

Machine and Machines Used: Stethoscope, thermometer, ophthalmoscope, Diagnostic equipment such as medical imaging and x-ray machines, medical monitors, life support equipment such as medical ventilators, a heart-lung machine, dialysis machines, physical therapy devices such as CPM (continuous passive range of motions) machines (Kakuma et al. 2011).

Table 3: Number of Employees to be hired

Education: Medical or associate degree or equivalent training in the medical practices. Seven-year medical experience in the same capacity

Job Knowledge/Skills Required:

1. Excellent practical skills
2. Ability to solve critical problems
3. Effective decision-making skills
4. Ability to work long hours without supervision
5. Outstanding leadership and management skills
6. Excellent communication skills, in both written and verbal (Domingo Aladrén, 2010).
7. The internal drive for continuous learning and personal development
8. Technology competent to work with various medical equipment

Job Title: Facility Administrator

Position Purpose: the primary purpose of this job is to provide necessary support and assist to facility manager and the medical team working in the facility in all relevant procedures and other tasks that could be assigned by the Manager (Lovelock, 2011).

To provide assistance and support to the facility management team with overall reception as well as administrative duties as required.

Typical Job Duties:

1. Observes a high level of confidentiality in all aspects pertaining to patients and medical staff information
2. Interact with the facility staff, both medical and non-medical, suppliers and visitors
3. Conduct general clerical duties which include but not limited to faxing, copying, lamination, mailing and filing records (Poteat et al, 2013)
4. Provide necessary assistance to the maintenance team
5. Prepare and collate all relevant facility documentations for the monthly payroll of all onsite staff members
6. Making wide-ranging decisions in regards to personnel, community relations, and medical policies.
7. Act as liaisons among medical staff, the facility’s department heads and governing boards of the hospital (Brobeck et al. 2011).
8. Organize, control, coordinate and direct medical as well as health services within the facility in relation to set out policies and guidelines
9. Plan the overall budget and sets out rates for health care services
10. Develop reusable procedures for quality assurance, medical services, departmental activities, public relations outreach and patient services for the medical facility (Bush & Middlewood, 2011)
11. Participate in community health planning and fundraising activities.
12. Provide assistance to new medical doctors in the healthcare facility

Working conditions: Remote locations; secure fully furnished housing is provided. Quarterly rotations between outreach site locations are available. Five day rotating roster that has morning, afternoon and night shifts (Poteat, German, & Kerrigan, 2013). Administrators may work flexible hours depending on the demand of the facility. May also be required to travel to conferences or other outreach sites to monitor progress and overall performance of the sites.

Machine and Machines Used: Computers and peripherals, communication equipment such as telephone or mobile phones, large office machines such as printers, copiers, and fax equipment.

Education: Bachelor’s degree or Masters’ degree in public administration, health administration, business, or another relevant related area of specialization. Should have a minimum of four years of experience in the same capacity or related field

Job Knowledge/Skills Required:

1. Excellent knowledge of basic medical terminologies as well as overall hospital industry
2. Hand-on experience with modern database management systems and Ms Excel
3. Solid comprehension of medical procedures and regulations
4. Basic accounting skills
5. Proven work experience as a hospital administrator
6. Familiarity with medical transcription
7. Good management and supervisory skills
8. Ability to solve a critical problem
9. Good dispute resolution skills
10. Excellent organization and time management skills.

Job Title: Nurse

Position Purpose: The primary purpose of this job is to provide care and necessary support to patients coming to the healthcare facility (Brobeck et al. 2011). The presence and associated services of the nurse should aim at bringing comfort to the patients and help them undergo the medical process as required.

Typical Job Duties:

1. Work in collaboration with doctors and other medical staffs to bring optimal care
2. Make frequent visitation to patient’s ward to assess their condition and progress
3. Provide necessary support and comfort to patients according to their unique needs
4. Work in collaboration with caregivers to adequately plan and execute excellent patient’s care within the healthcare facility (Gerrish et al., 2011).
5. Help in the administration of relevant medication as prescribed by assigned authority
6. Alleviate sudden symptoms of a patient’s illness’ end phase (American Nurses Association, 2010)
7. Notify doctors on duty about a patient's sudden change of condition as necessary
8. Provide patients, their caregivers and family members with the required paperwork
9. Maintain accurate medical and healthcare records for each patient
10. Assist relatives to cope with upcoming loss in case of death.

Working conditions: working in remote outreach sites, provided with fully furnished housing. A five-day rotating roster that has morning, afternoon and night shifts. Nurses may work flexible and even irregular hours in providing direct personal care to their respective patients in the healthcare facility (Brobeck et al. 2011). The nurses may be required to attend organizational nurse training once in a while for capacity development.

Machine and Machines Used: Stethoscope, thermometer, ophthalmoscope, scrubs, tablet or PDA, blood pressure monitor, pulse oximeter for checking the pulse.

Qualifications:

Education: Bachelor’s Degree in Nursing and advanced knowledge of nursing practices, valid nursing license.  Willingness to work in the flexible schedule as required by the facility, and work in remote outreach sites.

Job Knowledge/Skills Required:

1. Compassionate and tender
2. Excellent interpersonal skills
3. Knowledgeable in providing care to critically ill patients
4. Ability to perform tasks such as administering medication as well as providing necessary emotional support to patients (Gerrish et al., 2011).
5. Emotional stability and stamina
6. Ability to solve a critical problem
7. Excellent organization and time management skills.
8. Proven knowledge of nursing care processes as well as medication guidelines and their side effects
9. Proficient communication skills, both written and verbal
10. Sound judgment and attention to detail
11. Cool tempered and patient

Job advertisement

Experience:

 For a medical doctor a minimum of seven years of experience would be needed to fill the vacant position in the facility. The candidate must have previously been selected to a senior managerial position in an equally large healthcare organization (Dornescu 2012). The candidate must have spent most of his/her working life within healthcare settings to ensure that he/she is completely abreast with the best medical practice in the industry.

Table 4: Year-End Employment

For the position of medical doctor for North West Regional Hospital, the minimum formal educational qualification would be a bachelor’s degree in medicine or related course. This will be a priority to demonstrate the candidate has gone through proper training and medical exposure to claim the award of degree (Carley and Christie 2017). The candidate must also demonstrate excellent performance in his/her medical school transcripts to have qualified for the medical license. With the modern proliferation of fraud and cyberspace, identity theft, Hartzler and Pratt (2011) recommend a careful review of a candidate’s historical performance to authenticate the final certifications and subsequent award of degree.

Skills/Abilities:

The candidate must demonstrate excellent practical skill to provide necessary medical assistance and advice to patients (Lowrey and Pear 2012). He/she should be able to demonstrate the ability to carefully and practically engage with team members for the overall good of the clients.

Personal Qualities:

Given the strenuous nature of the position, the candidate should be physically fit to attend to the various demand of the job in question (Gennaioli et al. 2015). They must possess healthy mental status, stable emotional wellbeing and elated spirited to afford a smile with the sick during their encounter. Passi et al., (2010) observe that good medical doctors must demonstrate the ability to balance their personal affairs with work and neither should affect the productivity of the other.

Special requirements:

According to Patterson and Ferguson (2010) selection of a good doctor requires a review of both the cognitive abilities of a candidate and non-cognitive aspects. For this position, the candidate must possess a high level of professionalism, respect, excellent psychomotor skills and well as positive attitude and passion for the job in question.

2. How the candidates would be evaluated on each criterion

Weighted Criterion	Minimum	Desirable	Expectation
Experience 20%	At least 1– 2 year working experience Public/Private health care organization	At least 4 -5 year working experience in a related state	More than 7 years working experience in major hospitals as senior doctor
Involving question	1. How long have you worked before? 2. Where have you worked before? 3. Have you worked in an international medical setup? 4. What are some of the most important things you have learned from your previous working experience? 5. In few sentences, please describe some of the unforgettable experiences or case scenarios that you had to deal with?
Qualifications 25%	Minimum Bachelor’s Degree in Medical and Acquired certification of Australian Registered Doctor Have valid license of practice	Masters or higher degree with honor in Medicine and Acquired certification of Australian Registered Doctor Have valid license of practice	Doctor of professional doctor degree and Acquired certification of Australian Registered Doctor Have valid license of practice
Involving questions	Kindly state your gains during the training classes if you have attended any
Skills and abilities 30%	Communication skills Observational skills Computer skills Overcome pressure ability Professional medical practice	Excellent team work and people oriented skills Professional medical equipment operations skills	Leadership ability Emergency problem solving ability Overcome pressure ability
Involving questions	1. As a medical doctor, what kind of difficulties are you likely to face in your practice? 2. What do you think of working pressure? How will you overcome pressure? 3. If you make mistakes and cause significant damages, what will you do? 4. If your colleagues or your leader disagree with your decisions, what will you do? 5. What are the views about the tendency of the mining industry and the potentials of your occupation?
Personal Quality 15%	Compassionate nature Passionate about the job Easy-going personalities	Socialized person Honest and confidence No bad habits such as drinking , smoking and even drug abuse	Be able to do multitasks Keen on learning and developing Kind to other and appreciate their presence in the teams Be able to adopt new perspective and solutions
Involving questions	1. Why do you think you are qualified for this job? 2. What personality traits do you admire? 3. How would your friends and previous work colleagues describe you? 4. What are your good character traits and negative character traits?
Special Requirements 10%	Be able to work on the vacation or over time	Be able to provide home visit for your patients	Be able to provide necessary assistance to different clinical settings or outreach sites
Involving questions	How would feel about the prospect of home medical care?

In selecting the best candidate that meet the job vacancy for North West Regional Hospital (NWRH), the selection criteria is slightly vigorous to ensure only the best is hired. Fox (2011) observes that the present numerous changes in the global medical space especially in regards to the role of medical doctor, primary health care, community-based healthcare. Information technology, education theory, and doctor-patient relationship, the employment of a physician must thus be vigorous to ensure that the selected people are up-to the task ahead of them (Singh et al., 2015). The changes have provided a particular impetus for a global shift in both the philosophy and direction of medical practice (Mercer & Puddey, 2011). In effect, the medical doctors who are responsible not only for providing medical attention to patients but acting as supervisors to the entire medical team under them must in every measure be competent and adequately equipped (Daniels et al., 2011).  Thus the selection criterion that would be adopted for the position of medical doctor for North West Regional Hospital (NWRH) as has been provided in the job advertisement above shows will be subdivided into five specific components.  Each candidate would be thoroughly evaluated for competence and suitability on the basis of the mentioned components.

3. Interview selection panel.

Job Descriptions and Advertisement

The interview selection panel would compose four people, namely Medical Human resource manager, Chief Executive Director, Lay Member, and Medical Director.

Medical Director – As the head of medical practice with in the hospital, medical director must be present in the interview selection panel to oversee the recruitment process of a member to his/her team, a medical doctor.

Medical Human resource manager – Is the head of all human management and welfare which include the hiring process of new talents and therefore, will be responsible for leading the panel in the recruitment process.

Chief Executive Director of the Hospital – as the overall head of the North West Regional Hospital, will be present in the panel to make sure that the selection and recruitment process adhere to the stipulated guidelines of the institution.

Lay Member from the board of directors – will be present in the panel to make sure that the interests of the stakeholders is not compromised

References

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