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Strategic workforce planning for a multihospital, integrated delivery system.

David Datz¹, Colleen Hallberg, Kathy Harris

¹Banner Health, Greeley, Colorado 80631, USA.

Nursing Administration Quarterly

|September 8, 2012

Summary

This summary is machine-generated.

Banner Health developed a workforce planning model in 2011 to predict future staffing needs, integrating strategic, financial, and operational planning. This continuous evaluation ensures adequate, skilled staff for evolving healthcare delivery models.

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Area of Science:

Healthcare Management
Human Resources Planning
Strategic Workforce Development

Background:

Healthcare organizations face challenges in anticipating future workforce requirements beyond immediate operational needs.
Proactive planning is essential for aligning staffing with long-term organizational strategy and financial stability.

Purpose of the Study:

To describe the implementation and components of Banner Health's comprehensive workforce planning model.
To illustrate how integrating workforce planning with strategic and financial processes aligns resource allocation.
To highlight the continuous evaluation of delivery models and staff competencies.

Main Methods:

Implementation of a structured workforce planning model in 2011.
Integration of labor management tools with strategic, long-term assessment mechanisms.
Sequential alignment of the workforce planning lifecycle with organizational strategy and financial planning.
Collaboration between strategy, finance, human resources, and operations departments.
Engagement of leaders at facility, regional, and system levels with accountability mechanisms.

Main Results:

Successful identification of critical position groups based on 3-year strategic priorities.
Establishment of continuous evaluation processes for healthcare delivery models.
Development of action plans to ensure adequate numbers of appropriately skilled staff.

Conclusions:

A strategic, integrated workforce planning model is crucial for healthcare organizations to meet future needs.
Collaboration and continuous evaluation are key to adapting staff competencies and ensuring workforce readiness.
The model supports alignment of goals, objectives, and resource allocation for sustained organizational success.