ThoughtWorthSharing Business Sustainability Quintiq LifeSciences
Covid-19 pandemic has placed extreme stress on healthcare systems in nations across the globe. While there are various aspects that are having abnormally-increased demand from the pandemic, this post focus on having sustainable workforce to support any nation's healthcare system.
WHO regional office for Europe published a reference toolkit for policy-makers in keeping up a sustainable health workforce. The toolkit focuses on 4 strategic objectives:
Education and performance
Create policies that support health workforce to have appropriate knowledge, skills and values.
Ensure the education and training provided to upcoming and current workers is reflective of present and anticipated need.
Education and training must also be flexible and responsive to the dynamic and changing nature of population health needs
Planning and investment
Investment in health systems has a significant multiplier effect, inducing economic growth across economies. Good population health contributes to economic growth.
Investment in health workforce, for instance, contributes to economic growth and acts as a source of secure employment.
As populations grow and change, demand for health services will similarly grow and change. Therefore careful planning of investment is crucial to meet the demands.
Capacity building
Capacity building and planning is the overarching systematic approach to providing human resources to deliver a sustainable health system
Poor human resource management(HRM) can lead to dissatisfaction and demotivation of staff, organizational failure, and the inability to deliver health services to a population, while successful HRM improves health workers’ skills, satisfaction and motivation to achieve improved levels of performance over time.
Have the right planning tool, policies, and regulations in place to support successful HRM.
Analysis and monitoring
Workforce planning benefits from a system that is able to collect and interrogate workforce data to provide short-, medium- and long-term workforce information that policy-makers and planners can use to support decision-making.
Adequate planning requires thorough understanding of inflows and outflows from a health system, including data on career changes, emigration, deaths and retirements. Monitoring these factors, as well as workforce attributes such as gender, age and working hours, allows inflow and demand to be calculated adequately.
A systematic analysis allows evaluation of current position and development of a strategy for reaching long-term goals.
DELMIA Quintiq Workforce Scheduling for sustainable workforce planning
DELMIA Quintiq Workforce Scheduling is a workforce planning and scheduling solution that supports a sustainable workforce:
- Plan your workforce capacity with forecasted demand on various skills and certifications.
- Configure labour rules to have fatigue and overtime management in place, ensuring a balanced shift plan for the employees.
- Track KPIs accross days, months or years to identify upcoming trend changes in workforce demands and capacity.
Find out more about DELMIA Quintiq Workforce Scheduling:
DELMIA Quintiq Workforce Scheduling
Find out more about WHO sustainable health workforce toolkit:
WHO Sustainable Health Workforce Toolkit
