BHA FPX4104 Assessment 4 Human Resources Strategy and Competitive Advantage

The quality of services in a healthcare setting depends on the workforce. The healthcare workers can raise or lower the competitive advantage in healthcare institutions. However, in most cases, health care organizations focus on devising the best workforce planning that would positively affect the organization’s success. Human resource planning is essential in helping an institution monitor and evaluates each employee’s input (Simkin et al., 2021). The main aim of observing human resource strategy in healthcare is to develop a working platform that triggers healthcare workers to register their utmost strengths at work. Therefore, the purpose of this write-up is to formulate a strategic plan for St. Anthony Medical Center to ensure the organization is equipped from a human capital perspective to meet future demands.

Comparison of Current Workforce to Future Needs.

The current staffing ability does not suffice to allow the clinic meets its future needs. The clinic is in the initial stages of its operation, with most of its resources going towards analyzing the market and ensuring it has a better position in the market (Park, 2019). The workforce remains an essential pillar to the institution, therefore, St. Anthony Medical Center should delve more into its workforce planning. Employees’ input positively affects productivity, and the clinic is not an exception.

The current employees at the clinic are low in numbers, hence cannot meet the current increase in patients at the institution. St. Anthony Medical Center operates in a critical care unit that is bound to attract many patients within the region as it offers services that other clinics in the market cannot offer. However, the increase in the number of patients would need to be commensurate with the healthcare workers at the institution (Simkin et al., 2021). The clinic’s future goal would be to invest in hiring more healthcare workers to heighten the efficiency and effectiveness of the services at the institution.

The first step in defining St. Anthony Medical Center’s future success is identifying the expected performance levels that each worker needs to attain. This entails engaging in a joint discussion between the management and existing healthcare workers to determine areas that require an urgent addition of workers. The most critical measure of future success at St. Anthony Medical Center relies on its employees (Park, 2019). Focusing on identification, communication, and rewarding employees who meet desired company goals also need to be on the list of the clinic’s issues to meet workforce effectiveness in the future. Designing healthcare worker’s training programs starts with the clinic’s needs and expectations. Each worker has a particular need to ensure the success of set goals within an organization. The collection of input from each employee accelerates the overall achievement of goals in an organization.

Staffing Plan and Competitive Advantage.

The staffing plan at healthcare institutions should always focus on meeting the desired quality in delivery. Hiring an adequate and diversified workforce is an ideal plan that would affect the organization’s future success (Willis et al., 2018). Diversity in the workforce is a tool used by human resource managers to evaluate employees’ skills and competencies. While the clinic will expect patients from different ethnic settings, diversity in the workforce would also be significant in meeting the needs of the patients at the clinic. Evaluation of employees’ skills allows a clinic to understand their goals and those they need to attain within a particular time frame. The employees’ input is important in knowing where the company is currently operating, its past, and the future.

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Various measures would apply in determining the new staffing plan at the clinic. The experience that an applicant has gained in the healthcare system would be one of the main measures that would define the new workforce at the clinic. St. Anthony Medical Center is looking forward to commencing its operations, and it would depend on the skilled professionals to raise the required standards of healthcare (Willis et al., 2018). Academic qualification would also be another measure that would affect the selection process at the clinic. While RNs would be required to form part of the clinic workforce, DNPs would be required to manage the facility and develop an effective healthcare plan that would allow the clinic to meet its desired needs. Also, the DNPs would be tasked with designing an effective training process for new clinic employees. Training and development are one of the main principles in the HR department that aims at increasing the quality and safety of care (Willis et al., 2018). Workers need effective training on organizational changes to increase their output. The training method applied in an organization will depend on the highly skilled healthcare professionals undertaking these tasks.

Staffing remains a central pillar at St. Anthony Medical Center such that if the clinic fails to address its staffing issues, it will not meet its desired goal. The healthcare industry defines its value and quality from the services offered to the clients. Quality services need a strong workforce motivated to achieve a positive patient outcome (Willis et al., 2018). However, poor services would be defined by a weak workforce who are not motivated to meet the desired goal at the clinic.

The competitive advantage measures would allow St. Anthony Medical Center to remain unique in the market. These are factors that would enable a patient to choose St. Anthony Medical Center out of other clinics within the region. The human resource department can sharpen its workforce’s skills to meet patients’ needs (Pepler & Martell, 2019). In this way, many patients would feel the need to seek the services from St. Anthony Medical Center as they are bound to get the quality and value, they expect in a healthcare setting.

Conclusion

St. Anthony Medical Center needs a strong workforce to meet its objectives in the future. Its success will start from aligning all departments to ensure efficiency by starting from the human capital invested in the organization. Besides, effective workforce planning directs a clinic to an increased optimization of resources that lowers the operational cost, further leading to increased productivity. The definition of success in a clinic offers enough evidence of all activities and departments’ efficiency.

References

Park, J. Y. (2019). Optimal safe staffing standard for right workforce planning. Journal of Learning and Teaching in Digital Age, 4(2), 42-44. https://dergipark.org.tr/en/pub/joltida/issue/55474/760116

Pepler, E., & Martell, R. C. (2019, January). Indigenous model of care to health and social care workforce planning. In Healthcare management forum (Vol. 32, No. 1, pp. 32-39). Sage CA: Los Angeles, CA: SAGE Publications. https://doi.org/10.1177%2F0840470418809105

Simkin, S., Chamberland-Rowe, C., & Bourgeault, I. L. (2021). An integrated primary care workforce planning toolkit at the regional level (part 2): quantitative tools compiled for decision-makers in Toronto, Canada. Human Resources for Health, 19(1), 1-11. https://doi.org/10.1186/s12960-021-00595-y

Willis, G., Cave, S., & Kunc, M. (2018). Strategic workforce planning in healthcare: A multi-methodology approach. European Journal of Operational Research, 267(1), 250-263. https://doi.org/10.1016/j.ejor.2017.11.008