The Impact of Workforce Planning and Development in Times of Delivery System Transformation
if you were to ask 10 people what they believe to be the most significant issue facing healthcare today, you might get 10 different answers. Escalating costs? Regulation? Technology disruption? Social Determinants such as environment/community, education, access/quality to healthcare?
These and many other topics are worthy of discussion. Not surprisingly, much has been said in the research, within the profession, and in the news about these topics. Whether they are issues of finance, quality, workload, or outcomes, there is no shortage of changes to be addressed.
In this Discussion, you examine a national healthcare issue and consider how that issue may impact your work setting. You also analyze how your organization has responded to this issue.
• Review the Resources and select one current national healthcare issue/stressor to focus on.
• Reflect on the current national healthcare issue/stressor you selected and think about how this issue/stressor may be addressed in your work setting.
• Post a description of the national healthcare issue/stressor you selected for analysis, and explain how the healthcare issue/stressor may impact your work setting. Which social determinant(s) most affects this health issue? Then, describe how your health system work setting has responded to the healthcare issue/stressor, including a description of what changes may have been implemented. Be specific and provide examples.
Resources
• Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
o Chapter 2, “Transformational Leadership: Complexity, Change, and Strategic Planning” (pp. 34–62)
o Chapter 3, “Current Challenges in Complex Health Care Organizations and the Quadruple Aim” (pp. 66–97)
Read any TWO of the following (plus TWO additional readings on your selected issue):
• Auerbach, D. I., Staiger, D. O., & Buerhaus, P. I. (2018). Growing ranks of advanced practice clinicians—Implications for the physician workforceLinks to an external site.. New England Journal of Medicine, 378(25), 2358–2360.
• Gerardi, T., Farmer, P., & Hoffman, B. (2018). Moving closer to the 2020 BSN-prepared workforce goal.Links to an external site. American Journal of Nursing, 118(2), 43–45.
• Jacobs, B., McGovern, J., Heinmiller, J., & Drenkard, K. (2018). Engaging employees in well-being: Moving from the Triple Aim to the Quadruple AimLinks to an external site.. Nursing Administration Quarterly, 42(3), 231–245.
• Norful, A. A., de Jacq, K., Carlino, R., & Poghosyan, L. (2018). Nurse practitioner–physician comanagement: A theoretical model to alleviate primary care strainLinks to an external site.. Annals of Family Medicine, 16(3), 250–256.
• Palumbo, M., Rambur, B., & Hart, V. (2017). Is health care payment reform impacting nurses' work settings, roles, and education preparation?Links to an external site. Journal of Professional Nursing, 33(6), 400–404.
• Park, B., Gold, S. B., Bazemore, A., & Liaw, W. (2018). How evolving United States payment models influence primary care and its impact on the Quadruple AimLinks to an external site.. Journal of the American Board of Family Medicine, 31(4), 588–604.
• Pittman, P., & Scully-Russ, E. (2016). Workforce planning and development in times of delivery system transformationLinks to an external site.. Human Resources for Health, 14(56), 1–15. doi:10.1186/s12960-016-0154-3. Retrieved from
https://human-resources-health.biomedcentral.com/track/pdf/10.1186/s12960-016-0154-3
• Poghosyan, L., Norful, A., & Laugesen, M. (2018). Removing restrictions on nurse practitioners' scope of practice in New York state: Physicians' and nurse practitioners' perspectivesLinks to an external site.. Journal of the American Association of Nurse Practitioners, 30(6), 354–360.
• Ricketts, T., & Fraher, E. (2013). Reconfiguring health workforce policy so that education, training, and actual delivery of care are closely connectedLinks to an external site.. Health Affairs, 32(11), 1874–1880.
The Impact of Workforce Planning and Development in Times of Delivery System Transformation
The healthcare industry is constantly evolving, with new challenges and stressors emerging regularly. One significant issue facing healthcare today is the need for effective workforce planning and development in times of delivery system transformation. This issue has far-reaching implications for healthcare organizations, including impacts on workload, quality of care, and outcomes. In this essay, we will explore the importance of workforce planning and development in addressing this issue and discuss how healthcare organizations can respond to it.
The National Healthcare Issue/ Stressor: Workforce Planning and Development
Workforce planning and development are critical components of a well-functioning healthcare system. As delivery system transformation occurs, there is a need for healthcare organizations to adapt and ensure that they have the right workforce in place to meet the evolving needs of patients and communities. However, workforce planning and development can be challenging due to various factors such as changing demographics, technological advancements, and policy changes.
Impact on Work Setting
The issue of workforce planning and development can have significant impacts on healthcare organizations’ work settings. Some of these impacts include:
Workload: In times of delivery system transformation, there may be an increased demand for healthcare services, which can lead to higher workloads for healthcare professionals. This can result in burnout, decreased job satisfaction, and compromised patient care.
Quality of Care: A well-planned and developed workforce is essential for delivering high-quality care. Without proper workforce planning and development, healthcare organizations may struggle to provide the level of care that patients need, resulting in decreased patient outcomes.
Outcomes: The effectiveness of healthcare organizations in achieving positive patient outcomes is directly tied to their ability to plan and develop their workforce. A lack of workforce planning and development can hinder the organization’s ability to deliver effective care and improve patient outcomes.
Social Determinants Impacting Workforce Planning and Development
Several social determinants can influence workforce planning and development efforts in healthcare organizations. These determinants include:
Education: The availability of educational resources and programs can impact the quality and quantity of the healthcare workforce. Access to quality education is crucial for developing competent healthcare professionals who can meet the demands of an evolving healthcare system.
Access to Healthcare: Limited access to healthcare services can impact workforce planning and development efforts, particularly in underserved communities. Inadequate access to care can result in a shortage of healthcare professionals in these areas, making it challenging to meet the healthcare needs of the population.
Environment/Community: The social and physical environment in which healthcare organizations operate can influence workforce planning and development. Factors such as the availability of resources, community support, and cultural considerations can impact the recruitment and retention of healthcare professionals.
Response in the Health System Work Setting
Healthcare organizations must respond effectively to the issue of workforce planning and development in times of delivery system transformation. Some strategies that organizations can employ include:
Strategic Planning: Developing a strategic plan that aligns with the organization’s goals and objectives is essential for effective workforce planning and development. This plan should consider factors such as changing demographics, emerging technologies, and policy changes.
Collaboration: Collaborating with stakeholders both within and outside the organization is crucial for successful workforce planning and development. Engaging with educational institutions, professional associations, and community organizations can help identify opportunities for collaboration and address workforce needs.
Training and Development Programs: Implementing training and development programs can help enhance the skills and competencies of the existing workforce. These programs should focus on addressing gaps in knowledge and skills that may arise due to delivery system transformation.
Recruitment and Retention Strategies: Developing effective recruitment and retention strategies can help attract and retain qualified healthcare professionals. These strategies may include offering competitive salaries, providing professional development opportunities, and creating a positive work environment.
In conclusion, workforce planning and development play a critical role in addressing the issue of delivery system transformation in healthcare. By recognizing the impacts of this issue on work settings, understanding the social determinants influencing it, and implementing appropriate strategies, healthcare organizations can navigate these challenges effectively. With a well-planned and developed workforce, organizations can deliver high-quality care, improve patient outcomes, and adapt to the ever-changing healthcare landscape.