A New Dynamic Nursing Workforce Planning Considering Skills Required at the Different Organizational Hierarchy: An Optimal Control Method

Journal of System Management

دوره 8، شماره 3 - شماره پیاپی 31، آذر 2022، صفحه 1-12   

نوع مقاله: Research Paper

شناسه دیجیتال (DOI): 10.30495/jsm.2022.1955667.1631

نویسندگان

Shila Monazam Ebrahimpour¹؛ Fariborz Rahimnia^{* 2}؛ Alireza pooya³؛ Mohammad Mahdi Farahi⁴؛ Morteza Pakdaman⁵

¹Ph.D. Graduated from Department of Management, Faculty of Economics & Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran

²Professor of Department of Management, Faculty of Economics & Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran

³Professor of Department of Management, Faculty of Economics & Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran

⁴Assistant Professor of Department of Management, Faculty of Economics & Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran

⁵Assistant Professor of Atmospheric Science and Meteorological Research Center (ASMERC), Atmospheric Science and Meteorological Research Center (ASMERC), Mashhad, Iran

چکیده

As a vital practice in human resources management, workforce planning determines that the organization is needed how many workforces, when, and which position. Workforce planning is not formed in a vacuity, and job variables such as skill, ability, and knowledge affect the planning. This study examines workforce planning in the health sector concerning the workforce's flows such as recruitment, promotion, degradation, fired, retention, and termination of the contract according to the skill audit and the role of performance appraisal results in this program. For this purpose, a dynamic model has been applied that can provide optimal answers to the number of workforces required and the workforce's flows at any time during the planning periods. This model has been implemented in a hospital ward with two levels of hierarchy: nurses, supervisors, and nursing directors. The results show that the designed system can converge the existing values to the optimal values by noting delays by the optimal control model.

کلیدواژه‌ها

Nursing workforce dynamic planning؛ Optimal control؛ Workforce’s flows؛ Skill audit؛ Hospital ward

مراجع

Aickelin U. and Dowsland K. A. (2004). An indirect genetic algorithm for a nurse-scheduling problem. Computers & Operations Research; 31: 761–778. https://doi.org/10.1016/S0305-0548(03)00034-0

Al-Sawai A. and Al-Shishtawy MM. (2015). Health workforce planning: an over-view and suggested approach in Oman. SQU Med J.; 15(1): 27–33.

Andrews Y. (1988), The Personnel Function, Pretoria: Haum

Bourgault J., Charih M., Maltais D. and Rouillard L. (2006). Hypotheses concerning the prevalence of competencies among government executives. According to three organizational variables. Public personnel management; 35(3): 89-119. https://doi.org/10.1177/009102600603500201

Curson J. A., Dell M. E., Wilson R. A., Bosworth D. L. and Baldauf B. (2010). Who does workforce planning well?. International Journal of Health Care Quality Assurance; 23(1): 110–119. DOI: 10.1108/09526861011010712

Davis A., Mehrotra S., Holl J. and Daskin M.S. (2014). Nurse staffing under demand uncertainty to reduce costs and enhance patient safety. Asia-Pac. J. Oper. Res., 31 (01) (2014), pp. 1-19, 10.1142/s0217595914500055

Drake R. (2013). Nursing workforce planning: insights from seven Malaysian hospitals. British Journal of Nursing; 22(2): 95-100.  DOI: 10.12968/bjon.2013.22.2.95

Ekhosuehi VU. (2016). On the dynamics of workforce-mix in a manpower system. ORiON journal; 32 (2): 105-122. https://doi.org/10.5784/32-2-534

Hassani S. A., Mobaraki H., Bayat M. and Mafimoradi S. (2013). Right place of human resource management in the reform of health sector. Iran J Public Health; 42(1): 56-62.

Jaafari A., Daneshfard J. and Mehrara A. (2021). Identifying Indicators and Components of Knowledge Capital and Human Resource Strategies in the Iranian Higher Education System. Journal of System Management; Vol. 7(3), pp. 263-281. DOI: 10.30495/jsm.2021.1934005.1492

Kwak N. K. and Lee C. (1997). A linear goal programming model for human resource allocation in a health-care organization. J Med Syst; 21(3): 129–140. https://doi.org/10.1023/A:1022850505219

Lanzarone E. and Matta A. (2014). Robust nurse-to-patient assignment in home care services to minimize overtimes under continuity of care. Oper Res Health Care, doi: 10.1016/j.orhc. https://doi.org/10.1016/j.orhc.2014.01.003

Latifian S. and Karimi H. (2018). The Success of the Strategic Plan of Imam Reza(AS) Hospital - Mashhad. Journal of System Management; Vol. 4(4), pp. 65-82. DOI: 20.1001.1.23222301.2018.4.4.4.4

Lopes M. A., Almeida A. S. and Almada-Lobo, B. (2015). Handling healthcare workforce planning with care: where do we stand?. Human Resources for Health; 13(38): 1-19. https://doi.org/10.1186/s12960-015-0028-0

Maier T. and Afentakis A. (2013). Forecasting supply and demand in nursing professions: impacts of occupational flexibility and employment structure in Germany. Hum Resour for Health; 11(1): 1-13. https://doi.org/10.1186/1478-4491-11-24

Mouza A. M. (2008). Application of optimal control in manpower planning. Quality & Quantity; 44(2): 199–215. https://doi.org/10.1007/s11135-008-9189-4

Latifian S. and Karimi H. (2018). The Success of the Strategic Plan of Imam Reza(AS) Hospital – Mashhad. Journal of System Management (JSM); 4(4), pp. 65-82. 20.1001.1.23222301.2018.4.4.4.4

Pichery C. (2014). Sensitivity Analysis. Editor(s): Philip Wexler, Encyclopedia of Toxicology (Third Edition), Academic Press, pp. 236-237. ISBN 9780123864550. https://doi.org/10.1016/B978-0-12-386454-3.00431-0

Pooya A. and Pakdaman M. (2018). A new continuous time optimal control model for manpower planning with promotion from inside the system. Operational Research. DOI: https://doi.org/10.1007/s10845-017-1383-6

Pooya A., Pakdaman M. and Monazam Ebrahimpour S. (2020). A continuous-time optimal control model for workforce planning considering human resource strategies (HRS). Kybernetes. DOI: https://doi.org/10.1108/K-05-2020-0252

Saharkhiz Roshandel F., Haghighat Monfared J. and Adab H. (2022). A Model of Evaluating the Agile of Health Care Institute using a Stable Balanced Score Card (Case study: selected Hospitals in Gilan province). Journal of System Management (JSM); 8(1), pp. 73‐88. Doi: 0.30495/jsm.2022.1938932.1514

Sabet A. and Razeghi S. (2019). Presentation of Structural Equation Modeling the Role of Human Resource Strategies on the Development of Job Performance. Journal of System Management; 2, pp. 189-210. 20.1001.1.23222301.2019.5.2.9.2

Snell S., Morris Sh. and Bohlander GW. (2018). Managing Human Resources. 18th ed., USA: South-Western.

Syyadi Tooranloo H., Saghafi S. and Ayatollah A. S. (2020). Evaluation of Failure Causes in Employing Hospital Information Systems. Journal of System Management; 6(3), pp. 31-76. DOI: 10.30495/jsm.2021.678894

Udom A.U. (2014). Optimal controllability of manpower system with linear quadratic performance Index. Brazilian Journal of Probability and Statistics; 28(2): 151-166. DOI: 10.1214/12-BJPS195

Venkataramana R. R. and Bruscob M. J. (1996). An integrated analysis of nurse staffing and scheduling policies. Omega; 24(1): 57-71. https://doi.org/10.1016/0305-0483(95)00051-8

Walker J. W. (1980), Human Resource Planning. New York: McGraw-Hill

World Health Organization (2010). Models and tools for health workforce planning and projections, Geneva, WHO (http://whqlibdoc.who.int/publications/2010/9789241599016_eng.pdf?ua=1, accessed June 2010).

Xu T., Zhu H., Zhu C., Li P. and Xiong H. (2018). Measuring the Popularity of Job Skills in Recruitment Market: A Multi-Criteria Approach. AAAI [Internet]; 32(1). Available from: https://ojs.aaai.org/index.php/AAAI/article/view/11847