SHuRePlan

Strategic Human Resource Planning for Health and Social Care

  • Home
  • Steps
    • 1 Define Plan
      • 1.1 Rationale
      • 1.2 Function
      • 1.3 Scope
    • 2 Goals and Drivers
      • 2.1 Goals
      • 2.2 External Drivers
      • 2.3 Levers
      • 2.4 Mechanisms
    • 3 Demand
      • 3.1 Services
      • 3.2 Workforce Inputs
      • 3.3 Skills, Roles, Numbers
      • 3.4 New ways of working
    • 4 Supply
      • 4.1 Current Workforce
      • 4.2 Flows
      • 4.3 Levers
      • 4.4 New options
    • 5 Action Planning
      • 5.1 Gaps
      • 5.2 Hot Spots
      • 5.3 Options
      • 5.4 Strategy Development
      • 5.5 Strategy Testing
    • 6 Implementation
      • 6.1 Implementation
      • 6.2 Measuring Progress
      • 6.3 Course Corrections
      • 6.4 Reviewing the plan
  • Tools
    • Demand
    • Supply and labour market
    • Risks and decisions
    • Deployment and rostering
    • Skills and development
    • Information
  • Examples
  • Contact
  • Home
  • Steps
    • 1 Define Plan
      • 1.1 Rationale
      • 1.2 Function
      • 1.3 Scope
    • 2 Goals and Drivers
      • 2.1 Goals
      • 2.2 External Drivers
      • 2.3 Levers
      • 2.4 Mechanisms
    • 3 Demand
      • 3.1 Services
      • 3.2 Workforce Inputs
      • 3.3 Skills, Roles, Numbers
      • 3.4 New ways of working
    • 4 Supply
      • 4.1 Current Workforce
      • 4.2 Flows
      • 4.3 Levers
      • 4.4 New options
    • 5 Action Planning
      • 5.1 Gaps
      • 5.2 Hot Spots
      • 5.3 Options
      • 5.4 Strategy Development
      • 5.5 Strategy Testing
    • 6 Implementation
      • 6.1 Implementation
      • 6.2 Measuring Progress
      • 6.3 Course Corrections
      • 6.4 Reviewing the plan
  • Tools
    • Demand
    • Supply and labour market
    • Risks and decisions
    • Deployment and rostering
    • Skills and development
    • Information
  • Examples
  • Contact

Examples

This section will provide examples and case studies to support the approach shown in the step guide.

 

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