Ireland began actively recruiting nurses internationally in 2000. Between 2000 and 2010, 35% of new recruits into the health system were non-EU migrant nurses. Ireland is more heavily reliant upon international nurse recruitment than the UK, New Zealand or Australia. This paper draws on in-depth interviews (N=21) conducted in 2007 with non-EU migrant nurses working in Ireland, a quantitative su...

Background In 2011 Libya experienced significant unrest. There were many thousands of casualties and increased acquired disabilities. Many rely on local care services. Health services planning in a post-conflict environment requires accurate workforce information so capacity can be identified and service provision matched. Very little information was available about disability services or the w...

Under the conference sub-theme of preparing the workforce and skills development, this paper identifies and discusses some key human resource (HR) drivers for the academic library workforce of the 21st century. The value of strategic workforce planning is identified, and strategies around learning and development, appreciation and celebration, relationship building and collaboration, and conver...

This paper draws on the “human reliability” concept as a structure for gaining insight into the maintenance workforce assessment in a process industry. Human reliability hinges on developing the reliability of humans to a threshold that guides the maintenance workforce to execute accurate decisions within the limits of resources and time allocations. This concept offers a worthwhile point of de...

OBJECTIVES The purpose of this study was to scope the literature that exists about factors influencing oral health workforce planning and management in developing countries (DCs). METHODS The Arksey and O'Malley method for conducting a scoping review was used. A replicable search strategy was applied, using three databases. Factors influencing oral health workforce planning and management in ...

Governments and other policy makers use long-term planning models to support workforce planning decisions for regulating care markets and to ensure accurate balancing between care supply and demand. Our aim is to understand long-term effects of workforce planning decisions on care markets, in order to enhance health care policy making. We identify 25 key factors that influence care demand and s...

We propose a mathematical programming formulation that incorporates annualized hours and shows to be very flexible with regard to modeling various contract types. The objective of our model is to minimize salary cost, thereby covering workforce demand, and using annualized hours. Our model is able to address various business questions regarding tactical workforce planning problems, e.g., with r...

BACKGROUND There is a need to develop a national census of the health information workforce to inform the planning and forecasting of the workforce and inform education and training needs. Yet, this raises a number of issues that need to be incorporated into the planning stage. This paper discusses the issues and recommendations for the development of a national health information workforce cen...

Over the past three decades, evidence has accumulated that demonstrates that the US healthcare system as currently structured is untenable given the cost of healthcare, poor outcomes associated with this cost, imminent shortages in many categories of health professionals, and underutilization of other health professionals. The system also faces other challenges, such as the lack of access to ca...