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Article
Publication date: 10 December 2021

Elissa Tucker

The purpose of this APQC (American Productivity and Quality Center) research study is to understand which strategic workforce planning approaches are currently in use;…

Abstract

Purpose

The purpose of this APQC (American Productivity and Quality Center) research study is to understand which strategic workforce planning approaches are currently in use; whether these approaches are meeting business needs; and what workforce planning challenges organizations are facing today.

Design/methodology/approach

This study involved survey research with 236 valid respondents representing organizations from a wide range of industries, regions, workforce sizes and revenues. American productivity and quality center (APQC) identified 46 “best-in-class” workforce planners from among these organizations based on their consistent achievement of superior results from workforce planning.

Findings

Best-in-class workforce planners are doing more than closing skills gaps and reducing skills surpluses. They are optimizing talent. Leveraging technology, varied work arrangements and employee development, they assemble the optimal mix of talent to achieve business goals.

Originality/value

The findings provide insight into how best-in-class workforce planners build a strong foundation for effective workforce planning through the distinctive ways they use process, people, technology and time. Organizations that adopt the practices and approaches of best-in-class workforce planners can drive improvements in their own workforce planning process.

Details

Strategic HR Review, vol. 21 no. 1
Type: Research Article
ISSN: 1475-4398

Keywords

Article
Publication date: 15 November 2022

Omar Farooq and Mukhammadfoik Bakhadirov

This study aims to document the effect of educated workforce on the decision of small and medium enterprises (SMEs) to use external auditors to verify their financial statements.

Abstract

Purpose

This study aims to document the effect of educated workforce on the decision of small and medium enterprises (SMEs) to use external auditors to verify their financial statements.

Design/methodology/approach

This paper uses the probit regression models and the data from 141 developing countries to test the arguments presented in this paper. The data is provided by the World Bank’s Enterprise Surveys and is collected during the period between 2006 and 2020.

Findings

The paper shows that SMEs with inadequate access to educated workforce are more likely to use external auditors to verify their financial statements. The findings are robust to the comprehensive inclusion of relevant controls and to a number of sensitivity tests. The sensitivity tests include dividing samples based on SME’s size, country’s gross domestic product and country’s location. The results also remain qualitatively the same after correcting for potential endogeneity concerns. Furthermore, the paper shows that the relationship between access to educated workforce and the choice of external audit is moderated by several SME-specific characteristics, such as its size, ownership concentration, managerial experience and tax-related problems.

Originality/value

This is an initial attempt to highlight the role played by the quality of workforce on the choice of external audit among SMEs in an international context. Most of prior literature on this topic focuses on the publicly listed firms.

Details

Journal of Financial Reporting and Accounting, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1985-2517

Keywords

Article
Publication date: 1 May 2006

Malcolm Philip and Peter Lindley

The authors make the case for concluding that current workforce models stop short at workforce planning. These are not truly integrated approaches that take an inclusive…

208

Abstract

The authors make the case for concluding that current workforce models stop short at workforce planning. These are not truly integrated approaches that take an inclusive approach to the involvement of stakeholders. Nor do current models put the service users first in terms of designing a holistic workforce development process driven by and for the service user. The authors go on to articulate the key features of such a service user‐focused approach.

Details

The Journal of Mental Health Training, Education and Practice, vol. 1 no. 1
Type: Research Article
ISSN: 1755-6228

Keywords

Article
Publication date: 1 June 2003

Roslyn Hope and John Allcock

Abstract

Details

Mental Health Review Journal, vol. 8 no. 2
Type: Research Article
ISSN: 1361-9322

Article
Publication date: 1 April 2008

Annemarie Wille and Barry Nixon

New Zealand is not alone in facing challenges for the building and sustaining of a future health workforce that can meet the needs of a diverse population. In this…

Abstract

New Zealand is not alone in facing challenges for the building and sustaining of a future health workforce that can meet the needs of a diverse population. In this article, the author describes how New Zealand has begun to build on models developed from the UK and elsewhere to attend to workforce issues in the child and adolescent mental health and addictions sector. The workforce planning development model being implemented by the Werry Centre for Child and Adolescent Mental Health has a solid pedigree, with a very New Zealand focused process for implementation.

Details

The Journal of Mental Health Training, Education and Practice, vol. 3 no. 1
Type: Research Article
ISSN: 1755-6228

Keywords

Article
Publication date: 11 May 2012

Rhidian Hughes

The purpose of this paper is to identify and review the leadership challenges in workforce planning, paying special reference to adult social care primarily in England…

247

Abstract

Purpose

The purpose of this paper is to identify and review the leadership challenges in workforce planning, paying special reference to adult social care primarily in England (UK) whilst raising leadership issues that have international resonance.

Design/methodology/approach

This is a viewpoint which presents a distillation of key issues, challenges and relevant literature spanning workforce planning, human resources and social care.

Findings

The paper finds that growing demands on services, rising expectations for personalised care and support, together with the provision of safe and effective joined up care are some of the key drivers facing social care and wider public services. Leaders need to ensure a robust data and evidence base, sound interpretation of intelligence as well as building integrated approaches to workforce planning both within and between services.

Practical implications

Workforce leadership provides the bedrock to ensuring social care builds the workforce required for the future. As services undergo redesign and transformation the workforce planning task is more important now than ever and is a key responsibility for every organisation's leadership, including chief executives, commissioners and workforce specialists.

Originality/value

Workforce planning in social care is afforded relatively little attention and the analysis presented in this paper provides the stimulus for debate.

Details

International Journal of Leadership in Public Services, vol. 8 no. 2
Type: Research Article
ISSN: 1747-9886

Keywords

Article
Publication date: 11 October 2022

Mari Kurashvili, Karin Reinhold and Marina Järvis

The aim of this paper is to review research conducted on managing the ageing healthcare workforce and identify gaps for further research.

Abstract

Purpose

The aim of this paper is to review research conducted on managing the ageing healthcare workforce and identify gaps for further research.

Design/methodology/approach

A systematic literature search of studies in the English language was carried out in Scopus and Web of Science databases.

Findings

The study consists of an analysis of 75 published articles. The majority of the papers were published in recent years, indicating a growing interest in the field. The authors specified the following inclusion criteria: all years, articles/reviews, English language and full text in the Web of Science and Scopus databases. The authors of the paper illustrated seven major categories with different topics that were suggested for future research. It included: challenges of labor market in the healthcare field, age-related changes and their influence on work ability, training opportunities and lifelong learning among ageing health workforce, motives of early retirement, ageing and its relationship to Occupational Health and Safety. Longitudinal studies and case study strategy with mixed-methods approaches were suggested for future research by the authors.

Originality/value

The paper summarizes knowledge related to the management of ageing health workforce, describes topics researched and as a result, presents findings on and conclusions about the most important future implications of the ageing workforce for management in the healthcare field providing lines for further research. To the authors' knowledge, no holistic systematic literature reviews have been published in academic journals targeted specifically to ageing healthcare workers.

Details

Journal of Health Organization and Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1477-7266

Keywords

Book part
Publication date: 8 July 2010

Kay F. Quam

Two major trends – demographic shifts in the working-age population, and the proliferation of web technologies – are having a profound and generally unrecognized effect on…

Abstract

Two major trends – demographic shifts in the working-age population, and the proliferation of web technologies – are having a profound and generally unrecognized effect on the nature and characteristics of work, and on opportunities for the mature workforce. Key features of the workplace point to seven broad work trends. These trends have significant implications for organizations and for older workers. Six interdependent organizational changes are central to the far-reaching effects on enterprises and operating approaches. These changing work characteristics require certain essential behaviors for mature workers to be successful in the contemporary work environment. Such a dynamic workplace provides opportunity to introduce new thinking and propose new models. Realigning organizational and workforce interests calls for developing solutions beyond the individual level, reorienting enterprise capabilities, and reframing of the organization development practitioner role as work ecosystem advisor. High-leverage strategies and systemic interventions, such as multiconstituent initiatives and action research, can be used to influence constructively the multifaceted world of work.

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-0-85724-191-7

Book part
Publication date: 22 May 2017

Melissa K. Van Dyke

Often overlooked in discussions related to how to ensure accessible and affordable high-quality early childhood education is the heavy burden that has been carried by the…

Abstract

Often overlooked in discussions related to how to ensure accessible and affordable high-quality early childhood education is the heavy burden that has been carried by the early childhood workforce; the data reveal a level of exploitation of this workforce that must be considered and addressed. This chapter will focus attention on the economic realities of the early childhood workforce as a key element to achieve equitable access to affordable high-quality early childhood services.

Details

African American Children in Early Childhood Education
Type: Book
ISBN: 978-1-78714-258-9

Keywords

Article
Publication date: 31 May 2022

Shalini Menon and M. Suresh

The higher education sector has been lately facing new challenges. The ease and speed with which the workforce adapts to these changes determine their agility level. This…

Abstract

Purpose

The higher education sector has been lately facing new challenges. The ease and speed with which the workforce adapts to these changes determine their agility level. This study attempts to develop a conceptual model to measure workforce agility in higher education.

Design/methodology/approach

An extensive literature review revealed limited research on workforce agility assessment. This study addresses the research gap by developing a workforce agility assessment framework and testing the model in a higher education institution (HEI). The study applied the fuzzy logic method for the assessment.

Findings

The computed value of the fuzzy-workforce agility index (3.72, 5.27, 6.86) indicates that the HEI chosen for the assessment is Agile. The fuzzy performance importance index helped identify the six-weak attributes that require immediate attention and improvement.

Practical implications

The proposed framework would help the institution's management understand the current agility level of their workforce and take corrective actions to improve the identified weak attributes.

Originality/value

The study has contributed to the literature of workforce agility assessment by creating a conceptual model for evaluating workforce agility in higher education. This model can be applied to any HEI.

Details

Higher Education, Skills and Work-Based Learning, vol. 12 no. 6
Type: Research Article
ISSN: 2042-3896

Keywords

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