Introduction and conclusion Essay Example

Introduction

Health care organizations such as Patton-Fuller greatly strive for excellent and quality care. Multi-disciplinary teams normally strive to develop and maintain improved standards of patient care as well as customer service. Therefore, intense scrutiny of both the annual and financial statements are considered the essential aspects in understanding the enhancements of financial ratios as well as the existing relationships between sources of revenue and the expenses incurred. This implies that critical observation, planning and control are most essential tools used in both financial reporting and the grouping of resources and expenses. Based on the 2009 and 2008 balance sheet, it can be identified that the financial ratio for the Patton-Fuller Community hospital is no longer making any improvement. Therefore, human resource planning should be considered in Patton-Fuller hospital so as to enable it anticipate its future human resource management needs as well as identify the best practices that can aid the hospital to meet such needs. In addition, human resource planning helps in ensuring the required people with appropriate traits and skills are available. This will enable the organization to gain full control of its future needs by preparing for the expected events (Losey, Meisinger & Ulrich, 2005).

In cases where failing to have a proper plan for their own human resources, most employers are obliged to respond to the related events after their occurrence, rather than prior to their happenings. They turn out to be reactive rather than being proactive.
As a result, Patton-Fuller health organization seems to be unable to make correct anticipation of an increase for its future demand for workforce or personnel. This suggests that the health care organization will be obliged to recruit personnel at its last minute, and thus may fail to obtain the best or most competent candidates. On the other hand, at its worst, Patton-Fuller health organization may grow to be seriously understaffed.
This indicates that the understaffing causes the existing employees to experience much stress as they make attempts to meet the increased demand without sufficient resources and assistance.

Statistical approaches such as trend, regression and ratio analysis are the most commonly used methods in workforce demand forecasting.
A case with Patton-Fuller health care organization, trend analysis should be used to plan and determinethe future demand for its workforces or human resources. This is projected based on the organizations past health care business trends in regard to a business factor. The relationship between a business factor such as raises in wages as well as changes within the nurse-to-patient ratio and workforce size are depicted. It becomes apparent that an increase in a business factor leads to the increase in the size of workforce size needed (Aiken et al. 2002).

Conclusion

Critical observation, planning and control are the most essential tools used in both financial reporting and the grouping of resources and expenses. Human resource planning should be considered in Patton-Fuller hospital in order to enable it anticipate its future human resource management needs as well as identify the best practices that can aid the hospital to meet such needs. Trends and factors are always important aspects that organizations need to adjust to so as to optimize their success. Failure to have a proper plan for human resources, forces employers to respond to the associated events as they occur, rather than prior to their happenings. As a result, they turn out to be reactive rather than being proactive.

References

Aiken, L.H., et al., (2002). Hospital Nurse Staffing and Patient Mortality, Nurse Burnout, and Job Dissatisfaction. 288(16)

Losey, M., Meisinger, S & Ulrich, D. eds. (2005). The Future of Human Resource Management: 64 Thought Leaders Explore the Critical HR Issues of Today and Tomorrow. New York: John Wiley & Sons.