HCA 502 – Human Resources – Forecasting Assignment
Assignment Description
This integrative experience requires learners to pull from the knowledge, skills, and abilities developed within this course. Learners will apply knowledge and perspective from the field of human resources and use interrelated competencies to complete this HCA 502 – Human Resources – Forecasting Assignment.
HR forecasting is the process of predicting demand and supply—whether it’s the number of employees or the types of skills that are needed and available to get the job done. Basic forecasting techniques include Quantitative assessments, using mathematical calculations that examine how many employees are needed and when. Techniques typically include using past data to predict future staffing needs. Additionally, organizations can use surveys, benchmarking, and modeling techniques to estimate workforce staffing numbers. In this activity, you will be engaged in practically applying your skills while forecasting the staffing needs of a healthcare organization.
Assignment Learning Objectives
Practice forecasting a healthcare organization’s human resource needs
Familiarize yourself with factors that affect a healthcare organization’s future human resource needs (growth, automation, turnover)
Acknowledge the complexities involved in creating human resource forecasts and remaining in line with budgets
Identify human resource forecasting and budgeting needs based on assumptions and that these assumptions are critical to the accuracy of the forecast and related budget. Incorrect assumptions lead to erroneous forecasts and budgets
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This HCA 502 – Human Resources – Forecasting Assignment assignment will prepare learners for future assignments throughout the MHA program.
This HCA 502 – Human Resources – Forecasting Assignment assignment addresses the following competencies:
CAHME Domain Alignment
HCA Competency Alignment
Competency Overview
and Description
Knowledge of the Healthcare System
Human Resource Management
Please see the About This Course area of the Canvas course room for detailed information regarding competency reinforcement and/or measurement criteria.
Critical Thinking, Analysis, and Problem Solving
Analytical Thinking
Communications and Interpersonal Effectiveness
Communication Skills I – Writing
Critical Thinking, Analysis, and Problem Solving
Information Seeking
Assignment Instructions
Required to Complete Assignment:
1-2 hours
You have been given the assignment of forecasting the human resource needs of Cape Fear Healthcare (referred to as “the organization”) which currently employs approximately 950 people, by the VP of Human Resources. The organization presently has 50 clinics throughout the metropolitan area, employing 550 persons. The organization expects to add 25 additional clinics during the next three years. Clinics within the organization differ considerably in size, so the figures represent averages.
During the past month, the organization has placed an order for 30 automated telehealth units to be placed in its former clinic spaces. These units are scheduled to be in operation on December 31, one year from now. The organization has found that one less clinic nurse is needed on average for each new telehealth unit purchased. A breakdown of the organization’s current staffing is shown in
Table 2.1
.
Table 2.1. Cape Fear Healthcare Present Staffing Distribution
Number of Clinics
50
Practice Managers per Clinic
1
Number of Practice Managers
50
Nurses per Clinic
10
Number of Nurses
500
Clinic Employees (subtotal)
550
System Office Employees (subtotal)
400
Cape Fear Healthcare Employees (total)
950
The VP of Human Resources has asked you to perform these three (3) human resources forecasting tasks:
First, based on the assumptions given below:
You are making all projections in December for subsequent years ending December 31.
Concerning former clinics, assume:
The 50 former clinics employ one practice manager and ten nurses each.
On December 31 of year 1, 30 telehealth units were placed in operation, which replaced 30 nurses.
The clinic does not terminate any employees because of the new telehealth units. Instead, as nurses quit throughout the year, 30 are not replaced.
Turnover is 30% for nurse personnel and 20% for practice managers.
HCA 502 – Human Resources – Forecasting Assignment
Concerning new clinics, assume:
New clinics are added as follows: 5 in Year 1, 10 in Year 2, and 10 in Year 3.
Each new clinic employs 11 individuals (1-practice manager and ten nurses).
Turnover is 30% for nurse personnel and 20% for practice managers. Average cost of Clinic Nurse replacement is $46,100 with the range of $33,900 to $58,300 whereas Practice Manager replacement is $62,504 with a range of $54,294 and $70,715.
Concerning the system office, assume
Turnover will be 10% per year.
Name:
Insert Your Name Here
Date:
Insert Date Here
Question 1.
The VP of Human Resources would like you to determine employee turnover for the system office, the former clinics, and the new clinics for the next three years for each of the personnel categories below:
Your first assignment
is to complete Table 2.2:
Table 2.2. Turnover
Employee Category
Year 1
Year 2
Year 3
Former Practice Managers
Former Clinic Nurses
System Office
New Practice Managers
New Clinic Nurses
Question 2.
The VP of Human Resources would like to know the number of new employees the clinic will need to hire for each major personnel category for the following three (3) years.
Your second assignment is to complete Table 2.3:
Table 2.3. Number of Employees to be Hired
Employee Category
Year 1
Year 2
Year 3
Former Practice Managers
Former Clinic Nurses
System Office
New Practice Managers
New Clinic Nurses
Totals
Question 3.
The VP of Human Resources would like to know the total number of employees working for the clinic at the end of the following three (3) years. HCA 502 – Human Resources – Forecasting Assignment
Your third assignment is to complete Table 2.4:
Table 2.4. Year-End Employment
Employee Category
Year 1
Year 2
Year 3
Former Practice Managers
Former Clinic Nurses
System Office
New Practice Managers
New Clinic Nurses
Totals
Question 4.
The VP of Human Resources would like to know the total replacement costs for Clinic Nurses based on a replacement cost calculation per Full-Time Equivalent (FTE) for the following three (3) years.
Your fourth assignment is to complete Table 2.5:
Table 2.5. Replacement Cost per Full-Time Equivalent (FTE)
Employee Category
Year 1
Year 2
Year 3
Replacement Cost for Clinic Nurses
Assignment Due Date
This HCA 502 – Human Resources – Forecasting Assignment assignment is due at the end of Module 3, by 11:59 pm EST
Please note that you will be utilizing the Excel File(s)
Accompanying this document to complete this activity.
Both files must be submitted for grading and assessment within Canvas
.
Instructions: Any cell with a color should have numbers inserted as the are function and formulas that would automatically populate other cells
Former Cape Fear Healthcare Staffing
Year 1
Turnover Rates Year 1
Turnover Numbers Year 1
Employed after Year 1
Turnover Rates Year 2
Turnover Numbers Year 2
Employed after Year 2
Turnover Rates Year 3
Turnover Numbers Year 3
Employed after Year 3
Number of Clinics
Practice Managers per Clinic
Number of Practice Managers
0
0.2
0
0
0.2
0
0
0.2
0
0
Nurses per Clinic
0
Telehealth Units
Number of Nurses
0
0.3
0
Total nurse turnover less Telehealth Employees
0
Total Nurses and Telehealth Units
0
0.3
0
0
0.3
0
0
System Office Employees
0.1
0
0
0.1
0
0
0.1
0
0
Total Employees
0
0
0
0
0
0
0
New Clinic Year Cape Fear Staffing
New Clinic Year 1
Year 1
Turnover Rates Year 1
Turnover Numbers Year 1
Employed after turnover after Year 1
New Clinic Year 2
Year 2
Total Employed Year 2
Turnover Rates Year 2
Turnover Numbers Year 2
Employed after turnover after Year 2
New Clinic Year 3
Year 3
Total Employed Year 3
Turnover Rates Year 3
Turnover Numbers Year 3
Employed after turnover after Year 3
Number of Clinics
Practice Managers per Clinic
Number of Practice Managers
0
0.2
0
0
0
0
0.2
0
0
0
0
0.2
0
0
Nurses per Clinic
0
Number of Nurses
0
0.3
0
0
0
0
0.3
0
0
0
0
0.3
0
0
Total Employees
0
0
0
0
0
0
0
0
0
0
0
Total Number of Employees Needed
Year 1
Year 2
Year 3
Former Practice Managers
0
0
0
Former Clinic Nurses
0
0
0
System Office
0
0
0
New Practice Managers
0
0
0
New Clinic Nurses
0
0
0
Totals
0
0
0
Number of Employees to be Hired
Year 1
Year 2
Year 3
Former Practice Managers
0
0
0
Former Clinic Nurses
0
0
0
System Office
0
0
0
New Practice Managers
0
0
0
New Clinic Nurses
0
0
0
Totals
0
0
0
Table 2.2. Turnover
Employee Category
Year 1
Year 2
Year 3
Former Practice Managers
0
0
0
Former Clinic Nurses
0
0
0
System Office
0
0
0
New Practice Managers
0
0
0
New Clinic Nurses
0
0
0
Table 2.3. Number of Employees to be Hired
Employee Category
Year 1
Year 2
Year 3
Former Practice Managers
0
0
0
Former Clinic Nurses
0
0
0
System Office
0
0
0
New Practice Managers
0
0
0
New Clinic Nurses
0
0
0
Totals
0
0
0
Table 2.4. Year-End Employment
Employee Category
Year 1
Year 2
Year 3
Former Practice Managers
0
0
0
Former Clinic Nurses
0
0
0
System Office
0
0
0
New Practice Managers
0
0
0
New Clinic Nurses
0
0
0
Totals
0
0
0
Table 2.5. Replacement Cost per Full Time Equivalent (FTE)
Employee Category
Year 1
Year 2
Year 3
Replacement Cost for Clinic Nurses
$0.00
$0.00
$0.00
HCA 502 – Human Resources – Forecasting Assignment
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