Manpower Planning At Mayo Clinic-final 4kl17
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Manpower Planning at Mayo Clinic Group Flavia Rodrigues Geetanjali Goel Jainandra Sinha Aparna Nagarajan Reshma Prabhu Shradha Sethi Shilpa Pandey
CONTENTS • Manpower Planning – Requirements-after gap analysis • • • •
Location wise Skill wise Level wise-organisational hierarchy Quarter wise
– Sourcing –external and internal hiring – Age profile – Job Descriptions of 5 chosen grades 2
Aligning Manpower Planning with Business Strategy • Focus on team rather than individual contributors • Highest level of quality care to patients • Mayo’s strategic plan identifies the workforce as the key to success • Value based hiring • Qualities – Empathy, ability to handle ambiguity, flexible yet firm, utilitarianism • Diversity 3
Factors affecting Manpower Planning Organization objectives Retirement of the baby boomer generation and the lack of new talent. Shortage of skilled health IT professionals.(EHR) An impending trend of significant turnover The undertrained millennial generation Work life balance by companies Decreasing reimbursement 4
Requirements (location wise)
Gap Analysis Requirements = Attritions + Change in headcount from 2006 -2010 5
Requirements (location wise)
Gap Analysis Requirements = Attritions + Change in headcount from 2010 -2015 6
Classification of skills
No mention of jobs in Jacksonville site 7
Organizational structure Level 1
Management (CEO, COO)
Level 2 (CN)
Physicians
Scientists
Researchers
Level 3 (AHS)
Level 4
Nurse
Level 5
Clerical
Level 6
Labourers
8
Assumptions
Level based requirements
1. We have assumed the total number of employees to be hired/promoted for the management level (baby boomers). 2. 2. Turnover rate = 7% for levels 4, 5 and 6 3. 3. Growth % for 2015 was taken as 20% 9
Sourcing Strategies • Internal pool -outs from institutions d with Mayo Group and interns Promotions/ Succession planning Transfers
• External sourcing Job posting Community job fairs and college recruitment E – recruiting Contract 10
Skill wise sourcing strategies
11
Example of Succession planning
12
QUARTERLY GAP REPORT 2006 2007 2008 2009 2010 Total 2011 2012 2013 2014 2015 Total
Q1 137 138 70 137 138 620 300 399 399 378 369 1845
Q2 200 200 200 200 200 1000 400 433 416 416 416 2081
Q3 285 286 165 295 296 1327 477 478 477 478 476 2386
Q4 245 255 145 255 260 1160 211 210 210 211 210 1052
Total 892 904 480 912 919 4107 1388 1520 1502 1483 1471 7364 13
CONTD.. 1. Q1 of FY 2010 was the worst quarter in the US economy. Therefore requirements were the least. 2. Quarter wise distribution of the requirements was done based on the economy, campus recruitment , promotions and lateral hiring. 3. 2008 was recession hit, hence the least recruitment except in Q2. 14
REQUIREMENT • Internal – 15% Therefore the total number of people to be recruited internally between 2005 and 2010 is 620 and between 2011 to 2015 is 1100 • External – 85% 2005 and 2010 is 3487 and 2011 to 2015 is 6264 15
CONTD.. 1. Q1 of FY 2010 was the worst quarter in the US economy. Therefore requirements were the least. 2. Quarter wise distribution of the requirements was done based on the economy, campus recruitment , promotions and lateral hiring. 3. 2008 was recession hit, hence the least recruitment except in Q2. 16
Age profile AH (2010)
8%
12%
<=25
26-30
31-35
36-40
41-45
46-50
51-55
>55
11% 16% 12%
16%
12% 13%
17
Age profile CN (2010)
7% 19%
<=25
26-30
31-35
36-40
41-45
46-50
51-55
>55
14%
21%
18%
21%
18
Age profile AH (2015)
13%
8% 12%
<=25
26-30
31-35
36-40
41-45
46-50
51-55
>55
15% 13% 13% 13% 13%
19
Age profile CN (2015)
8%
<=25
19%
15%
26-30 31-35 36-40 41-45
20%
18%
46-50 51-55
20%
>55
20
How age profile affects Manpower Planning • • • • •
No person below 30 years of age in CN Marginal increase/decease in AHS Baby boomers effect Training for below 25 (AHS) 2010 – economy bad- only experienced staff recruited
21
JOB DESCRIPTIONS
22
• • • • •
Designation: Nursing Sister Grade I Job Type: Core Department: College of Nursing Reports to: Assistant Nursing Superintendent Salary Range( $): 46,651- 85,946
• Key responsibilities: Nursing care of Patients, Ward management, Teaching & Supervision • Qualification: Academics: Bachelor of Science in Nursing ( BSN) Experience: 3-5 years • Competencies : Should be able to foster team spirit in her area of works as a team leader
• • • • •
Designation: Nursing Sister Grade II Job Type: Core Department: College of Nursing Reports to: Nursing Sister Grade I Salary Range( $): 41,050 – 79,481
• Key responsibilities: Direct Patient’s care, ward management • Qualification: Academics: Associate Degree Nursing (ADN) Experience: 1-4 years • Competencies : Empathy for patients, istrative skills
• Designation: Gastroenterologist • Job Type: Contract • Department: Gastroenterology and Human Nutrition • Reports to: Chief of Gastroenterology • Salary Range( $): 147,948– 402,774
• Key responsibilities: To perform bedside procedures liver biopsy and ascitic fluid parancetisis, suggesting gastrointestinal surgery if required • Qualification: Doctor of Medicine (MD) Experience: 9- 12 years • Competencies : Sound Knowledge and Ability to diagnose and treat gastrointestinal disorders, liver and pancreatobilary disorders
• • • • •
Designation: Radiologic Technologist Job Type: Core Department: Radio Diagnosis Reports to: Head of Radiology Department Salary Range( $): 26,582– 72,560
• Key responsibilities: Provides information to diagnose patient illnesses by operating radiologic equipment to produce radiographs. • Qualification: Certificate Radiologic Technology Experience: 1-4 years • Competencies : Quality Focus, Planning, Technical Understanding, People Skills, Dependability, Creating a Safe, Effective Environment, Analyzing Information
• • • • •
Designation: HR Director Job Type: Core Department: Human Resources Reports to: CEO Salary Range( $): 130,053- 345,111
• Key responsibilities: Recruitment of employees, training, functioning, setting the salaries and benefits of employees and managing employee-employer relations • Qualification: Master of Science( MS), Human resource Management ( HRM) • Experience: 7 - 11 years • Competencies :Interpersonal Skills, Negotiation skills, Thorough understanding of all the departments
Thank You
33
CONTENTS • Manpower Planning – Requirements-after gap analysis • • • •
Location wise Skill wise Level wise-organisational hierarchy Quarter wise
– Sourcing –external and internal hiring – Age profile – Job Descriptions of 5 chosen grades 2
Aligning Manpower Planning with Business Strategy • Focus on team rather than individual contributors • Highest level of quality care to patients • Mayo’s strategic plan identifies the workforce as the key to success • Value based hiring • Qualities – Empathy, ability to handle ambiguity, flexible yet firm, utilitarianism • Diversity 3
Factors affecting Manpower Planning Organization objectives Retirement of the baby boomer generation and the lack of new talent. Shortage of skilled health IT professionals.(EHR) An impending trend of significant turnover The undertrained millennial generation Work life balance by companies Decreasing reimbursement 4
Requirements (location wise)
Gap Analysis Requirements = Attritions + Change in headcount from 2006 -2010 5
Requirements (location wise)
Gap Analysis Requirements = Attritions + Change in headcount from 2010 -2015 6
Classification of skills
No mention of jobs in Jacksonville site 7
Organizational structure Level 1
Management (CEO, COO)
Level 2 (CN)
Physicians
Scientists
Researchers
Level 3 (AHS)
Level 4
Nurse
Level 5
Clerical
Level 6
Labourers
8
Assumptions
Level based requirements
1. We have assumed the total number of employees to be hired/promoted for the management level (baby boomers). 2. 2. Turnover rate = 7% for levels 4, 5 and 6 3. 3. Growth % for 2015 was taken as 20% 9
Sourcing Strategies • Internal pool -outs from institutions d with Mayo Group and interns Promotions/ Succession planning Transfers
• External sourcing Job posting Community job fairs and college recruitment E – recruiting Contract 10
Skill wise sourcing strategies
11
Example of Succession planning
12
QUARTERLY GAP REPORT 2006 2007 2008 2009 2010 Total 2011 2012 2013 2014 2015 Total
Q1 137 138 70 137 138 620 300 399 399 378 369 1845
Q2 200 200 200 200 200 1000 400 433 416 416 416 2081
Q3 285 286 165 295 296 1327 477 478 477 478 476 2386
Q4 245 255 145 255 260 1160 211 210 210 211 210 1052
Total 892 904 480 912 919 4107 1388 1520 1502 1483 1471 7364 13
CONTD.. 1. Q1 of FY 2010 was the worst quarter in the US economy. Therefore requirements were the least. 2. Quarter wise distribution of the requirements was done based on the economy, campus recruitment , promotions and lateral hiring. 3. 2008 was recession hit, hence the least recruitment except in Q2. 14
REQUIREMENT • Internal – 15% Therefore the total number of people to be recruited internally between 2005 and 2010 is 620 and between 2011 to 2015 is 1100 • External – 85% 2005 and 2010 is 3487 and 2011 to 2015 is 6264 15
CONTD.. 1. Q1 of FY 2010 was the worst quarter in the US economy. Therefore requirements were the least. 2. Quarter wise distribution of the requirements was done based on the economy, campus recruitment , promotions and lateral hiring. 3. 2008 was recession hit, hence the least recruitment except in Q2. 16
Age profile AH (2010)
8%
12%
<=25
26-30
31-35
36-40
41-45
46-50
51-55
>55
11% 16% 12%
16%
12% 13%
17
Age profile CN (2010)
7% 19%
<=25
26-30
31-35
36-40
41-45
46-50
51-55
>55
14%
21%
18%
21%
18
Age profile AH (2015)
13%
8% 12%
<=25
26-30
31-35
36-40
41-45
46-50
51-55
>55
15% 13% 13% 13% 13%
19
Age profile CN (2015)
8%
<=25
19%
15%
26-30 31-35 36-40 41-45
20%
18%
46-50 51-55
20%
>55
20
How age profile affects Manpower Planning • • • • •
No person below 30 years of age in CN Marginal increase/decease in AHS Baby boomers effect Training for below 25 (AHS) 2010 – economy bad- only experienced staff recruited
21
JOB DESCRIPTIONS
22
• • • • •
Designation: Nursing Sister Grade I Job Type: Core Department: College of Nursing Reports to: Assistant Nursing Superintendent Salary Range( $): 46,651- 85,946
• Key responsibilities: Nursing care of Patients, Ward management, Teaching & Supervision • Qualification: Academics: Bachelor of Science in Nursing ( BSN) Experience: 3-5 years • Competencies : Should be able to foster team spirit in her area of works as a team leader
• • • • •
Designation: Nursing Sister Grade II Job Type: Core Department: College of Nursing Reports to: Nursing Sister Grade I Salary Range( $): 41,050 – 79,481
• Key responsibilities: Direct Patient’s care, ward management • Qualification: Academics: Associate Degree Nursing (ADN) Experience: 1-4 years • Competencies : Empathy for patients, istrative skills
• Designation: Gastroenterologist • Job Type: Contract • Department: Gastroenterology and Human Nutrition • Reports to: Chief of Gastroenterology • Salary Range( $): 147,948– 402,774
• Key responsibilities: To perform bedside procedures liver biopsy and ascitic fluid parancetisis, suggesting gastrointestinal surgery if required • Qualification: Doctor of Medicine (MD) Experience: 9- 12 years • Competencies : Sound Knowledge and Ability to diagnose and treat gastrointestinal disorders, liver and pancreatobilary disorders
• • • • •
Designation: Radiologic Technologist Job Type: Core Department: Radio Diagnosis Reports to: Head of Radiology Department Salary Range( $): 26,582– 72,560
• Key responsibilities: Provides information to diagnose patient illnesses by operating radiologic equipment to produce radiographs. • Qualification: Certificate Radiologic Technology Experience: 1-4 years • Competencies : Quality Focus, Planning, Technical Understanding, People Skills, Dependability, Creating a Safe, Effective Environment, Analyzing Information
• • • • •
Designation: HR Director Job Type: Core Department: Human Resources Reports to: CEO Salary Range( $): 130,053- 345,111
• Key responsibilities: Recruitment of employees, training, functioning, setting the salaries and benefits of employees and managing employee-employer relations • Qualification: Master of Science( MS), Human resource Management ( HRM) • Experience: 7 - 11 years • Competencies :Interpersonal Skills, Negotiation skills, Thorough understanding of all the departments
Thank You
33
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