Objectives Health human resource planning has traditionally been based on simple models of demographic changes applied to observed levels of service utilization or provider supply. No consideration has been given to the implications of changing levels of need within populations over time....

Background: Health care is a labour-intensive industry and nursing represents a high proportion of these labour costs. In response to fiscal constraints, payers have attempted to constrain costs; in return, provider organizations have sought to reduce their labour costs by shifting from...

Workplaces vary in their ability to recruit and retain workers. We introduce two new concepts which can be used as proxy measures of the relative attractiveness of a particular setting, where setting can be defined narrowly (e.g., a particular organization) or broadly (e.g., a sub-sector)....

Traditional approaches to health human resources planning emphasize the role of demographic change on the needs for health human resources. Conceptual frameworks have been presented that recognize the limited role of demographic change and the broader determinants of health human resource...

Traditional approaches to health human resources planning emphasize the effects of demographic change on the needs for health human resources. Planning requirements are largely based on the size and demographic mix of the population applied to simple population-provider or population-utilization...