Human Resource Management Strategy

Section 1: The Patient Perspective

It is vital that all resources in the NHS are focused clearly on to the provision of services for patients, and the human resource is no different. The focus of section 1 of this strategy is on what needs to be done to ensure that HR plans enable staff to give of their best in commissioning and providing services across organisational boundaries.

This will be done through the production of service-specific workforce plans to support service development proposals and plans.

A workforce plan for a specific service will be developed where there are pressures against corporate targets (for example, access); where there is a PCT approved service development plan; where the service is developing a business case, in which event, this plan becomes part of the business case; or where there is a service redesign / changed care pathway. The methodology for this is described in the PCT documents "Workforce Planning Framework" and "Data Dictionary". The plan will address the workforce capacity and skill mix needed to deliver the service. It will inform the Learning and Development plan for that service.

The workforce plans for services that are jointly delivered or closely connected with partners will be worked through with those partners, primarily Royal Bolton Hospitals (RBH) and Bolton Metropolitan Borough Council (BMBC), especially Social Services. We aim to extend this work into Primary Care.

There will also be a workforce strategy for the whole PCT, which will be derived from the LDP and the HR Performance Framework. This will summarise the workforce changes needed for service changes and will support improvements in the management of the workforce, especially of attendance, diversity and turnover.

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