| 8 April 2025
Analysing data involves collecting, processing, and interpreting information to uncover patterns, trends, and insights that can inform decision-making. In the context of workforce planning, this means examining data related to staffing levels, skills, turnover rates, and future needs to make well-informed choices about the workforce of tomorrow. It’s not just about gathering numbers, it’s about transforming raw data into actionable insights that can guide strategic decisions for better workforce management and improved patient care.
Why data analysis is key to workforce planning
Identify workforce gaps
By analysing data on areas such as retention, recruitment and skill levels, healthcare organisations can pinpoint critical gaps in their workforce. Whether it’s a shortage of nurses in a particular area or the need for more specialists in emerging fields, data-driven insights ensure that resources are allocated effectively.
Forecast future needs
Analytics based on historical trends and demographic projections, allows healthcare providers to forecast future staffing needs. Understanding where growth is likely to occur enables organisations to plan for the right mix of skills, ensuring that they are prepared to meet future demand.
Inform training and development
Data analysis can also reveal which skills are in high demand and which are becoming obsolete. With this information, organisations can tailor their training programmes to address the most pressing skill shortages, ensuring that the workforce is equipped for the future.
Enhance efficiency and performance
By continuously analysing workforce data, healthcare providers can identify opportunities for improving operational efficiency. Whether it’s optimising staffing levels to avoid burnout or improving the distribution of resources, data enables evidence-based decision-making that enhances both employee satisfaction and patient care.
Strategies for analysing data
To effectively analyse workforce data and make informed planning decisions, healthcare organisations must implement strategies that allow them to collect, interpret, and act on the insights derived from that data. Here are some strategies to help:
Data collection and integration
The first step in data analysis is collecting accurate, reliable, and up-to-date data. This can come from various sources, such as electronic health records (EHRs), HR databases, and workforce surveys. The integration of this data then allows a more comprehensive view of the workforce, helping to guide more accurate decisions.
Descriptive analytics
Descriptive analytics focusses on summarising historical data to identify trends and patterns. This might include analysing past staffing levels, turnover rates, and skill sets. Workforce analytics reports is one method to help break down this workforce data into understandable charts and graphs, allowing organisations to quickly identify patterns.
Predictive analytics
Predictive analytics involves using historical data to forecast future workforce needs. By applying things such as statistical models and machine learning algorithms, healthcare organisations can predict where staffing shortages are likely to occur and prepare accordingly. Tools such as scenario planning is one strategy that allows organisations to simulate various outcomes and assess the impact of different strategies.
Benchmarking
Benchmarking involves comparing an organisation’s workforce data against industry standards or similar organisations. This can highlight areas where the organisation excels or where there are gaps. National workforce planning guidelines and sector reports provide benchmarks to help organisations compare their workforce data with broader trends and best practices within the healthcare sector.
Skills gap analysis
Identifying and addressing skills gaps is a key component of workforce planning. By analysing workforce data related to the skills and qualifications of current staff, organisations can determine which skills are underrepresented or in high demand. By using skills gap analysis tools, organisations can assess current workforce capabilities, providing data-driven insights on where investment in training or recruitment should be focussed.
The ability to analyse data effectively is essential for making informed workforce planning decisions. By leveraging insights from workforce data, healthcare organisations can optimise their staffing strategies, address skills gaps, and prepare for future challenges.
Want to know more?
At Skills for Health, we support healthcare organisations with comprehensive tools and research services that allow them to harness the power of data to drive workforce planning decisions. Our research and evaluation services provide healthcare employers with the insights needed to make evidence-based decisions.
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