Assessment of staffing needs for registered nurses and licensed practical nurses at primary care units in Brazil using Workload Indicators of Staffing Need (WISN) method

Bonfim, Daiana; Mafra, Ana Carolina Cintra Nunes; Palacio, Danielle da Costa; Rewa, Talita

doi:10.1186/s12960-021-00674-0

Cited by 10 publications

(7 citation statements)

References 22 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…In Philippines physicians, nurses, midwives, medical laboratory technicians had distribution gaps between health facilities [28]. Nurses in Brazil and physicians in Iraq had inequitable distribution among health care facilities [25,29]. This scoping review showed that there was task shifting gaps among health workforces (between medical o cer and outpatient nurses, inpatient nurse and theatre nurses, etc.)…”

Section: Discussionmentioning

confidence: 99%

“…Researchers and policy makers consider recommendation to policy change based on WISN result of health facilities. WISN strengthens primary health care team by clearly assigning job description for each cadre of the health facility [29]. The health facilities use WISN to assess the surge capacity and resulting disaster preparedness [35]; to understand the level of workload pressure, the cause of shortage or surplus and reassign staff or change facility status [31,33].…”

Section: Implications Challenges and Limitations Of Using Wisn Method...mentioning

confidence: 99%

See 1 more Smart Citation

Workload Indicators of Staffing Need (WISN) Method for Health Workforce Planning at Health Facility: A scoping review

Asres¹,

Gessesse²

2022

Preprint

View full text Add to dashboard Cite

Background In the presence of diverse workforce planning method, identifying advantages, challenges and limitations of each method is very important. Population to health workforce ratio method faced challenges of continuous population growth and variations of health care needs over time. Standard staffing schedule was used to solve challenges of population ratio method but itself faced another challenge on how to distribute health workforces between health facilities with in a country. A workload indicator of staffing need (WISN) method was designed to alleviate challenges of the above mentioned methods. Challenges and limitations of WISN method have not been systematically reviewed and that is why this scoping review was designed Methods We conducted a scoping review of literatures with the objective of identifying implications, challenges and limitations of WISN method workforce planning at health facilities. Arksey and O’Malley’s methodological steps were followed to develop the research questions, identify relevant studies, include/ exclude studies, extract data, and report the findings. To ensure methodological quality PRISMA guideline and PRISMA- ScR checklist was used. Results A total of 27 studies were eligible and more than 83% were published between 2019 and 2022. Majority of studies used retrospective quantitative data with cross sectional study design but four studies incorporated qualitative parts too. The major challenges identified were health service activity standard of workload component, data quality or availability and technical details of the WISN itself. This review reveled WISN method limitations on precision of WISN result as it depends on last year record, service interruptions, time differences in completing clinical activity based on patient status and professional variations and over time health care activities. Conclusion WISN model of human resources for health planning adjusts workload pressure among health care workers within and between health facilities. Health care administrators or authorities use it for task shifting indicator within a health facility and equitable distribution indicator between health facilities. Being a very useful human resource planning tool, WISN has challenges and limitations too.

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Implications Challenges and Limitations Of Using Wisn Method...mentioning

confidence: 99%

Workload Indicators of Staffing Need (WISN) Method for Health Workforce Planning at Health Facility: A scoping review

Asres¹,

Gessesse²

2022

Preprint

View full text Add to dashboard Cite

show abstract

“…Human resource managers use WISN for evidence based estimation of the health workforce. Researchers and policy makers consider recommendations for a policy change, implemented on on WISN results of health facilities [ 21 ]. The health facilities use WISN to understand the level of workload pressure, the cause of shortage or surplus and staff reassignment [ 20 , 22 ].…”

Section: Introductionmentioning

confidence: 99%

Workload Indicators of Staffing Need (WISN) Method for Midwives Planning and Estimation at Asrade Zewude Memorial Primary Hospital, North west Ethiopia

Asres¹

2023

Discov Health Systems

View full text Add to dashboard Cite

Background Workforce is a crucial component of the health service delivery system. Ethiopia faces health workforce challenges when it comes to evidence based health workforce planning. Workforce planning was initially determined by comparing the health worker ratio to the general population number. Later, it was determined by standard staffing schedules for each health facility level. However, neither of these methods addressed the evidence based workload variation issue among the same level facilities all around the country. A workload indicator of staff needs (WISN) method can address these variations. Therefore this research was carried on to determine workload pressure excess or gap in midwives, thereby to promote the WISN use in health facilities, based on WISN results of midwives at Asrade Zewude memorial Hospital. Methods A cross sectional study using WISN model was used to determine the workload excess and gap pressure in midwives at Asrade Zewude Memorial primary hospital, North West Ethiopia. Midwives were selected based on a priority point scale as outlined in the WISN method. Results According to the data obtained, midwives worked five days a week and 1030 h per year. This working time was spent on health service activities (58.4%), additional activities (36.6%) and support activities (5%). WISN calculations demonstrated a shortage of five midwives with WISN ratio of 0.8 at Asrade Zewude Memorial primary hospital North West Ethiopia. Conclusion Midwives at the study area were carrying on their routine tasks even though there was a staff gap of 5: thus, the midwives had a workload excess of 20%. Under these conditions, it may be hard for the facility to achieve universal health service goals. Therefore the hospital should institutionalize WISN method planning to objectively employ midwifery professionals. This study had limitations too as it used retrospective annual service statistics and small sample size which affects generalization of the results to other health facilities and other health worker cadres within the study hospital.

show abstract

“…The effect of workload can cause negative or unfavorable things that can cause bad things to the work safety of the human resources on duty. [2] H.Abdul Manan Simatupang Kisaran Hospital is a regional type C hospital where the only hospital in Kisaran that provides medical rehabilitation services.…”

Section: Introductionmentioning

confidence: 99%

Implementation Of The Workload Indicators Of Staff Needing Method Based On Workload To Determine The Right Number Of Human Resources Requirements At The Medical Rehabilitation Poly Of H.Abdul Manan Simatupang Kisaran Hospital In 2021

Nasution

Ginting

Suyono

et al. 2023

IJHP

View full text Add to dashboard Cite

A good work program is needed by using the WISN (Workload Indicators of Staff Needing) method, which helps see the workload given to and received by medical workers in health facilities. This study aims to determine the appropriate number of employees using the WISN (Workload Indicators of Staff Needing) method to reduce the workload in the hospital's medical rehabilitation polyclinic. This research is a descriptive study with quantitative data analysis conducted at the H. Abdul Manan Simatupang Hospital in 2021. The data taken is medical record data on the total number of patient visits at the medical rehabilitation polyclinic and staffing data for the rehabilitation polyclinic. H. Abdul Manan Simatupang Kisaran Hospital. We found a relatively high number of visits at the Medical Rehabilitation Polyclinic; the workforce data obtained totaled four employees who handled patients directly. The study's results found that the available work time was not directly proportional to the existing standard workload, where the available work time is 135,360 minutes per year while the Standard Workload is 347,424 minutes per year. The workload in the Medical Rehabilitation Polyclinic is too high, and we can obtain the cause from the number of operational staff on duty.

show abstract

Assessment of staffing needs for registered nurses and licensed practical nurses at primary care units in Brazil using Workload Indicators of Staffing Need (WISN) method

Cited by 10 publications

References 22 publications

Workload Indicators of Staffing Need (WISN) Method for Health Workforce Planning at Health Facility: A scoping review

Workload Indicators of Staffing Need (WISN) Method for Health Workforce Planning at Health Facility: A scoping review

Workload Indicators of Staffing Need (WISN) Method for Midwives Planning and Estimation at Asrade Zewude Memorial Primary Hospital, North west Ethiopia

Implementation Of The Workload Indicators Of Staff Needing Method Based On Workload To Determine The Right Number Of Human Resources Requirements At The Medical Rehabilitation Poly Of H.Abdul Manan Simatupang Kisaran Hospital In 2021

Contact Info

Product

Resources

About