Analyze Scenario: Pacific Health Care.Throughout your case incident analysis,assume the role of a human resources consultant.Your task is to advise the organization on how it should align its strategic human resource planning with its organizational strategy.Begin by clearly and succinctly stating the problem and/or opportunity,its impact,and why it is important that these problems/opportunities are addressed.Analyze the causes of the problem/opportunity,identify solutions,and recommend a plan for implementation and justification.Please be specific about the approaches and methods you would recommend to facilitate the workforce forecasting process and,in particular,how the organization is going to ascertain HR supply.

The problem at Pacific Health Care is the misalignment of strategic human resource planning with the organizational strategy. This has resulted in a lack of skilled and qualified staff to meet the organization's goals and objectives, impacting the quality of patient care and overall organizational performance. It is important to address this issue as it directly affects the organization's ability to deliver high-quality healthcare services and maintain a competitive edge in the industry.

The causes of this problem may include inadequate workforce forecasting, ineffective recruitment and retention strategies, and a lack of investment in employee development and training. To address these issues, Pacific Health Care should consider implementing a comprehensive strategic human resource planning process that aligns with the organization's goals and objectives. This may involve conducting a thorough analysis of current and future workforce needs, identifying skill gaps, and developing targeted recruitment and retention strategies.

One solution to this problem is to invest in workforce forecasting tools and technologies that can accurately predict future staffing needs based on patient demand, industry trends, and organizational growth. Additionally, the organization should prioritize employee development and training programs to ensure that staff have the necessary skills and qualifications to meet the organization's strategic objectives.

To facilitate the workforce forecasting process, Pacific Health Care should consider implementing a combination of quantitative and qualitative approaches. This may include analyzing historical data on patient volumes and staffing levels, conducting surveys and interviews with key stakeholders to gather insights on future workforce needs, and leveraging industry benchmarks and best practices to inform decision-making.

In terms of ascertaining HR supply, the organization can utilize internal talent management systems to identify existing skills and competencies within the workforce. Additionally, Pacific Health Care should establish partnerships with educational institutions and professional organizations to ensure a pipeline of qualified candidates for future staffing needs.

Overall, by aligning strategic human resource planning with the organizational strategy, Pacific Health Care can ensure that it has the right people in the right roles to deliver high-quality healthcare services and achieve its long-term goals.