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Click through the boxes below to discover... how to Evaluate your current use of ESR functionality, identify what you need to Consider when exploring the ESR solution, and outline how you can Take Action, to expand your use of the solution to gain maximum efficiencies.

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Evaluate...

The following questions will help you to evaluate how you use ESR to support effective workforce planning; Do I understand how ...

The following questions will help you to evaluate how you use ESR to support effective workforce planning;

  1. Do I understand how to get the required information from ESR to assist me in our Workforce Planning?
  2. Do I know what my retirement rates are against skills, disciplines?
  3. Is ESR considered as part of our organisation’s business planning?
  4. Do I know where my vacancy gaps are?
  5. Has our organisation completed an analysis of starters and leaver trends?
  6. How does our organisation manage talent and succession planning?
  7. Do we use ESR BI reporting to identify our skills gaps?
  8. What do I consider to be the current challenges in delivering against our workforce planning agenda?

Consider...

Consider how the use of ESR and its workforce intelligence can support effective workforce planning ...

Consider how the use of ESR and its workforce intelligence can support effective workforce planning in the wider NHS landscape;

  1. Is our workforce planning strategy in line with our region's STP?
  2. Are all our back office functions utilising ESR effectively to ensure we have sufficient and accurate workforce intelligence?
  3. Are we utilising ESR Self Service to improve overall workforce data quality?
  4. Are we fully utilising ESR workforce intelligence to respond to change service needs?

Take Action...

To help you formulate a clear plan of action that supports your workforce strategy and planning we recommend you initiat...

To help you formulate a clear plan of action that supports your workforce strategy and planning we recommend you initiate the following;

Arrange a meeting with your Recruitment Manager.

Key questions:

  1. What are our current vacancy gaps and how are we using ESR to identify these?
  2. Does your recruitment team understand our workforce planning strategy?
  3. How do you manage recruitment costs? Is funded establishment recorded in ESR to support effective recruitment?
  4. Are your recruitment team using the pre-hire Inter Authority Transfer (IAT) to reduce time-to-hire?
  5. Are all our back office functions utilising ESR effectively to ensure we have sufficient and accurate workforce intelligence?
  6. Are we utilising ESR Self Service to improve overall workforce data quality?
  7. Are we fully utilising ESR workforce intelligence to respond to change service needs?

 

Arrange a meeting with your Learning and Development Manager.

Key questions:

  1. Do we have sufficient knowledge of the Oracle Learning Management system (OLM) and competence offering in ESR?
  2. What is our current OLM and competency usage?
  3. Have we fully explored and evaluated the ESR Learning and Development functionality?
  4. Can we identify the skill compliance of our workforce?
  5. Do we use ESR to monitor compliance of occupational skills and training?

 

Arrange a meeting with your HR Director / Head of Workforce / ESR Lead.

Key questions:

  1. How does ESR fit into our workforce planning strategy;
  2. Are we maximising the data held within ESR to help formulate the workforce planning strategy?
  3. Is our workforce planning strategy in line with our region’s STP?
  4. How are we maximising ESR to help with retention of employees?
  5. Have we looked at how ESR can support our cost improvement plans with more efficient back office processes?
  6. Are we maximising our utilisation of ESR to benefit our workforce?
  7. Are all our corporate functions using ESR? If not, what is our plan to achieve this?

 

Arrange a meeting with your Finance Lead.

Key questions:

  1. Are you confident that the financial ledger is aligned to ESR to help reduce journal adjustments on a monthly basis?
  2. How do we ensure our financial data matches other workforce related data?

 

Introducing an ESR steering group provides a structured and open platform to discuss how ESR is utilised across the organisation and how the system can be fully optimised to gain maximum efficiencies. Regular dialogue with your professional ESR users and senior staff within your organisation can help you to formulate what the business plan will look like over the next 12 – 18 months and how ESR can support you with this.

To access key information and resources to support Start a Conversation click on the icons below

Business Challenges

The following key questions will assist you in appraising your current workforce business intelligence; and importantly, all are directly supported by using ESR:

  1. Do you fully understand your workforce demographics and does your workforce reflect the population that you serve?

  2. Have you got a good understanding of the external environment, both at a local level and national level, for example around the labour market and educational outputs?

  3. Where do you recruit from, and where do your employees go when they leave?

  4. Do you know the precise number of current vacancies, turnover etc.?

  5. How good is the quality of your data?

  6. How do you monitor your current and future requirements for competencies and skills for your staff?

  7. How does your Workforce Validation Engine (WoVen) compare with other organisations?

  8. How are you reporting on compliance to the Board?

  9. What tools are you using for effective workforce planning?

  10. How do you ensure your recruitment strategy meets the workforce and service demand of the future?

  11. Are you able to effectively future proof your education offering to meet the skills required of your future workforce?

Latest Resources

To discuss the functionality available in ESR, to undertake an ESR Assessment on your current and potential usage, or for further information, advice and support please contact your local NHS ESR Functional Account Manager.