Workforce Planning

The St. Louis Regional Information Technology Labor Market Report delivers insights and analysis of Information Technology (IT) skills and competencies most in demand by St. Louis area employers to help answer the question: What does business need? This research is designed to assist key stakeholders involved in economic and workforce development, St. Louis business, educational, and employment services communities in the development of education and training programs to ensure that the region’s workforce is well-prepared and equipped to meet business’ IT demands.

A stress is generally imaginable part of every person's life livelihood in this world. Stress is the brain reaction they can change adaption or Respond. There is no end for stress. It will always be mixed with a man's instinct. A stress is a major disease for all the human beings. While we all react to stress in our own ways, there is a long list of commonly experienced effects of stress. That range from mild to life-threatening. Stress can affect mood in many ways as well. This article is designed to build the confidence and self-esteem of those who are suffering from stress and to proceeds to explain the different field of stress, the causes and the ways to minimize stress.

Intention to 'leave' or 'stay' in nursing Background Turnover in nursing and midwifery has recently become a problem in the Republic of Ireland and Irish health-care managers are constantly challenged to retain qualified nurses. The literature suggests that intention to stay or leave employment is the final step in the decision-making process. It is, therefore, reasonable to suggest that understanding 'intent to stay or leave' might facilitate nurse managers in introducing of appropriate retention strategies. Aim The aim of this study was to investigate registered nurses 'intent to stay or leave' employment. Methods A cross-sectional quantitative design was utilized. A questionnaire was designed and these were randomly distributed to 352 registered nurses at 10 hospital sites throughout the Republic of Ireland. Results Almost 60% of the sample, comprising of young, female, college educated nurses, expressed an intent to leave their current post. The most statistically significant predictors of intent to leave were 'kinship responsibilities' (P < 0.05) and 'job satisfaction' (P < 0.0001). Conclusion 'Intent to leave' has serious implications for workforce planning. Investigating the impact of focussed interventions in relation to job satisfaction and kinship responsibilities may be key retention strategies for nurse managers.

This following paper is a sample career development plan for displaced employees of Air Canada, the national airline of Canada. The task is to provide recommendations for a career development plan to support 280 middle managers being made redundant through lay offs and an unknown number of senior employees being offered early retirement.

The paper will review the Air Canada workforce and explore workforce reduction options. Career development planning will include a workforce audit for each position, followed by career development options targeted at employees who are being laid off or departing under the early retirement scheme. The paper will conclude with a series of recommendations for the company based on the research and emerging practices in the field.

of the study: The study aimed to identify the level of workforce planning in the Saudi public universities operating in the city of Riyadh and determine the impact of some of independent variables represented in: clarity of objectives, the organizational structure, the technical development, the financial situation, the policies of development of human resources, and so on workforce planning process in those universities. It also aimed to determine the statistical differences in work force planning procedures according to some demographic factors. To achieve objectives of the study and verification of its Presumptions, an exploratory study was made involving 47 factors for the study society, which was limited to those who work in the higher and medium levels of management in Saudi Arabia universities in Riyadh, totaling 1765 employees. The study sample consisted of 322 single sample and the random sample was used. The study found that the applying level of all the factors affecting the workforce planning process was done with high degree in Saudi universities, while it was found that planning procedures of the workforce are moderately. There are positive and significant statistical relationships between all independent variables and the dependent variable. At the level of the study hypotheses, it has been proven that basic hypotheses showed the positive impact of all independent variables: Clarity of objectives, organizational structure, technical development, financial situation and politics of development of human resources on the labor force planning process in these universities. It showed also the absence of statistical differences in the responses of sample study on work force planning procedures for any of the demographic factors that have been tested. The study finally recommended a set of recommendations that promote and encourage the application of work force planning procedures in all Saudi universities. Introduction: The success of any organization whether public or private depends on its human resources. The researchers and writers agree that human resource is the capital of the organization, especially as we live today in an age that characterized by the complexity of the environment and the intensity of the change. Therefore, we find that the education sector, especially higher education, provides those organizations with the educational products. The workforce planning is considered one of the most important issues for the successful organizations to predict the necessary human resources needs.

Angkasa Pura II is a company engaged in airport service. As a PR team we must be able to compile a program that is able to improve the company's image. This paper is the final project to fulfill the public relations subject. This paper will discuss the work plan of PT Angkasa Pura II's public relations team. In this paper there are several plans that the author assumes can improve the image of the company.

Keyword: work program, public relation

This study demonstrates how a dynamic, aging chain model can support strategic decisions in workforce planning. More specifically, we used a system dynamics model (a modeling and simulation technique originating from supply chain management) to improve the recruiting and training process in a large German service provider in the wider field of logistics. The key findings are that the aging chain of service operators within the company is affected by a variety of delays in, for example, recruiting, training, and promoting employees, and that the structure of the planning process generates cyclic phases of workforce surplus and shortage.

The purpose of this paper is to highlight the role of knowledge management (KM) as a critical factor for the business process reengineering (BPR) success. It supports the theory that the knowledge management can supply the dynamic necessary to stimulate successful reengineering and minimize the failure rate and its sources. Implementing KM strategy in reengineering projects will lead to better outcomes, building the support for long-term success into the design of business systems and processes.

Abstract
Today’s children will be joining the workforce tomorrow. However, they need to be prepared for success in tomorrow’s work environment. They need computer, writing, presentation, team work and problem-solving skills as well as workplace habits such as punctuality, reliability, ability to cope with failure, among others. A highly skilled future workforce leads to a prosperous economy. To stay competitive in an increasingly complex marketplace, and produce more workers who can take responsibility for the nation’s economic prosperity in the decades ahead; rather than wait until young people are at the verge of entry into the job market to address this issue, investing in children’s earliest learning experiences is a crucial step in cultivating a viable, productive workforce for Nigeria. This paper therefore focuses on ways in which qualitative early learning experiences could prepare Nigerian children as the future dynamic and productive workforce that would enable the nation take a seat of pride among the advanced nations of the world. It is recommended that the government should increase investment in quality early childhood education. Clubs sand societies should also be introduced to children early in school, so that they can develop team spirit, self confidence and decision making skills which could help prepare them for their career in later life.
Key words: early childhood, workforce, economy, skills, career.

Workforce management is always a challenge for organizations of all sizes. Proper workforce planning to evaluate ability and utilization of workforce provides strategic intent of organizations using workforce analytics. Workforce analytics can measure the efficiency of workforce, provide correct information for decision making and improve the productivity of firms through identification of the loopholes of the workforce management processes. This paper discusses workforce analytics tools as the best of the breed practices of workforce management. The paper also discusses the scope and benefits of using Workforce analytics tools as an aid to workforce planning.

Workforce planning is a subject of importance in every organization. This paper offer different perspectives for organizations concerned with both planning for and meeting organizational work and workforce requirements. Amid growing concerns about the variability of the marketplace, increased regional and international competition, and rapid technological evolutions, organizations are continually seeking innovative ways to get more work accomplished with an increasingly streamlined, cost-effective workforce. The study provides a comparison of traditional organizational work and workforce planning strategies with those of "lean but agile" organizations, highlighting an array of measurable factors that affect both current and future productivity as well as impact growth.

(QUT). She is co-leader of QUT's Information Studies Group; a research team with a multidisciplinary focus crossing the boundaries of people, information, and technology. Since 2006 she has coordinated QUT's library and information studies education program. Helen is a Fellow of the Australian Library and Information Association, and has twice been elected to the Association's Board of Directors.

Background
Delegation by Allied Health Professionals (AHPs) to Allied Health Assistants (AHAs) was introduced in response to various challenges affecting modern health care delivery. However, the clinical and cost-effectiveness of using AHAs is relatively unexplored.
Objectives
The aim of this review was to synthesise the available evidence on; firstly, the clinical and cost-effectiveness of interventions delegated by AHPs to AHAs and secondly, AHPs’, AHAs’ and patients’ attitudes and beliefs towards delegation.
Data sources
MEDLINE, AMED, CINAHL, Cochrane Library, PsycINFO, PEDro, OTseeker and Web of Science databases were searched from inception until January 2019 without restrictions.
Study selection
Primary studies investigating the clinical and cost-effectiveness of any intervention delegated by an AHP, across the spectrum of clinical areas in relation to adult patients, as well as AHPs’, AHAs’ and patients’ attitudes and beliefs about delegation.
Data extraction & synthesis
Data were extracted by pairs of reviewers. Thematic analysis and synthesis of descriptive and analytical themes was conducted.
Results
Thirteen publications of variable methodological quality were included. Three studies reported quantitative research and ten qualitative research. No study explored the cost-effectiveness. Only one study investigated clinical effectiveness. Training for both AHPs and AHAs and having clear processes in place were identified as important facilitators of delegation.
Conclusion and implications of key findings
Delegation is not standardised across AHPs or within each profession. There are clear knowledge gaps regarding the clinical and cost-effectiveness of delegation by AHPs and patients’ attitudes and preferences. Further research is needed to facilitate the standardisation of delegation.

Workforce planning is a particular buzzword that nurse managers must grapple with and now must understand. They must develop strategies to ensure the life and growth of a department while incorporating numerous government targets to ensure the service reaches quality, achieves and meets predetermined goals. To do all this that manager needs a workforce.The recruitment of nursing staff to a specialist area such as Accident & Emergency (A&E) requires a level of creativity and sustained effort. Newly qualified registered nurse working in A&E have, in the past, been considered to be an unusual group of staff to apply to work in A&E. However, many health service managers receive applications from staff in this category and are often encouraged to recruit newly qualified registered nurse’s rather than pay for agency workers.Using a qualitative approach this paper explores the key reasons why newly qualified registered nurses choose to work in an Accident & Emergency environment. Data was collected from a sample of 25 newly qualified registered nurses and analysed thematically. Five themes are presented: challenge, teamwork, diversity, support, and learning. These themes have implications for Accident and Emergency units and human resource and workforce planning departments.

Abstrak: Talent Management (Manajemen Talenta) adalah hal yang tak luput diperhatikan oleh
organisasi pada hari ini ketika menjalankan agenda transformasi. Organisasi yang ideal adalah
organisasi yang telah menetapkan manajemen tenaga kerja dengan baik. Pengelolaan sumber daya
manusia yang diselaraskan dengan kinerja dan kebutuhan bisnis, pemberian remunerasi yang layak
dan kompetitif, peramalan akan kebutuhan tenaga kerja di masa mendatang, serta menyiapkan suksesi
kepemimpinan pada masa yang akan datang merupakan bagian dari manajemen bakat yang terpadu.
Penelitian ini bertujuan untuk menganalisis pelaksanaan manajemen tenaga kerja yang berlaku pada
Badan Usaha Milik Negara dan Badan Usaha Milik Swasta jika dibandingkan dengan studi literatur
yang ada. Berdasarkan hasil analisis, diketahui bahwa manajemen tenaga kerja pada Badan Usaha
Milik Negara lebih baik dibandingkan manajemen tenaga kerja pada Badan Usaha Milik Swasta.
Kata kunci: Performance Management, Compensation, Workforce Planning, Succession Planning
Abstract: Talent management is something that organizations don't miss today when executing a
transformation agenda. An ideal organization is an organization that has established good workforce
management. Managing human resources that is aligned with performance and business needs,
providing appropriate and competitive remuneration, forecasting future workforce needs, and
preparing future leadership successions are part of an integrated talent management. This study aims
to analyze the implementation of workforce management that applies to State-Owned Enterprises and
Private-Owned Enterprises when compared with existing literature studies. Based on the analysis, it
is known that the workforce management at State-Owned Enterprises is better than the workforce
management at Private-Owned Enterprises.
Keywords: Performance Management, Compensation, Workforce Planning, Succession Planning

Australian universities are in a precarious position: they face an array of challenges that could potentially affect their sustainability. Globally there are concerns that the aging population and aging workforce, are leading to a scarcity of quality talent. This in turn has repercussions for the higher education sector in the long term. When the full effects of the aging academic workforce collide with the effects of the diminishing academic pool and the forces of globalisation, Australian universities may not be able to meet their workforce needs. The purpose of this study is to gain a comprehensive understanding of how Australian universities recruit and select their senior academic leaders. Further, it will explore if there are factors affecting the recruitment and selection process, and if so, what they are, and what can be done to address them. A multiple case-study methodology was used adopting a constructivist-interpretivist paradigm. Ten case studies were chosen from the 39 Australian universities and three executive search firms also participated. This multiple case-study approach allowed the researcher to explore the views of individuals, activities, processes and events that comprehensively describe the recruitment and selection of senior academic leaders. The study's findings raise concerns across a number of areas in relation to the recruitment and selection of senior academic leaders. In particular Australian CONFERENCE PAPERS AND PRESENTATIONS

Aims and objectives. To examine quality of life determinants among clinical nurses in Croatia with an emphasis on their work ability. Background. An important personnel management challenge is to explore factors that stimulate or hinder the development of individual work ability and quality of life throughout a career. Design. A cross-sectional study. Methods. The study was performed during 2007-2008 in six randomly selected hospitals in Croatia. The self-administered questionnaires included the Work Ability Index (WAI) developed by the Finnish Institute of Occupational Health, the Quality of Life questionnaire (WHOQL-BREF) developed by the World Health Organization and additional socio-demographic questions. A total number of 1212 nurses completed the questionnaires, giving a response rate of 67. 3%. Binary logistic regression was performed to assess how socio-demographic characteristics and work ability groups predict each of the WHOQL-BREF domains. Results. Having a satisfactory WAI score (WAI ‡ 37) was significantly the most important predictor for all quality of life domains, with the odds ratios (OR) being as follows: OR = 6. 8 (95% CI: 4. 8-9. 6) for the physical domain, OR = 2. 3 (95% CI: 1. 7-3. 1) for the psychological domain, OR = 1. 7 (95% CI: 1. 3-2. 4) for the social relationship domain and OR = 1. 7 (95% CI: 1. 3-2. 3) for the environmental domain. Conclusions. Satisfactory work ability was a major quality of life determinant in all WHOQL-BREF domains with the highest odds ratio for the physical domain. Maintaining clinical nurses' work ability is an important issue, because it is foundational for the quality of life of the workforce. Relevance to clinical practice. Our study provides quantified estimates of the extent to which a satisfactory WAI score predicts a better score in physical, psychosocial, social relationships and environmental domain of nurses' quality of life. Therefore, maintaining or improving nurses' work ability remains the essential aim of hospital managers.

Ireland began actively recruiting nurses internationally in 2000. Between 2000 and 2010, 35% of new recruits into the health system were non-EU migrant nurses. Ireland is more heavily reliant upon international nurse recruitment than the UK, New Zealand or Australia. This paper draws on in-depth interviews (N=21) conducted in 2007 with non-EU migrant nurses working in Ireland, a quantitative survey of non-EU migrant nurses (N=337) conducted in 2009 and in-depth interviews conducted with key stakeholders (N=12) in late 2009/early 2010. Available primary and secondary data indicate a fresh challenge for health workforce planning in Ireland as immigration slows and nurses (both non-EU and Irish trained) consider emigration. Successful international nurse recruitment campaigns obviated the need for health workforce planning in the short-term, however the assumption that international nurse recruitment had 'solved' the nursing shortage was short-lived and the current presumption that nurse migration (both emigration and immigration) will always 'work' for Ireland over-plays the reliability of migration as a health workforce planning tool. This article analyses Ireland's experience of international nurse recruitment 2000-2010, providing a case study which is illustrative of health workforce planning challenges faced internationally.

This paper proposes approaches to breaking down the boundaries that reduce the ability of
the health workforce to respond to population needs, or workforce flexibility.
Accessible health services require sufficient numbers and types of skilled workers to meet
population needs. However, there are several reasons that the health workforce cannot or
does not meet population needs. These primarily stem from workforce shortages. However,
the health workforce can also be prevented from responding appropriately and efficiently
because of restrictions imposed by professional boundaries, funding models or therapeutic
partitions. These boundaries limit the ability of practitioners to effectively diagnose and treat
patients by restricting access to specific skills, technologies and services. In some cases, these
boundaries not only reduce workforce flexibility, but they introduce inefficiencies in the form
of additional clinical transactions and costs, further detracting from workforce
responsiveness.
Several new models of care are being developed to enhance workforce flexibility by enabling
existing staff to work to their full scope of practice, extend their roles or by introducing new
workers. Expanding on these concepts, this theoretical paper proposes six principles that have
the potential to enhance health workforce flexibility, specifically:
1. Measure health system performance from the perspective of the patient.
2. Minimise training times.
3. Regulate tasks (competencies), not professions.
4. Match rewards and indemnity to the levels of skill and risk required to perform a
particular task, not professional title.
5. Ensure that practitioners have all the skills they need to perform the tasks required to
work in the environment in which they work
6. Enable practitioners to work to their full scope of practice delegate tasks where
required
These proposed principles will challenge some of the existing social norms around healthcare
delivery; however, many of these principles are already being applied, albeit on a small
scale. This paper discusses the implications of these reforms.

This paper based on my inaugural lecture discusses nursing workforce research, focusing on skill mix and
substitution, and considers how optimistic readings of research may ultimately be self-defeating for the professions, as well
as dangerous for patients. Two core examples are used to illustrate these ‘optimistic’ readings. Research on nursing-led inpatient
units – initially heralded as ‘proof’ of the independent therapeutic contribution of nursing – ultimately led to a less
optimistic conclusion for the profession when early results were not confirmed. Research exploring associations of the link
between nurse staffing and patient outcomes has been used to advance policies such as mandatory nurse to patient ratios
even though stronger associations are shown between patient outcomes and the working environment. The implications of
research showing associations between number of medical staff and patient outcomes have not been considered. Future
developments in the nursing workforce are underpinned by assumptions about the potential cost effectiveness of substituting
assistant practitioners with lower qualifications for registered nurses. Little evidence supports this and it is important that
changes are regarded as experiments in need of careful evaluation. The evidence on the impact of workforce characteristics
on outcomes presents a complex picture. The ‘easy’ answer is usually not the ‘right’ answer. While it may be that nurses are
more threatened as a professional group than doctors, both professions need to adapt to future demands. It is clear that
we simply don’t yet know what the best or right skill mix is. Nurses (and midwives) can substitute for doctors under some
circumstances but “cheaper” staff does not necessarily equal cheaper care. We don’t know if assistant practitioners can safely
substitute for nurses or whether such substitution is cost effective. The answer is likely to depend on exactly what substitution
occurs and where.

The Canadian province of Alberta faces challenges in ensuring an adequate supply of nurses to meet care needs. This paper describes the approach adopted by Alberta Health Services (the public health care provider in Alberta) to address this challenge. Planning was undertaken on the basis of care needs rather than starting from a particular professional perspective and highlighted that the needs could be met by Registered Nurses, Licensed Practical Nurses or Healthcare Aides. Six scenarios, representing different potential mixes of Registered Nurses, Licensed Practical Nurses and Healthcare Aides were identified and used as the basis of stakeholder consultations. The paper identifies the workforce outcomes and needs for the different scenarios and the outcomes of the workforce planning process.

Workforce planning is an important activity that enables organizations to determine the workforce needed for continued success. A workforce planning problem is a very complex task that requires modern techniques to be solved adequately. In this work, we describe the development of two parallel metaheuristic methods, a parallel genetic algorithm and a parallel scatter search, which can find high-quality solutions to 20 different problem instances. Our experiments show that parallel versions do not only allow to reduce the execution time but they also improve the solution quality.

This paper, reports on United Kingdom research to examine the education and training requirements of an interprofessional practitioner for older people. The research was part of a larger study, funded by a local Workforce Development Confederation to identify whether there is a need for an interprofessional practitioner, and if so, determine their role and training requirements. Views of clients, carers and service providers were elicited using multiple methods including interviews, focus groups and questionnaires. The majority of service providers identified the need for an interprofessional practitioner and confirmed that these staff already exist within many multi-disciplinary community teams. The range of educational needs identified reflects the understanding that rehabilitation for older people requires a broad spectrum of knowledge and skills that cover both &#39;health&#39; and &#39;social&#39; needs. It was felt that education and training should be established and accredit...

Intention to 'leave' or 'stay' in nursing Background Turnover in nursing and midwifery has recently become a problem in the Republic of Ireland and Irish health-care managers are constantly challenged to retain qualified nurses. The literature suggests that intention to stay or leave employment is the final step in the decision-making process. It is, therefore, reasonable to suggest that understanding 'intent to stay or leave' might facilitate nurse managers in introducing of appropriate retention strategies. Aim The aim of this study was to investigate registered nurses 'intent to stay or leave' employment. Methods A cross-sectional quantitative design was utilized. A questionnaire was designed and these were randomly distributed to 352 registered nurses at 10 hospital sites throughout the Republic of Ireland. Results Almost 60% of the sample, comprising of young, female, college educated nurses, expressed an intent to leave their current post. The most statistically significant predictors of intent to leave were 'kinship responsibilities' (P < 0.05) and 'job satisfaction' (P < 0.0001). Conclusion 'Intent to leave' has serious implications for workforce planning. Investigating the impact of focussed interventions in relation to job satisfaction and kinship responsibilities may be key retention strategies for nurse managers.

Aim. To examine the determinants of generalist nurses' therapeutic attitude to patients who use illicit drugs, and to model workforce development initiatives. Background. Individuals who use illicit drugs rely heavily on healthcare in emergency departments and inpatient hospital wards. Little is known about the determinants of generalist nurses' therapeutic attitude to provide care, therefore limiting our understanding of the important issues for workforce development. Design. The study was a cross-sectional survey of registrants on the Australian Capital Territory Nurses Registration Roll 2002 (N = 3241, 50% response rate). The associations between variables and nurses' therapeutic attitude were examined by multivariable linear regression analysis. Method. Nurses' therapeutic attitude was assessed using a modified version of the Alcohol and Alcohol Problems Perception Questionnaire. Personal characteristics, attitudes to illicit drugs and professional practice variables such as drug and alcohol education, experience with the patient group and role support were examined using a mix of standardised and new questions. Results. Professional practice variables explained 53% of the variation of nurses' therapeutic attitude, the most important being role support. Although a negative attitude to illicit drugs had a statistically significant association with therapeutic attitude, it added less than 1% to the variation explained. Personal characteristics showed no association. Conclusions. Generalist nurses struggle to provide care to this patient group. Role support was found to be the strongest driver of nurses' therapeutic attitude, and workplace illicit drug education was only useful in combination with high role support. Relevance to clinical practice. Nurses' caring role with patients who use illicit drugs is complex and demanding. Nursing workforce development must focus on increasing nurses' role support, in terms of appropriately skilled staff readily available for consultation and advice. Support for nurses, in the form of evidence-based practice standards and appropriate time allocation, is also important.

As an alternative to the traditional, hierarchical prime-sub contracting model, the Reddix Group's Networked Team approach is truly innovative and a re-usable strategy across the Federal government. In addition, our thought leadership on policy combined with a management philosophy that focuses on high performing, Integrated Program Teams (IPTs) brings together requisite subject matter expertise at the task level for delivering measurable, tangible results. While typical, status-quo contract teams are stifled by predetermined qualifications, constrained resources and inability to adapt, our approach is designed to foster collaboration, deliver innovative solutions and improve operational effectiveness. Information technology should enable government to better serve the American people. But, despite spending more than $600 billion on information technology over the past decade, the Federal Government has achieved little of the productivity improvements that private industry has realized from IT. Vivek Kundra stated this fact in his 25 Point Implementation Plan to Reform Federal Information Technology Management – First U.S. CIO.

This technical paper addresses the constraints on government healthcare expenditure and affordability options facing the NHS over the period to 2035, drawing on long-term historical data.

The Centre for Workforce Intelligence (CfWI) have had a long-standing interest in the affordability of options for the healthcare workforce planning. This is ultimately determined by the level of NHS funding available, along with the remuneration and efficiency of the workforce.

In this paper we analyse long-term trends in government healthcare expenditure in the United Kingdom, measured as a proportion of GDP, share of government spending and in real per capita basis.

Preliminary findings highlighted in the report include:

* Like other OECD countries, government healthcare expenditure in the UK has increased markedly since the 1950s in real per capita terms and as a share of total government spending.
   
* Barring a major crisis, this secular trend is likely to continue in the decades ahead, albeit possibly at a slower pace than in recent decades.
 
* However, trends over the last 64 years show there are plausible constraints for future healthcare spending which set effective ceilings and floors to future trends in healthcare spending.
 
* Within those global parameters, large and sustained increases in real healthcare spending per capita can be expected to pose significant affordability challenges for government.
 
* Conversely, falls in real per capita government healthcare spending are unlikely to be sustainable for a prolonged period. History shows prolonged declines to be rare.
 
* In recent years we have moved from a period of above-median growth in real per capita government healthcare spending to a period of below-median growth. The current period may come to be seen as an important inflection point for healthcare spending. However, ultimately we expect to see regression to the median in healthcare spending.

The paper also identifies several potential areas for further research.

Produzir conhecimentos e métricas para identificar desigualdades da distribuição geográfica dos trabalhadores de saúde e determinantes da atração e retenção de profissionais em áreas remotas e desassistidas por meio de estudos de preferência declarada.