Independent variable: Human resource planning ( Purwadi, 2012 )

1) Human resource adjustment for lack

a) increasing overtime work (IOTW)

· We are used to work overtime regularly.

· We are eligible for overtime (working over 8 hours a day, working during holidays or weekends).

· We are used to provide higher rate of pay for overtime than for normal working hours.

b) Increasing part time employment (IPTE)

· We are used to hire part-time employees.

· We are allowed to offer similar benefits for full-time and part-time employees.

· We go for hiring part time employees instead of full-time.

c) Recruitment full time employment (RFTE)

· We appeal for recruitment full time employees as the last alternative when the lack of man-hours cannot be overcome by increasing overtime work and part-time employees.

· For hiring decisions, various serious pre-employment tests and detailed interview are usually passed to gather information about future full-time employees.

· The number of full-employees should be hired is calculated by comparing the desired man-hours, normal potential man-hours and overtime.

2) Develop training

a) on the job training (ONJT)

· Healthcare professionals training is more “a just in time” training occurring during clinical practices.

· Our employees training sessions are more practical, improvised and not formally structured, planned or prepared.

· Health workforce training in our establishment is combined with the pressure to perform within time limits.

b) Off the job training (OFJT)

· We are used to provide a theoretical, planned and dedicated training consists of seminars, tutorials, lecturers and conferences.

· We are used to offer a training program method which conducted away from the actual workplace (no pressure, no time limits), where employees could unwind and been released from job related stress.