Workforce Structures Research Articles

Examining the Social Consequences of Automation and Artificial Intelligence in Industrial Management

This article examines the social consequences of automation and artificial intelligence (AI) in industrial management, drawing on the findings of Damioli, Van Rooy, and Vertsy’s (2021) study on the impact of AI on labor productivity. The integration of AI technologies in industrial settings has led to significant improvements in efficiency and productivity. However, these advancements come with substantial social implications that affect both the workforce and broader societal structures. Internally, automation and AI have shifted the demand from low-skilled to high-skilled labor, necessitating ongoing education and skill development for employees. Additionally, the reliance on AI for managerial decisions raises ethical concerns regarding algorithmic biases and the potential erosion of human judgment.Externally, the broader societal impact includes economic disparities, as regions with a high concentration of low-skilled jobs experience greater unemployment and underemployment. The displacement of workers due to automation presents challenges such as increased socio-economic divides and disruptions to community stability. Ethical considerations, including data privacy and security, are crucial to ensuring fair and responsible AI deployment. This article underscores the need for strategic collaboration between industry leaders, policymakers, and educational institutions to address these social consequences. By fostering an inclusive approach to technological advancement, it is possible to balance the productivity benefits of AI with the imperative to mitigate its adverse social impacts.

The role of UK alcohol and drug (AOD) nurses in a changing workforce

Background This paper presents the findings from an exploratory study on alcohol and other drugs (AOD) nurses’ views on current career opportunities and challenges and on how their role has been affected by clinical and structural changes in service delivery. Methods The paper is based on qualitative interviews with a purposive sample of twelve AOD nurses in the UK. A narrative approach to interviewing aimed to encourage emergence of new insights and suggest theories for future examination. Interview domains were informed by the research team’s knowledge of AOD nursing and by themes from published literature. Interviews were recorded, transcribed, and coded and a reflexive thematic analysis was conducted. Results Key themes emerging focused on the growth, advantages, and challenges of non-medical prescribing (NMP), and the impact on AOD nursing of changes in workforce structures and environments. The findings indicate considerable doubts about career opportunities for nurses in AOD services although NMP may offer some limited routes to career advancement. Conclusions Some long-standing issues around the identity and professional status of AOD nurses persist and current clinical and structural changes have created a “liminal space” within which the nursing role and AOD nurse identityare disrupted and in transition.

THE EFFECT OF EMPLOYEE FINANCING DIVERSITY AND CORPORATE SOCIAL RESPONSIBILITY ON SUSTAINABLE FIRM PERFORMANCE

This study delves into the intricate dynamics between Employee Financing Diversity (EFD), Corporate Social Responsibility (CSR), and Sustainable Firm Performance (SFR) within the contemporary corporate landscape. Employing a quantitative methodology involving a sample of 200 participants, this research uncovers pivotal insights into the reciprocal influence of these variables and their profound impact on organizational trajectories. The findings illuminate robust, positive associations between EFD and both CSR and SFR. EFD emerges as a driving force behind the augmentation of Corporate Social Responsibility initiatives, which, in turn, exert a potent influence on Sustainable Firm Performance. These outcomes underscore the imperative for organizations to not only concentrate on conventional diversity benchmarks but also to consider financial diversity when designing their workforce structures. Furthermore, the study underscores the paramount role of Corporate Social Responsibility in catalyzing advancements in Sustainable Firm Performance. It accentuates the significance of ethical business conduct, environmental stewardship, community engagement, and stakeholder accountability. Businesses that prioritize the synergistic cultivation of Employee Financing Diversity and CSR are strategically positioned to secure a competitive edge, attracting a diverse customer base, socially conscious investors, and a highly skilled workforce. The implications of this research extend to policymakers, highlighting the necessity of fostering responsible corporate behaviors and financial inclusivity. The study also beckons further investigation into the underlying mechanisms governing these intricate relationships. Acknowledging its limitations, this study encourages subsequent research endeavors to explore causal pathways and mediating factors. In conclusion, this study fortifies the proposition that socially responsible and diversified corporate practices are pivotal in shaping a more sustainable and equitable future for both businesses and society.

Designing a skills training pathway for the agricultural workforce from the employer perspective: skills micro-credentials from seasonal worker to supervisor

ABSTRACT Purpose To identify a skilled micro-credentialled training pathway for agricultural careers. Design/Methodology/Approach A survey consisting of open ended and Likert-type ratings questions regarding workforce skills requirements, training priorities and training delivery preferences was administered with 17 agricultural business managers and employers. Data were analysed to understand current workforce structures, compliance and training skills needs for workforce segments including: (a) seasonal workers, (b) entry level workers, and (c) supervisors. Findings Seventeen compliance and technical skills were identified as training priorities, and preferred approaches to training delivery included blended and on-the-job training, with formal accredited training preferred across all skills domains. Practical Implications Findings suggest that micro-credentials for these skills domains are of use for industry, with a skills development pathway for different workforce segments identified. Theoretical Implications It has been argued that micro-credentials may be a mechanism to improve the career motivations of workforce segments that traditionally do not engage in certificate or diploma level courses. The current research reports on an employer-identified need for this type of system, with further research required to explore employee perspectives. Originality/Value This research contributes a skills map that can be used to inform the design a micro-credentialled training pathway for the agricultural workforce.

Does R&D investment drive employment growth? Empirical evidence at industry level from Japan

AbstractStrong demographic headwinds have motivated Japan to strengthen its economy by fostering innovation. This paper draws on a panel of business enterprises operating in 33 industries in Japan to examine how research and development (R&D) activities affect employment. Our findings suggest that employment gains are associated with innovation, both at the aggregate level and within groups of major industries. The positive impact of technological advancement is more pronounced in the manufacturing sector. The results reveal heterogeneous patterns of the key determinants of employment growth based on the level of industries' routine intensity, but they accord well with the compensation theory concerning the connection between innovation and job creation. These results will be of interest for policymakers to design targeted economic strategies by supporting technological development in Japan and could also serve as a compass for other countries with similar workforce structures and macroeconomic characteristics.

A review of COVID-19's impact on modern medical systems from a health organization management perspective.

The novel SARS-CoV-2 (COVID-19) disrupted many facets of the healthcare industry throughout the pandemic and has likely permanently altered modern healthcare delivery. It has been shown that existing healthcare infrastructure influenced national responses to COVID-19, but the current implications and resultant sequelae of the pandemic on the organizational framework of healthcare remains largely unknown. This paper aims to review how aspects of contemporary medical systems – the physical environment of care delivery, global healthcare supply chains, workforce structures, information and communication systems, scientific collaboration, as well as policy frameworks – evolved in the initial response to the COVID-19 pandemic.

Rural emergency care facilities may be adapting to their context: A population-level study of resources and workforce.

ObjectiveTo provide a structured understanding of rural hospital‐based emergency care facility workforce and resources.DesignThe resources of regional training hubs were used to survey eligible emergency care facilities in their surrounding region.SettingRural emergency care facilities manage more than one third of Australia's emergency presentations. These emergency care facilities include emergency departments and less‐resourced facilities in smaller towns.ParticipantsHospital facilities located outside metropolitan areas that report emergency presentations to the Australian Institute of Health and Welfare.InterventionsA survey tool was sent by email.Main outcome measuresPresence of human, diagnostic and other resources as reported on a questionnaire.ResultsA completed questionnaire was received from 195 emergency care facilities. Over 60% of Small hospitals had on‐call doctors only. General practitioners/generalists and nurses with extended emergency skills were found in all hospital types. Emergency physicians were present across all remoteness areas, but more commonly seen in larger facilities. All Major/Large facilities and most Medium facilities reported having onsite pathology and radiology. Point of care testing and clinician radiography were more commonly reported in smaller facilities. Among Small hospitals, Very Remote hospitals were more likely than Inner Regional hospitals to have an onsite doctor in the emergency care facility and/or a high dependency unit.ConclusionSmaller and more remote facilities appear to adapt by using different workforce structures and bedside investigations.

Identifying the activities of physiotherapy practitioners through primary and secondary models of care provided in New South Wales emergency departments

BackgroundFollowing the introduction of the emergency department (ED) primary contact physiotherapy role, emergency physiotherapy models of care have evolved and are increasingly being adopted in the Australian ED. This has occurred due to growing ED patient demand and a need for greater workforce flexibility. Since introduction, there here has been limited evaluation of the scope of work physiotherapists are providing in Australian ED. ObjectivesTo identify the activities of ED physiotherapists provided through different models of care in NSW. MethodsProspective observation study in 19 participating EDs conducted over 6 months between September 2014 and April 2015. ResultsThe study identified different models of care across participating hospitals where physiotherapists worked independently or in conjunction with a team through a referral service. The individual’s scope of work was determined by organisational policy, culture, individual competence, knowledge and skills, and varied significantly between sites. ConclusionsThese findings could guide both ED work flow and the development of multidisciplinary workforce structures to improve the utilisation of the physiotherapy service in EDs. This will allow for better service levels in hospitals, better access for patients and better use of resources.

Understanding Work-Life Interface in the Global Context: A Cross-Culture Discussion

As workforce and family structures change, as well as the nature of jobs, work-life issues are of increasing importance to both scholars and society. Work-life issues have been studied across countries, though the results have not always been consistent across countries. Thus, a better understanding of work-life issues, such as the sources and consequences of work-life balance/conflicts and an individual’s coping strategies in the global context, is still needed. Additionally, the impact of globalization on organizations and individuals must be further scrutinized in order to garner a better understanding of the most effective work-life balance initiatives for decreasing the negative consequences of work-life interference on behaviors, attitudes, and well-being, and for managing cross-national careers. This panel symposium intends to provide scholars with insights regarding work-life research in a global context. Discussions will focus on, but are not limited to, the influences of cultural value, government policies, and cross-national careers on the work-life interface.

Implications of Construction 4.0 to the workforce and organizational structures

The counterpart of Industry 4.0 in the AEC/FM industry is known as Construction 4.0. Its essence is the digitalization and automation of the AEC/FM industry. As robots and other technologies make their way into the different phases of the lifecycle of construction projects, the concern about the future of jobs and wages will increase. While the use of robotics has the potential to improve productivity and safety, it should not necessarily reduce total employment in the construction sector in the long run. It is expected that existing roles will evolve, and new roles will be created (e.g., in addition to designers there will be a need for employees with digital skills). Focusing on the construction phase of a robotically built concrete wall, the different roles were evaluated. From this study, it was found that there will be a time in which conventional construction and robotic technologies will coexist, leading to a higher job variability and new roles, both at the managerial and operations/execution levels. Although this study is not meant to be an exact representation of how the AEC/FM roles will change as a consequence of Construction 4.0, it opens the debate and research in this area.

Determining personnel promotion policies in HEI

This paper addresses the determination of personnel promotion policies in public Higher Education Institutions (HEI) considering aspects such as worker's promotion rules, hiring and laying off, workforce diversity and budget constraints. The problem is formulated as a Mixed Integer Linear Program. The objective of the proposed optimization model is not only expressed in economic terms but also addressing the achievement of a preferable staff composition and service level. The model is formulated generally, hence it can be useful for different types of universities taken into account their specificities and characteristics. Specifically, this paper addresses the problem of finding the relationship between economic resources for workers'promotion and the pursued preferable staff composition. The model is applied to a real case, in which several analyses are performed under different scenarios characterized by possible trends in the available budget and the demand. The analyses are for different workforce structures, which reflect different academic and personnel policies. The results address the performance of the proposed model in achieving the preferable structure and also on how promotions --and associated expenditures--, are for young researchers and experienced personnel according to each considered scenario.

A comparison of corporate social responsibility practices in the Singapore, Australia and New Zealand construction industries

Abstract The construction industry has a major social, cultural, environmental and economic impact on the environment in which it operates. While corporate social responsibility (CSR) research in construction is growing, it is highly UK-centric and there has been no comparative research of construction industry CSR practices between different countries. Addressing the need for such research in an increasingly globalised construction industry, and adopting a cultural relativist perspective which recognises the contextuality of CSR practices, this paper presents a comparative study of CSR practices in the construction supply chains of the Singapore, Australia and New Zealand construction industries. Analysis of CSR data collected via an on-line survey of 137 firms in the construction supply chains of these countries using the Kruskal Wallis H-test and Relative Prevalence Indexing results indicate a compliance-based approach to CSR in all three countries and a common focus on environmental and safety issues. The social dimension of CSR is yet to mature, particularly in the areas of community interaction, disability, wellness, childcare and ageing. There is also significant reluctance to interfere with supply chains to achieve CSR objectives. Outside these similarities, numerous differences in CSR practices are found between these countries adding to our understanding of the influence of differing regulatory imperatives, institutional factors, workforce structures and demographics and cultural factors. The findings also add to our understanding of the interactions between formal and informal CSR policies and practices in different cultural contexts and the potential value of New Institutionalist Theory as a new conceptual lens to explore this issue further.

Recognition and assessment of resident' deterioration in the nursing home setting: A critical ethnography.

To explore the recognition and assessment of resident deterioration in the nursing home setting. There is a dearth of research exploring how nurses and personal-care-assistants manage a deteriorating nursing home resident. Critical ethnography. Observation and semi-structured interviews with 66 participants (general medical practitioners, nurses, personal-care-assistants, residents and family members) in two Australian nursing homes. The study has been reported in accordance with the Consolidated Criteria for Reporting Qualitative Research guidelines. The value of nursing assessment is poorly recognised in the nursing home setting. A lack of clarity regarding the importance of nursing assessments associated with resident care has contributed to a decreasing presence of registered nurses and an increasing reliance on personal-care-assistants who had inadequate skills and knowledge to recognise signs of deterioration. Registered nurses experienced limited organisational support for autonomous decision-making and were often expected to undertake protocol-driven decisions that contributed to potentially avoidable hospital transfers. Nurses need to demonstrate the importance of assessment, in association with day-to-day resident care and demand standardised, regulated, educational preparation of an appropriate workforce who are competent in undertaking this role. Workforce structures that enhance familiarity between nursing home staff and residents could result in improved resident outcomes. The value of nursing assessment, in guiding decisions at the point of resident deterioration, warrants further consideration.

Intensive care unit organisation and nurse outcomes: A cross-sectional study of traditional and “hot-floor” structures

Aim: To explore the relationship between the practice environment and nurse outcomes in two Intensive Care Unit (ICU) models.Background: Internationally the demand for intensive care is increasing. A large capacity multi-specialty integrated critical care service, the “hot-floor”, is emerging as the preferred organisational model. Benefits include resource consolidation and improved utilisation, operational synergies, operational flexibility and demand management. A large clinical workforce with commensurate frontline management, education and support positions are required. The association between these factors, within the ICU hot-floor work environment, and nurse outcomes is not known.Methods: Registered nurses (RNs) working in two ICUs, one a hot-floor model and one traditional ICU, completed a structured questionnaire. Nurse perceptions of work-life and organisational factors, and dimensions of burnout were examined using the Practice Environment Scale-Nursing Work Index (PES-NWI) and Maslach’s Burnout Inventory (MBI).Results: Units matched on service level characteristics, training accreditation, patient casemix, operational and clinical care processes. Nurses in had similar demographic characteristics, professional attributes and experience. Workforce structures were also similar though the hot-floor had relatively less dedicated resources for frontline nurse management and clinical education positions. Hot-floor nurses worked more paid overtime and were redeployed less frequently to external wards. Nurse manager leadership and support was less effective, and nurses expressed lower personal accomplishment.Conclusions: Improved demand management achieved through greater operational flexibility is a key driver for the hot-floor model. Planning for enhanced organisational effectiveness requires corresponding improvements in the work environment to optimise nurse retention to ensure organisational sustainability.

Evaluating the impact of strategic personnel policies using a MILP model: The public university case

Purpose: The main purpose of the paper is to evaluate the impact of diverse personnel policies around personnel promotion in the design of the strategic staff plan for a public university. The strategic staff planning consists in the determination of the size and composition of the workforce for an organization.Design/methodology/approach: The staff planning is solved using a Mixed Integer Linear Programming (MILP) model. The MILP model represents the organizational structure of the university, the personnel categories and capacity decisions, the demand requirements, the required service level and budget restrictions. All these aspects are translated into a set of data, as well as the parameters and constraints building up the mathematical model for optimization. The required data for the model is adopted from a Spanish public university.Findings: The development of appropriate policies for personnel promotion can effectively reduce the number of dismissals while proposing a transition towards different preferable workforce structures in the university.Research limitations/implications: The long term staff plan for the university is solved by the MILP model considering a time horizon of 8 years. For this time horizon, the required input data is derived from current data of the university. Different scenarios are proposed considering different temporal trends for input data, such as in demand and admissible promotional ratios for workers.Originality/value: The literature review reports a lack of formalized procedures for staff planning in universities taking into account, at the same time, the regulations on hiring, dismissals, promotions and the workforce heterogeneity, all considered to optimize workforce size and composition addressing not only an economic criteria, but also the required workforce expertise and the quality in the service offered. This paper adopts a formalized procedure developed by the authors in previous works, and exploits it to assess the impact of various personnel policies in the staff planning for a particular university case, and this is the principal contribution of the paper.

Factors facilitating the establishment of integrated and patient-centered community health centers in rural Germany

Introduction: A common problem in Germany is the recruitment of young general practitioners in rural areas. In principle, the physician self-government is responsible for securing outpatient care. Confronted with demographic change and preferences of a younger medical work-force, in recent years also communities and local governments get involved in the planning process. This is also reflected in recent healthcare reforms, where local planning commissions, which formerly comprised only payer and provider representatives, now also include community stakeholders. Regional Health Conferences are another political tool to adapt care needs to local structures. However, the role of local “players” is very variable and its effects are unclear.The community of Hohenstein is part of a rural governmental district in Southern Germany. Regional and local care providers are already scarce, the problem will increase in foreseeable time as 25 % of general practitioners (GPs) are 60 years and older. Therefore the county government took action.Project description: The county government in cooperation with the community health conference started the initiative “healthy community” with the goal to develop sustainable health-promoting structures in the region. Interested communities can become certified, if an analysis of health-related infrastructure and a SWOT-analysis is performed and a mission statement for the community is formulated. Hohenstein was the first community to be certified in May 2015. Along with this, a working group consisting of citizens and regional multipliers was established.Secondly, the county government along with the health conference and the mayor involved regional physicians and stakeholders from industry and business as well as the Medical Faculty of the University of Tübingen (the _Institute of General Practice and Interprofessional Care_). This cooperation initiated the development of a regional health centre Hohenstein (_GZH_) and therefore established a steering committee.Impact, Highlights: In 2015 from this derived the initiative “friends of GZH”, including local business, university and politics, who jointly provide funds for planning and setting up the infrastructure during the first two years of development. In addition, the community provides for the infrastructure, namely a new building which offers room for a primary care practice team, meeting rooms and additional healthcare providers.As a result, one regional GP has moved his practice into this building in 2015, forming a first nucleus.In order to secure primary care workforce and integrative care structures, a formal cooperation with the Institute of General Practice and Interprofessional Care was established. The healthcare centre (GZH) is the first university-based primary care practice in Baden-Württemberg. This ensures a direct contact of students and residents in training with workplaces in rural areas. At the same time it facilitates development and evaluation of care concepts by securing direct access to providers and data. The goal is to establish the practice as a “laboratory for the provision of primary care in rural areas” with respect to organizational and medical care-concepts.The commitment of the “healthy community” promotes a network of local structures active in healthcare (such as sports clubs, volunteers and tourist related activities). Existing prevention programs will be transparent for the GZH and can be used by its health coaches in the future. Also, the planning of integrated care programs will profit of the working group.Citizens, who are also sensitized by “health community”, will be involved in regular round-tables in order to assess care needs and preferences. In the framework of “Healthy Community Days” different health care providers and citizens can deliver mutual information.Stakeholder interests and political support is secured by the steering committee and the “friends of GZH”, which for instance help to push technical infrastructure like fast internet.The University will ensure continuous evaluation of patient -and provider preferences and their incorporation in concept development. Continuous contacts with international and national research and health-policy will ensure up-to-date planning of care arrangements.Conclusion: The approach to initiate local care structure with regional stakeholders of politics and business, with care providers and academia covers multiple structural problems at the same time.Especially the common interest of local employers, the community and politics in providing a sustainable regional infrastructure drives their commitment to the project. This secures support of initial funding and infrastructure. Planning and evaluation of innovative concepts is secured by the involvement of academia, which in turn cooperates with a network of experienced consultants. This enables the establishment of integrated and innovative care models rather than establishing a conglomerate of single practices without common care concepts. Models are adapted to local needs by continuous involvement of local citizens, patients and providers.

Providing a navigable route for acute medicine nurses to advance their practice: a framework of ascending levels of practice

This article conveys concerns raised by delegates at the International SAM Conference (Manchester, 2015) regarding how to advance nursing practice in acute medicine. It endeavours to capture the essence of ‘how to advance practice’ and ‘how to integrate advanced practice’ within the workforce structures of an acute medicine unit (AMU). It addresses the production of tacit knowledge and the recognition and integration of this to developing the nursing workforce. The current context of NHS efficiencies and recruitment issues emphasize the value of retaining tacit knowledge. Uniquely, this article offers an early conceptual framework through which levels of advancement and potential transition points to advance nursing practice in acute medicine are articulated. Determining how to advance requires identification of prior accomplishments such as, tacit knowledge, experiential learning, CPD, specialist courses and management experience. This requires nurses to make judicious decisions to advance their practice and the distinction between ‘amassing experience’ and ‘career progression’. It aims to stimulate thinking around the practicalities of advancement, the value of tacit knowledge and potential realization through the framework trajectory.

Preventing mental illness: closing the evidence-practice gap through workforce and services planning

BackgroundMental illness is prevalent across the globe and affects multiple aspects of life. Despite advances in treatment, there is little evidence that prevalence rates of mental illness are falling. While the prevention of cardiovascular disease and cancers are common in the policy dialogue and in service delivery, the prevention of mental illness remains a neglected area. There is accumulating evidence that mental illness is at least partially preventable, with increasing recognition that its antecedents are often found in infancy, childhood, adolescence and youth, creating multiple opportunities into young adulthood for prevention. Developing valid and reproducible methods for translating the evidence base in mental illness prevention into actionable policy recommendations is a crucial step in taking the prevention agenda forward.MethodBuilding on an aetiological model of adult mental illness that emphasizes the importance of intervening during infancy, childhood, adolescence and youth, we adapted a workforce and service planning framework, originally applied to diabetes care, to the analysis of the workforce and service structures required for best-practice prevention of mental illness.ResultsThe resulting framework consists of 6 steps that include identifying priority risk factors, profiling the population in terms of these risk factors to identify at-risk groups, matching these at-risk groups to best-practice interventions, translation of these interventions to competencies, translation of competencies to workforce and service estimates, and finally, exploring the policy implications of these workforce and services estimates. The framework outlines the specific tasks involved in translating the evidence-base in prevention, to clearly actionable workforce, service delivery and funding recommendations.ConclusionsThe framework describes the means to deliver mental illness prevention that the literature indicates is achievable, and is the basis of an ongoing project to model the workforce and service structures required for mental illness prevention.

One well, 30,000 times: Australia's workforce transition to a gas factory

Australia’s oil and gas resources are becoming more unconventional, and the workforce management approaches to exploit these resources must also become more unconventional. The shift from conventional to unconventional resource plays, beginning with coal seam gas and now including shale resources, has had a major impact on every aspect of the upstream process. This entails the delivery of upstream gas capacity and on-going gas delivery for thousands of wells across several years, which is much more like a manufacturing process rather than one-off projects—compared to conventional gas where only a few wells are drilled per year. Perfecting the gas factory concept is still in its early days in Australia, with more focus remaining on the work than the workforce. As equipment and infrastructure support the work to be delivered, culture and workforce structures (organisational structures, performance plans and people strategies, etc) support the workforce that will execute the work. The ability to establish a factory-like culture will drive a workforce with a manufacturing mindset and if supported by the right workforce structures will encourage behaviour needed to be successful in the manufacturing environment. The companies and suppliers that are able to reinvent themselves as manufacturers, both in what they do and how they think, will realise the highest returns. This extended abstract explores the changes needed in workforce structures through examples in oil and gas (shale developments and coal bed methane, etc), manufacturing drawing lessons and insights for Australia’s growing unconventional oil and gas sectors.

Building workforce capacity for complex care coordination: a function analysis of workflow activity.

BackgroundThe care coordination workforce includes a range of clinicians who manage care for patients with multiple chronic conditions both within and outside a hospital, in the community, or in a patient’s home. These patients require a multi-skilled approach to support complex care and social support needs as they are typically high users of health, community, and social services. In Australia, workforce structures have not kept pace with this new and emerging workforce. The aim of the study was to develop, map, and analyse workforce functions of a care coordination team.MethodsWorkflow modelling informed the development of an activity log that was used to collect workflow data in 2013 from care coordinators located within the care coordination service offered by a Local Health Network in Australia. The activity log comprised a detailed classification of care coordination functions based on two major categories – direct and indirect care. Direct care functions were grouped into eight domains. A descriptive quantitative investigation design was used for data analysis. The data was analysed using univariate descriptive statistics with results presented in tables and a figure.ResultsCare coordinators spent more time (70.9%) on direct care than indirect care (29.1%). Domains of direct care that occupied the most time relative to the 38 direct care functions were ‘Assessment’ (14.1%), ‘Documentation’ (13.9%), ‘Travel time’ (6.3%), and ‘Accepting/discussing referral’ (5.7%). ‘Administration’ formed a large component of indirect care functions (14.8%), followed by ‘Travel’ (12.4%). Sub-analyses of direct care by domains revealed that a group of designated ‘core care coordination functions’ contributed to 40.6% of direct care functions.ConclusionsThe modelling of care coordination functions and the descriptions of workflow activity support local development of care coordination capacity and workforce capability through extensive practice redesigns.