The feasibility of integrated health human resources planning (IHHRP) was examined. The analysis focused on the following topics: ways of integrating labor market indicators into service planning; whether planning is sufficiently responsive and flexible to retain relevance and validity in rapidly changing health systems; different models and methodological approaches to IHHRP; and using computer-based scenario modeling to support assessment of current and future planning options. The context and themes of public sector, political, social, and macroeconomic changes were considered, and empirical evidence was examined when available. Key conclusions were as follows: (1) few empirical applications of the conceptual frameworks of IHHRP have been developed in the past 10-15 years; (2) integrated and discipline-specific empirical applications are in place but do not build upon conceptual and analytic advances; (3) discipline-specific studies still dominate the literature; (4) labor market indicators, if collected, play an important role in planning for the workforce; (5) many applications do not show a link to outcomes; (6) modest financial investments to build upon conceptual and analytic advances and data requirements may result in large payoffs that greatly exceed investments; and (7) the opportunity costs of not moving forward and relying on old methods must be considered. (The bibliography lists 46 references. A 22-item annotated bibliography is appended.) (MN)