HealthCo is a fully integrated, non-profit healthcare organization which has approximately 6,700 employees. The company includes multiple locations, all of which are located in the eastern United States. Women represent a large and growing part of their workforce, many of whom are experiencing one or more of the challenges associated with parenthood, dual careers, and elder care. The organization’s senior management has seen the impact of the increased work-life stress within their company’s turnover rate, which is over 1.5 times the industry average. HealthCo understands the importance of effectively addressing this issue, not only due to the economic cost associated with high employee turnover but also in terms of its’ ability to compete …show more content…
Much of the company operates on a 24/7 schedule which will present challenges in providing an expanded benefit package across the organization. The case study specifically mentions the challenges already being addressed within laboratory services. The organization currently has some benefits which are isolated to the corporate office (concierge services) or a limited number of the medical centers (child care). Because these benefits are not offered throughout the company, they provide limited impact in contributing toward HealthCo becoming an employer of choice. Consistency of benefits is important to employees who work for an organization with multiple locations. When advancement or job enrichment opportunities become available at a location other than where an employee is currently located, the potential to lose benefits as a result of the movement discourages employee retention. In addition, it is an advantage to an organization to have consistent availability of benefits to allow workforce movement between …show more content…
This intervention provides employees and management with the opportunity to communicate their mutual expectations and ensure that they are in agreement on the scope and volume of work to be done. In addition, role clarification can help management determine if their department as whole is working effectively as a team or if there are underlying duplications and inefficiencies which should be addressed. This intervention may also result in the organization needing to review staffing levels and employee skill sets if work volume is unable to be met by the current
Along with providing staff a degree of flexibility and independence in their daily assignments, Wade likewise sets expectations, deadlines and goals. Furthermore, Wade works with each staff member, helping them improve their individual skills while attaining the Division’s goals. When necessary, he expends additional time mentoring staff, helping them overcome obstacles. Even though he may feel exasperated at times by the lack of progress in an employee, he does not shy away from the challenge of helping the employee reach their
The organization is creating an effective system that would enhance employees’ growth and help them meet the needs of the workforce. To achieve better healthcare, the organization is developing innovative ways of recruiting skilled personnel. In a bid to build value for its employees, Banner Health System is presenting them with opportunities that build their expertise. Employees have an opportunity to transfer between different Banner facilities and still manage to retain their seniority and benefits. The organization is leveraging employee skills and creativity via the President’s Grant Program. The program offers funding to employees who have innovative ideas that are beneficial to the heath system. The focus of the program includes improving teamwork, leadership development, continuous, learning as well as innovation in all locations. As the organization grows, it looks forward to offer employees discounts on health coverage and other insurance
University of California (2006). An Aging U.S. Population and the Health Care Workforce: Factors Affecting the Need for Geriatric Care Workers. University of California, San Francisco, Center for California Health Workforce Studies.
The cost and administrative burden of providing health care benefits to employees has grown rapidly in the last several years, and organizations have opted to cheaper means of doing this by resorting to CDHPs programs that are little bit cheaper when using deductible health insurance plans. This has led to the hope of healthier generation in the near future as the cost of health services would be manageable (Buntin, Damberg, Haviland & Kapur, 2006).
Healthy and thriving workforce is key asset to any organization and the workplace has significant impact on people’s health and well being. Most of the companies, especially in the current economic climate, are actively seeking ways to reduce operating costs. Yet most organizations are ill prepared to meet the challenges associated with the changing demographics of their workforce.
A digital platform is a technology enabled business model that follows an innovative approach to create immediate value. Data analytics just like a digital platform can be used as a strategic weapon by an organization as a competing mechanism. Trinity Health derived value from data to know how to treat patients for certain illnesses, to identify the most cost-effective care to give patients, to predict operating and financial performance, for setting standards and to target customers and patients in different markets. A digital platform gave Trinity Health the ability to collect and analyze enterprise data that led to the improvement in operating efficiency. The establishment of a performance leadership organization by Trinity Health helped
Today’s nursing workforce is multigenerational. They differ in behaviors, attitudes and expectations. Generational differences affect nurse-patient ratios and reflect in job satisfaction, retention, and patient outcomes (Wieck, Dols & Northam, 2009). Every nurse wants to work for a company with high job satisfaction and retention numbers. Stress, patient safety, and low performance related to high patient-nurse ratios are the most commonly expressed reasons why nurses may leave their jobs. According to Wieck, et al.(2009), nurses born between 1922 and 1945 are the veterans. They have respect for authority and are reliable employees. They believe that current nursing models encourages a team approach. They believe that nurse-patient ratios are much better than what they are used to be in the past. They are more concerned about age-related issues and recognition for their contributions at work (Wieck, et al.,
The nursing workforce is particularly challenged when it comes to retaining high quality nurses in the profession. This issue is relevant to new and seasoned nurses alike. There are senior nurses experiencing burnout intending to leave the workforce before retirement age and new nurses leaving the profession prematurely, creating too much nurse turnover. When turnover takes place unexpectedly and prior to retirement, the collective effect is financially and socially detrimental to the nursing profession and healthcare institutions. High nurse turnover can influence a healthcare organization’s ability to provide quality patient care and accomplish the best possible patient outcomes (Hayes et al., 2006). Investigating the sources of high nurse turnover rates and the negative impact on healthcare will bring greater understanding to this nursing workforce issue.
Many employees when looking for a job or deciding whether to stay with their current employment often considers the employee benefits the company offers.
...y understand of why the change is needed. For example he can provide the employees with the pros and cons of the current process and how the new implemented changes will improve the organization.
Define the following terms: “job burnout,” “job satisfaction,” “retention,” and “turnover.” Why are they of importance in managing healthcare professionals?
We, as people in the workforce, are depended on to follow through with work commitments. A healthy employee is able to do more and feel well enough to enjoy it. We strive to do our best but how can we when we have low morale at the office. Healthy employees directly impact the bottom-line of all companies, from the sole proprietorship to the large corporation (1996). Keeping health-care costs low, boosting morale, increasing productivity, and reducing the absent rate is a payoff that every good business owner should recognize. When a small business is trying to become larger, having employees who are healthy and stress free is important. Losing a member of an already small number due to being ill is not the way to succeed. Working in an environment that is happy and productive is the perfect place to work, regardless of what the job is.
...es dealing with team building, activities that will help in diagnosing, feedbacks, activities for process consultation etc (Robbins, 2010).
Human resources will need to place emphasis on employee wellness my initiating programs that “include work-life balance processes, stress management, and therapy programs, and facilitating an open dialogue about mental health and illness to remove much of the stigma that plagues the conversation and ailments (Guppta, 2016).” By utilizing flexible work schedule options, demanding jobs with high-stress levels are possible because employees’ free time does not have to be sacrificed.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174