Ulrich Team Project—Lemuel Shattuck Hospital

Lemuel Shattuck, teacher, historian, statistician, publisher, and visionary, established the Lemuel Shattuck Hospital in 1869. His plan was the first to identify major public health issues including the recommendation to establish the accurate keeping of health records and vital public health statistics to use as tools to fight disease. In 1869, his vision led to the nation’s first State Board of Health that was established in Massachusetts. In order to carry out their mission, Lemuel Shattuck Hospital delivers compassionate medical and psychiatric care to patients requiring multi-disciplinary treatment and support which promotes their health, well-being, rehabilitation and recovery.
The private hospitals Faulkner and Boston Medical Center, is often compared with Lemuel Shattuck Hospital a public hospital. Because of financial stability, they provide facilities to other state agencies. For example, the hospital provides a holding cell for the Department of Corrections. The Shattuck Hospital also provides inpatient healthcare services for the inmates on the 8th floor of the facility. However, detox programs in the private are usually refereed or outsourced by other hospitals. On the other hand, Lemuel Shattuck hospital services include adult healthcare for not only immigrants and homeless men and women, but also multi-diagnoses, correctional health, addiction, and mental health.
Lemuel Shattuck’s onsite Human Resource Department staff includes benefits and leaves coordinator, customer service coordinator, employment and staffing coordinator, employment services manager, labor relations manager, payroll supervisor, and personnel and payroll coordinator. Their Human Resources department provides customer service and support for a...

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...not practicing all four with equal weight distribution.
Employees with poor training, poor education or poor work ethic may not be a good fit even at low wages. The strategic partner type is continuously defining the strategic narrative of the company, it past, present and future. The administrative expert focuses on people and company issues. The Employee champion reinforces the employees’ voices throughout the organization. Disappointed employees must have a way to speak up and be heard either through employee engagement surveys or round table forums and not have fear of retribution. The change agent type quickly make changes and has a bench mark to show how what has improved and how it is effective. In short, there is a synergistic relationship between all four HR best practice types: strategic partner, administrative expert, Employee champion and Change Agent.