HR Challenge: The Employee Experience-Pathways to Employee Success and Retention


HR
Challenge: The Employee Experience-Pathways to Employee Success and Retention
Prepare a 3-4-page
report on how you plan to approach employee talent development, employee
success, retention, and the employee experience issues with viable recommendations
for solutions.
Assessment Introduction
Scenario
You are an HR
professional at a large teaching hospital with responsibility for the areas of
employee talent development and employee experience (sometimes called employee
perspective). The hospital’s mission is to integrate a broad spectrum of
clinical care, teaching, and research, with special emphasis on the health of
children and their families, for two states on the east coast of the United
States.
Recently, you have
observed high rates of turnover across a number of occupations. Licensed
practical nurses, radiologist technicians, surgical technicians, pharmacy
technicians, medical assistants, laboratory technicians, and dietitian
assistants are at the top of the list of people your hospital cannot keep. You
have been conducting exit interviews and talking to current employees about
what the areas of concern are that could be influencing the high rate of
turnover.
As it turns out,
another hospital in the area that has been aggressively recruiting new
employees. The hospital is associated with a medical school and an external
physician assistance program. They are using a completely new employee
experience approach that includes:
Advancement opportunities through joint university and
technical certification programs.
Cross-field rotations.
Tuition assistance.
Scholarship programs for entry into the physician
assistant program.
Work time for physical fitness.
Co-located complimentary daycare for second and third
shift staff.
A gourmet cafeteria.
These benefits are
part of what the private hospital calls a comprehensive work-life
career-investment program for employees. Your institution has a legacy
cafeteria and nothing that mirrors the other hospital’s employee experience
program. Additionally, recent engagement surveys indicate that employees are
not getting the career guidance from team leaders and supervisors that they
think they should. Several surveys of employees found that they felt they are
not valued or considered part of the organization and that “only doctors and
RNs really mattered.”
Your Challenge
This assessment
examines how to assess the effectiveness of employee talent development and
employee experience (employee perspective). Consider the challenging conditions
that you would face in the situation presented.
What would your next step be in confronting the HR
challenge faced by the hospital from a competitive standpoint? Should you
present the differences between your hospital and its competitor’s
programs to your supervisors or even the hospital director? If yes, why,
and how would you go about that? If not, what would your rationale be for
your decision?
What research would you do? Making the type of changes
that the other hospital made is a major effort in cost and from an
organizational culture and employee-valuing perspective.
What challenges might you face from your own HR
director? From medical staff leaders and others? The cost of current
turnover is coming close to 15% of yearly salary for some positions, and
the loss of institutional knowledge is affecting treatment quality,
according to a panel of physicians and nursing staff.
What new and different programs might be introduced
into the organization to improve the employee experience considering the
scope of challenges that were discussed in the introduction?
Your job in this
assessment is to use the guidance from above to prepare a report for your
supervisors on how you plan to approach the employee talent development and
employee experience (employee perspective) problems with viable recommendations
for solutions. Please provide at least six academic, scholarly, or professional
resources from the Capella University Library.
Assessment Instructions
Prepare
a 3–4-page report that states your recommended course of action. Along
with your recommendation, include the following:
Analyze, from a competitive standpoint, how proposed
recommendations address the HR challenge faced by the hospital.
What is the scope of the differences between your
hospital and its competitor?
What would it take to emulate the competitor’s
programs?
Describe key factors considered to support the major
effort and cost it would take to enact changes in organizational culture,
which could be embraced by employees.
What challenges would be faced by trying to emulate
the competitor’s programs?
What would the risks be by not addressing the
differences between your hospital and its competitor?
Explain how to mitigate cost of current turnover and
the loss of institutional knowledge that is affecting treatment quality.
What is causing the turnover?
What actions can you take to address the issue?
Describe programs you would introduce to improve the
employee experience.
What are the different parts of your programs?
What are they intended to do?
Review the HR Challenge: The Employee
Experience – Pathways to Employee Success and Retention Scoring Guide to see the criteria by which your assessment will
be evaluated. Before submitting your assessment for evaluation, review your
draft in SafeAssign to check your use of source material.
Submission Requirements
The deliverable for
this assessment applies professional skills in Human Resources Management (HRM)
to workplace situations which you will likely encounter in your day-to-day work
in HRM. As part of your learning, we focus on the development of effective
professional communication skills for the workplace. Your assessment should
meet the following additional requirements:
Length: Your plan should be 3–4
typed, double-spaced pages, not including the cover and resources pages.
The first page should be a cover sheet with your name,
the course number, assessment title, and date. No other information is
required on this page.
The last page should be the reference list.
Organization: Make
sure that your assessment writing is well-organized, using headings and
subheadings to organize content for the reader.
Font and font size: Times
New Roman, 12-point font.
Resources: Use
a minimum of six references from academic, scholarly, or professional
publications.
Evidence: Support
your assertions with data and in-text citations.
APA formatting: Resources
and in-text citations are formatted according to current APA Style and Format guidelines.
Written communication:
Support main points and recommendations with relevant
and credible evidence.
Address the appropriate audience, using familiar,
discipline-specific language and terminology.
Use spell-check and other tools to ensure correct
spelling and grammar.
Competencies Measured
By successfully
completing this assessment, you will demonstrate your proficiency in the
following course competencies:
Competency 1: Develop strategic recruiting approaches
and selection methods to support an organization’s talent goals.
Analyze, from a competitive standpoint, how proposed
recommendations address the HR challenge faced by the hospital.
Describe key factors considered to support the major
effort and cost it would take to enact changes in organizational culture,
which could be embraced by employees.
Competency 2: Apply talent mobility practices for an
organization.
Describe programs you would introduce to improve the
employee experience.
Competency 3: Examine approaches to workforce planning
to determine present and future talent needs.
Explain how to mitigate cost of current turnover and
the loss of institutional knowledge that is affecting treatment quality.
Competency 5: Communicate clearly, accurately, and
professionally for the HR field.
Support main points and recommendations with relevant
and credible evidence.
Address the appropriate audience, using familiar,
discipline-specific language and terminology.
Scoring Guide
Criteria 1
Analyze, from a competitive standpoint, how
proposed recommendations address the HR challenge faced by the hospital.
Analyzes, from a
competitive standpoint, how proposed recommendations address the HR challenge
faced by the hospital, and presents relevant evidence to support the analysis.
Criteria 2
Describe key factors considered to support the
major effort and cost it would take to enact changes in organizational culture,
which could be embraced by employees.
Evaluates key factors
considered to support the major effort and cost it would take to enact changes
in organizational culture, which could be embraced by employees.
Criteria 3
Explain how to mitigate cost of current
turnover and the loss of institutional knowledge that is affecting treatment
quality.
Comprehensively
explains how to mitigate cost of current turnover and the loss of institutional
knowledge that is affecting treatment quality, providing detailed examples.
Criteria 4
Describe programs you would introduce to improve
the employee experience.
Evaluates programs you
would introduce to improve the employee experience.
Criteria 5
Support main points and recommendations with
relevant and credible evidence.
Supports main points
and recommendations with relevant, credible, and convincing evidence.
Skillfully combines virtually error-free source citations with a perceptive and
coherent synthesis of the evidence.
Criteria 6
Address the appropriate audience, using
familiar, discipline-specific language and terminology.
Addresses the
appropriate audience, using familiar, discipline-specific language and
terminology. Uses precise and accurate vocabulary and effective word choice for
articulate, fluent expression.


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