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Assessment 4

Student’s Name

Course Name and Code

Instructor’s Full Name

Instructor’s Name

Date Due
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Assessment 4

Introduction

A worrying tendency of staff and employee turnover in many professions in several

sectors has emerged in recent years. Licensed practical nurses, surgical technicians, pharmacy

technicians, medical assistants, radiology technicians, dietician assistants, and laboratory

technicians are the main professions affected by these turnovers. The human resources team tried

identifying the root cause of the high turnover rate through exit interviews and engagement with

current workers. This investigation revealed a nearby new hospital with a medical school

actively seeking new hires. The second hospital adopted a plan that improved the work

experience by integrating an outside physician program. To reflect and fulfill the hospital's

mission of integrating a wide spectrum of clinical care, education, and research, with a special

focus on the health of children and their families, it is necessary to stop the rising tide of staff

turnover and reorganize employee relations. To support its suggestions to enhance the current

status of the employee experience at the hospital, the human resources department looked into

the situation of the competing hospital, as indicated below.

The competitor’s edge.

The competitor hospital had a benefits program for its employees known as a

comprehensive work-life career investments program. This program offered opportunities for

advancement through joint university and technical certification programs, cross-field rotations,

co-located complimentary daycare for second and third-shift staff, work time for physical

therapy, and mental health counseling. On the other hand, the gourmet cafeteria is the hospital's

exclusive employee experience program. The high-level staff has left the hospital due to its

disengagement in search of new jobs that provide comparable experiences and engagements.
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The HR division thinks it is only proper to give the administration this fresh viewpoint

and information due to the hospital's disengagement. The presentation will persuade them to

develop an innovative, effective personnel retention plan for the business (Malik et al., 2020).

The need for improvement in areas that have drawn criticism from staff members would also be

advantageous to highlight. Consequently, they are not viewed as significant, which demotivates

them and makes them want to go to places where they are valued. The HR department thinks it is

possible to make these changes to stand out and draw in and keep the best talent.

Programs to introduce to improve the employee experience.

The observed declining and poor worker morale and the high leave rate help to reinforce

the need for reform. Losing workers at such a high rate to rivals is incredibly expensive and has

many other detrimental effects (Johennesse et al., 2017). Reforming the cafeteria is one

modification that may be made with ease to demonstrate a commitment to making changes to

address the issue. The meal selections might be improved by adding more inclusive and varied

options to accommodate the company's dietary requirements.

Child care is a costly expense that working parents must bear; thus, it is crucial to include

it in the employee benefits package in order for the hospital to be in line with its stated objective

(Jufrizen et al., 2021). Therefore, implementing that modification across all shifts will give the

hospital a competitive advantage and aid in employee retention. Once more, the workforce's

health, happiness, and fitness should come first. Therefore, the business should make

investments to strengthen its workforce. Adjustments should be made to allow for the employee's

physical fitness between shifts and incorporate friendly contests to attain certain objectives like

weight loss and realizing fitness via actions like climbing the stairs during lunch breaks. The

hospital may also implement a health and wellness credit on the employees' paychecks if they
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engage in such activities to support those objectives and increase horizontal and vertical

communication and engagement between workers. Employee motivation from such a move will

increase employee loyalty and lower turnover rates.

Setting up possibilities for workers to receive ongoing training is a step in the right

direction. It will assist others in developing new talents and enhancing existing ones, keeping the

team motivated and invested in their professions. This will increase productivity and orient all

employees in the same direction, encouraging collaboration and a clear understanding of the

business's goals (Sabir et al., 2021). Training that spans many functions is the second

modification we may make in this area. It might be created and devoted to high-performing

employees who have demonstrated and acknowledged a desire to gain knowledge in various

fields and divisions. In order to determine whether they want to pursue and frame and prepare

themselves for leadership chances within the hospital hierarchy, the program will provide

workers the opportunity to gain an inside perspective of the other functions as done in those

other areas.

Another crucial adjustment we must make to the business is the tuition reimbursement

program. Since it is one of the most attractive employment opportunities available today, any

business without one cannot compete for the top personnel. The initiative might be carried out by

forming alliances with institutions to provide discounts to the finest candidates who opt to work

at our hospital (Ahmad, 2020). A strategy for providing reimbursements for employees that

attract and encourages retention may also be developed. That would be a development that

would put us ahead of our rivals.

The hospital is also expected to launch the associate's voice, another employee

experience program. It would include establishing and formalizing a channel for staff members
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to express and relay their sentiments, issues, and suggestions to management and one another.

The HR department will need to suggest a platform and method for expressing those viewpoints,

such as starting a yearly or even quarterly mail-in survey where everyone can express their issues

and offer suggestions to modify and enhance their work experience (Elis, 2020). The human

resources division is then expected to raise awareness in the lead-up to the survey in order to

include all of the employees in the process. The conclusions and the path of action should then

be made clear after a thorough analysis of the suggestions and defenses made by the workforce.

The procedure will help the hospital staff feel respected, heard, and appreciated. Conclusion:

Realizing your perspective is valued and considered will give you a sense of achievement.

Because they know they are the ones who made these decisions, employees will be bound by

them.

Establishing a positive corporate culture is a great way to foster a change-friendly

atmosphere. When workers are content, it shows in the work they produce, and it helps the

hospital get more patients. It will also impact the hospital's ability to keep employees and their

productivity (Tanwar, 2017). As a result, we want to promote employee referral programs

throughout the organization. It can be accomplished by rewarding employees who are in good

standing after a specific amount of time with bonuses, for example.

Conclusion

According to the essay, there are significant costs associated with hiring, training, and

onboarding new employees. As a result, allowing a firm to lose employees to nearby rivals is a

significant investment and financial waste that will harm the company's reputation. Therefore,

after careful study, the human resources department decided that it is less expensive to spend

money on implementing these changes since the expenses of occasionally replacing staff
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outweighs the costs of doing so. Therefore, in this case, the recruitment expenses would be

employed for other purposes, such as leadership development. Again, emphasis should be placed

on providing career paths for staff members so that promotions may be made based on merit and

from within the organization's ranks instead of hiring fresh talent from outside. Such investments

in in-house personnel result in cost savings in the recruiting, onboarding, and recruitment

processes. It is also important to have get-togethers where fresh ideas and improved skill sets

may occasionally be addressed, such as lunch sessions or workshops. A positive work

environment that encourages communication is crucial to employee success and helps employees

feel appreciated. Their suggestions for improving the workplace make it easier for everyone to

contribute.
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References

Tanwar, A. (2017). Impact of employee engagement on performance. International Journal of

Advanced Engineering, Management, and Science, 3(5), 239845.

Ellis, J. (2020). Using Employee-Development as a Solution to Employee Turnover (Doctoral

dissertation, Walden University).

Ahmad, A., Khan, M. N., & Haque, M. A. (2020). Employer branding aids in enhancing

employee attraction and retention. Journal of Asia-Pacific Business, 21(1), 27-38.

Malik, A., Budhwar, P., & Srikanth, N. R. (2020). The gig economy, 4IR and artificial

intelligence: Rethinking strategic HRM. In Human & technological resource

management (HTRM): New insights into revolution 4.0. Emerald Publishing Limited.

Johennesse, L. A. C., & Chou, T. K. (2017). Employee Perceptions of Talent Management

Effectiveness on Retention. Global Business & Management Research, 9(3).

Jufrizen, J., Mukmin, M., Nurmala, D., & Jasin, H. (2021). Effect of Moderation of Work

Motivation on the Influence of Organizational Culture On Organizational Commitment

and Employee Performance. International Journal of Business Economics (IJBE), 2(2),

86-98.

Sabir, I., Ali, I., Majid, M. B., Sabir, N., Mehmood, H., Rehman, A. U., & Nawaz, F. (2021).

Impact of perceived organizational support on employee performance in IT firms–a

comparison among Pakistan and Saudi Arabia. International Journal of Organizational

Analysis.