Case Analysis (Final)

PHILIPPINE CHRISTIAN
UNIVERSITY
CASE ANALYSIS
A SAMAR PROVINCIAL
HOSPITAL STUDY
Presented by:
Group 3-MMPHA
Quenna Maria P. Tumanda, MD
Faustino L. Unabia Jr. MD,GS
Carlito C. Violan II MD, FPPS
Rochelle D. Esguerra, RM
John Lester D. Flores, RM
Eleonor E. Nibay, RM
Presented to:
Dra. Joan B. Rosales
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Table of Contents
 Case Profile
 Case Background
*Vision Mission
*Core Values
*Services Offered
*Human Resources
 Current Issues and Concerns of Top Management
 SWOT Analysis Matrix
 Problem Statement
 Alternative Courses of Action: Advantages & Dis-
advantages
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CASE PROFILE
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CASE BACKGROUND
● Established in 1952 by the Bureau of Health with a capacity of 25-bed.
● Situated in the Capital town of the Province of Samar (now Catbalogan City)
● In 1982 bed capacity was increased to 75-bed
● In 1989 SPH was renovated and bed capacity was increased to 100-bed
● Devolved to a Local Government Unit in 1991 (R.A. 7160)
● Built in a 7,000 sq.m more or less land donated by the Provincial

Government
● Reclassified to General Level 1 government hospital in 2013 per DOH-AO
0012 s. 2012
● PhilHealth Accredited
● Covers 3 ILHZ comprising of 15 municipalities with an estimated population

of 394,000.
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VISION:
To be the leading government health institution providing world class health

services in Samar Island.
MISSION:
To provide, promote and deliver safe, efficient, accessible, effective, sustainable

and globally competitive health care services through skilled service providers
who are God-fearing, compassionate, committed and with integrity, devoted to
serve without bias, thereby achieving better health outcome for improved
quality of life for the population of Samar.
Core Values: (SPHCC)

Service Excellence
Professionalism
Harmony
Compassion
Commitment
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Services Offered
Out-Patient Service
- Outpatient consultation
- Well baby consultation
- Animal Bite Treatment Center (ABTC)
- GeneXpert
- Family Planning / Reproductive health consultation
- Maternal Consultation (Ante & Post Natal)
- Minor Surgery
- Treatment Service (wound dressing; suture and other post- surgical
care service)
- Dental (includes dental X-ray Panoramic)
- Optha/ ENT
- Diabetes Consultation
- Social Service
- Radiology Service (Ultrasound & X- ray)
- Laboratory
- Pharmacy
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Services Offered
Emergency Room Service – 24 / 7
In-patient Service (attended by consultants)
- Surgery / Orthopedics
- Medicine
- Pediatrics including Newborn Screening
- Anesthesia
- OB-Gynecology
- OPTHA
Pharmacy Service – Available 24 / 7
Point of Care enrollment (Monday to Sunday 7:00 A.M
to 11:00 P.M
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Services Offered
Radiology Service
1. X-ray - Available 24 / 7
2. ULTRASOUND (Mon- Friday 8:00 A.M – 5:00 P.M )

24 hrs. every Wednesday
- Abdominal Ultrasound
- Hepatobiliary Ultrasound to include Appendix.
- Lower Abdominal
- KUB
- Prostate
- KUB / Prostate
- Pelvic Ultrasound (Pregnant)
- Transvaginal
- Inguinal
- Scrotal
- Cranial
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Services Offered
- Breast
- Hemithorax/ Ultrasound of Lungs
- Thyroid
- 4D Ultrasound for Pregnant
Laboratory 24/7
- Hematology
- Automated Blood Chemistry and Hematology to
include liver profile test.
- Microscopy
- Microbiology (except culture & sensitivity)
- Cross matching & Blood Typing – Cel Method
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Human Resources
A.Medical Service
24 Medical Specialist
7 Medical Officers ( 5 stationed; 2 OPD )
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Human
Resources
B. Nursing Service
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Human
Resources
C. Ancillary
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Human
Resources
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Human
Resources
D. Administrative Service
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Human
Resources
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OUT PATIENT SECTION

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PEDIA BUILDING
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NURSE STATION
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PHARMACY
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DENTAL X-RAY
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X-RAY MACHINE
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ISOLATION ROOM
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EMERGENCY ROOM
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CASE
ANALYSIS
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CURRENT ISSUES AND CONCERNS OF THE TOP MANAGEMENT
1. non-meritocracy on selection and hiring of employees- hiring, rewarding

and promoting the best people not based on skill, ability or years of
service in the hospital.
2. Derailment of employees to other offices / agency- transferring of key
employees to other hospitals who have undergone trainings of
programs implemented in the hospital may affect the flow of continuity
services of the agency.
3. No filling up of permanent vacant positions – because of budget non
appropriations of the LGU.
4. Fast turnover of employees/manpower- especially of nurses who are
one of the important key employees of the agency.
5. No continuing professional development program for employees- which
is vital to the professional growth of employees and may contribute to
the decreased performance levels of the employees.
6. Mismatch of qualification to the item filled up- most employees
occupied a job whose qualification requirements do not correspond to
the level or type of qualification they possessed.
7. Lack of simple communication to let employees in the agency know
what is the current status of the agency when it comes to financial
benefits of the employees.
8. Policies and procedures in all units are not updated to current new
trends in rendering services.
9. Mandatory hospital committees are not functional which are vital to the
good service of the hospital.
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STATEMENT OF THE PROBLEM
The study seeks to answer the challenges and issues that

collectively impact its operational efficiency, staff morale, and the quality
of services the institution provides.
Specifically, it seeks to answer the following problems:
1. What is the extent of organization's hiring, rewarding, and promotion

practices to the skill, ability, or years of service of its employees in
connection to the selection and hiring?
2. What is the effect of frequent transfer of key employees to other
hospitals to the quality of care and services provided to the community,
even if they have received specialized training relevant to the
organization's programs, disrupts the continuity of services?
3. What is the effect of budget constraints and non-appropriations by the
LGU to the workloads for existing employees and to the quality of care
and services?
4. What is the extent of rapid turnover of employees, especially nurses, to
the organization's ability to maintain a stable workforce and provide
consistent patient care?
5. What is the effect of the absence of a structured professional
development program for employees to their growth and learning
opportunities?
6. What is the effect of mismatched qualification to inefficiencies and
decreased job satisfaction among employees?
7. What is the extent of lack of transparent communication to the agency's
financial benefits and overall status?
8. What is the effect of outdated policies and procedures to the
inefficiencies and quality of care provided?
9. What is the impact of ineffective hospital committees to the decision-
making, collaboration and overall service quality?
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ALTERNATIVE COURSES OF ACTIONS: ADVANTAGES & DIS-ADVATAGES
1. What is the extent of organization's hiring, rewarding, and promotion

practices to the skill, ability, or years of service of its employees in
connection to the selection and hiring?
Competency-Based Hiring and Promotion:

● Focus on hiring and promoting employees based on their
competencies, skills, and qualifications relevant to the job role.
● Clearly define the required competencies for each position and
assess candidates against these criteria during the hiring process.
● Conduct regular competency assessments for existing employees to
identify areas for development and potential for promotions.
Performance-Based Rewards and Recognition:
● Implement performance-based reward systems that link pay raises,

bonuses, and promotions to individual or team performance.
● Establish clear and measurable performance metrics and objectives for
each employee, and regularly review and adjust them as needed.
● Recognize and reward employees for exceptional contributions,
achievements, and the acquisition of new skills.
Training and Development Programs:
● Invest in employee development programs that focus on improving

skills and competencies relevant to their roles.
● Provide opportunities for continuous learning and skill enhancement
through workshops, online courses, mentoring, and on-the-job
training.
● Encourage employees to set personal development goals and provide
support to help them achieve these goals.
Merit-Based Promotion Processes:

● DevelopCHRISTIAN
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considers employees' performance, skills, and qualifications.
● Ensure that promotion decisions are made based on objective
criteria, such as performance evaluations, skills assessments, and
achievements.
● Involve multiple stakeholders, such as supervisors, peers, and HR, in
the promotion decision-making process to minimize bias.
Regular Performance Reviews:

● Conduct regular performance reviews to assess employees' progress,
strengths, and areas for improvement.
● Use performance reviews as an opportunity to provide constructive
feedback and discuss career development goals.
● Consider 360-degree feedback systems that involve input from peers,
subordinates, and supervisors.
Diversity and Inclusion Initiatives:

● Promote diversity and inclusion within the organization to ensure
that hiring, rewards, and promotions are not biased against any
particular group.
● Implement diversity training, remove bias from job descriptions, and
ensure diverse interview panels.
Communication and Transparency:

● Clearly communicate the organization's policies and procedures
related to hiring, rewards, and promotions to all employees.
● Ensure that employees understand the criteria and expectations for
career advancement.
● Provide regular updates on promotion opportunities and open
positions.
Regular Evaluation and Adjustment:

● Continuously monitor and evaluate the effectiveness of the
organization's hiring, rewards, and promotion practices.
● Be open to adjusting policies and procedures based on feedback,
changing business needs, and evolving best practices.
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● By implementing these solutions, organizations can create a fair and
merit-based system that values employees' skills, abilities, and years
of service, while also promoting professional growth and
development.
1. What is the effect of frequent transfer of key employees to other hospitals

to the quality of care and services provided to the community, even if they
have received specialized training relevant to the organization's programs,
disrupts the continuity of services?
Strategic Workforce Planning:

● Develop a comprehensive workforce planning strategy that aligns
staffing needs with the organization's long-term goals and
community service requirements.
● Consider factors such as employee skills, specialization, and the
needs of different departments when planning staff rotations and
transfers.
Transparency and Communication:
● Maintain open and transparent communication with employees
regarding the reasons for transfers and the potential benefits to their
careers and professional development.
● Involve employees in the decision-making process when possible,
taking their preferences and career aspirations into account.
Rotation Policies:
● Implement a fair and balanced rotation policy that considers the
needs of both the organization and employees.
● Ensure that rotations are not disruptive to the continuity of care by
carefully planning transitions and providing adequate handover
periods.
Succession Planning:
● Develop a robust succession planning program to identify and groom
future leaders within the organization.
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● Train and prepare employees to step into key roles, reducing the
impact of transfers on service continuity.
Flexible Staffing Models:

● Explore flexible staffing models, such as hybrid or remote work
arrangements, to accommodate employees' preferences and reduce
the need for physical transfers.
● Utilize technology and telehealth options to provide support and
services remotely when appropriate.
Skill Retention Programs:

● Create programs to retain critical skills within the organization, such
as offering financial incentives or career advancement opportunities
to employees who stay in specialized roles for a specified period.
● Encourage knowledge sharing and cross-training among employees
to ensure that multiple team members possess critical skills.
Feedback and Evaluation:

● Regularly seek feedback from employees and departments affected
by transfers to identify areas for improvement in the transfer
process.
● Conduct evaluations to measure the impact of transfers on service
quality and community satisfaction.
Extended Transition Periods:

● When transferring key employees, provide extended transition
periods during which the departing employee can train their
successor and ensure a smooth handover.
● Use this time for knowledge transfer, documentation, and addressing
any potential gaps in service continuity.
Recruitment and Retention Strategies:

● Invest in attracting and retaining skilled healthcare professionals by
offeringCHRISTIAN
PHILIPPINE competitive compensation, benefits, and career
advancement opportunities.
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● Build a strong employer brand that attracts and retains top talent in
the healthcare industry.
Data-Driven Decision-Making:
● Utilize data analytics to assess the impact of transfers on the quality
of care and service delivery.
● Use these insights to make informed decisions about staffing
assignments and rotations.
2. What is the effect of budget constraints and non-appropriations by the LGU

to the workloads for existing employees and to the quality of care and
services?
Advocate for Adequate Funding:

● Collaborate with department heads, managers, and employees to
create a compelling case for increased funding from the LGU.
● Engage in advocacy efforts, such as meetings with local officials,
public awareness campaigns, and community outreach, to highlight
the importance of adequate funding for healthcare services.
Prioritize Critical Services:

● Identify critical healthcare services that must be maintained despite
budget constraints and prioritize allocation of resources to these
areas.
● Evaluate the essential services that directly impact the community's
health and well-being and ensure they receive adequate support.
Efficiency Measures:
● Implement efficiency measures, such as process optimization and
resource allocation strategies, to make the most of available
resources.
● Conduct regular audits and assessments to identify areas where cost
savings can be achieved without compromising the quality of care.
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Public-Private Partnerships (PPP):
● Explore partnerships with private healthcare providers, non-profit
organizations, and community stakeholders to share the burden of
funding and service provision.
● Leverage the resources and expertise of private partners to enhance
the quality and accessibility of healthcare services.
Grant Applications and Fundraising:

● Seek external funding sources, including grants from government
agencies, foundations, and charitable organizations, to supplement
the LGU budget.
● Develop fundraising campaigns and engage the community to
contribute to healthcare funding through donations and
volunteering.
Strategic Resource Allocation:

● Prioritize and allocate resources based on data-driven assessments of
community needs and service utilization patterns.
● Adjust staffing levels, equipment, and infrastructure investments to
align with the highest-priority healthcare services.
Cross-Training and Skill Utilization:

● Cross-train existing employees to handle multiple roles and
responsibilities effectively.
● Ensure that employees are working at the top of their licenses and
utilizing their skills to the fullest extent to optimize service delivery.
Technology Integration:
● Invest in healthcare technology solutions to streamline processes,
reduce administrative overhead, and improve the efficiency of
service delivery.
● Implement telemedicine and telehealth solutions to extend care to
underserved areas and reduce the need for physical infrastructure.
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Community Engagement and Education:
● Engage the community in health promotion and preventive care
initiatives to reduce the demand for costly acute care services.
● Educate community members about available healthcare resources
and the importance of seeking early treatment.
Advocacy Networks:
● Join or establish healthcare advocacy networks to collaborate with
neighboring LGUs and share best practices for addressing budget
constraints and improving service quality.
Monitor and Evaluate:

● Continuously monitor and evaluate the impact of budget constraints
on service quality and employee workloads.
● Use data and feedback to refine strategies and adapt to changing
circumstances.
● Navigating budget constraints and non-appropriations is a complex
challenge, but a combination of advocacy, strategic resource
management, community involvement, and creative solutions can
help healthcare organizations continue to provide high-quality care
despite financial limitations.
3. What is the extent of rapid turnover of employees, especially nurses, to the
organization's ability to maintain a stable workforce and provide consistent
patient care?
Competitive Compensation and Benefits:

● Offer competitive salaries, benefits, and bonuses to attract and retain
nurses and other healthcare professionals.
● Regularly review and adjust compensation packages to stay
competitive with the local job market.
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Professional Development and Education:
● Provide opportunities for ongoing professional development,
including continuing education, certifications, and training programs.
● Offer career advancement pathways and mentorship programs to
help nurses grow within the organization.
Positive Work Environment:

● Foster a positive and supportive workplace culture that values and
appreciates the contributions of nurses and all staff members.
● Address workplace issues promptly, including conflicts, bullying, and
burnout.
Work-Life Balance:
● Promote work-life balance by offering flexible scheduling options,
reasonable workloads, and adequate time off.
● Implement policies that prevent excessive overtime and mandatory
double shifts.
Recognition and Appreciation:
● Recognize and reward outstanding performance and dedication
through recognition programs, awards, and incentives.
● Regularly express appreciation for the hard work and dedication of
nurses and staff.
Feedback and Communication:

● Encourage open and transparent communication channels where
employees can voice their concerns, ideas, and suggestions.
● Act on feedback by making improvements in response to employee
input.
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Mentoring and Support:
● Pair new nurses with experienced mentors to help them acclimate to
the organization and reduce stress associated with the learning
curve.
● Offer counseling and support services to address the emotional and
mental health needs of employees.
Career Advancement Opportunities:

● Provide clear pathways for career advancement within the
organization, including opportunities for leadership roles and
specialized training.
● Conduct regular performance evaluations to identify employees
ready for promotion.
Flexible Staffing Models:

● Implement flexible staffing models that adapt to fluctuating patient
volumes and acuity levels.
● Utilize per diem, part-time, and temporary staff to fill gaps during
peak periods without relying solely on overtime from full-time
employees.
Exit Interviews and Retention Analysis:

● Conduct exit interviews to gather insights from departing employees
about their reasons for leaving.
● Analyze turnover data to identify trends and patterns that can inform
retention strategies.
Nurse Residency Programs:

● Develop nurse residency programs for newly graduated nurses to
support their transition into the workforce and reduce early turnover
rates.
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Technology Adoption:
● Implement technology solutions to streamline administrative tasks,
reduce paperwork, and improve nurse workflow efficiency.
● Utilize healthcare IT systems to enhance patient care coordination
and reduce nurse burnout.
Community Engagement and Partnerships:
● Collaborate with local schools, colleges, and universities to create a
pipeline of new nursing talent.
● Engage in partnerships with nursing associations and community
organizations to promote nursing as a rewarding profession.
● Addressing the turnover of nurses and healthcare staff requires a
comprehensive and ongoing effort. By focusing on competitive
compensation, professional development, a positive work
environment, and support for work-life balance, healthcare
organizations can improve employee retention, maintain a stable
workforce, and ensure consistent patient care.
4. What is the effect of the absence of a structured professional development

program for employees to their growth and learning opportunities?
Assess Employee Needs and Interests:

● Conduct surveys or interviews to understand the professional
development needs and interests of your employees.
● Identify the skills and knowledge gaps within your workforce to tailor
programs accordingly.
Create a Professional Development Plan:

● Develop a comprehensive professional development plan that
outlines the goals, strategies, and resources needed to support
employee growth.
● Establish clear objectives and performance metrics to measure
progress.
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Allocate Resources:
● Allocate a portion of the budget to fund professional development
initiatives, including training, workshops, courses, and certifications.
● Consider partnering with external training providers or utilizing
online learning platforms.
On-the-Job Learning:
● Encourage employees to engage in on-the-job learning experiences
that enable them to acquire new skills through real-world tasks and
challenges.
● Provide opportunities for job rotations, cross-training, and
shadowing more experienced colleagues.
Mentorship and Coaching:

● Establish a mentorship or coaching program where experienced
employees guide and support those looking to develop specific skills
or knowledge.
● Encourage peer-to-peer mentorship and knowledge sharing within
teams.
Cross-Functional Projects:
● Assign employees to cross-functional projects that expose them to
different aspects of the organization and provide opportunities for
skill development.
● These projects can help employees gain a broader perspective and
enhance their problem-solving abilities.
Lunch and Learn Sessions:

● Organize regular "lunch and learn" sessions where employees can
share their expertise or invite guest speakers to discuss relevant
topics.
● These informal sessions can foster knowledge sharing and
collaboration.
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Online Learning Platforms:
● Invest in online learning platforms or subscriptions to educational
websites and resources that employees can access at their
convenience.
● Offer access to courses, webinars, and e-learning modules relevant to
their roles and interests.
Recognition and Rewards:

● Recognize and reward employees who actively engage in
professional development and demonstrate the application of new
skills in their work.
● Consider promotions or salary increases for employees who
significantly enhance their qualifications.
Regular Feedback and Progress Checks:
● Provide continuous feedback to employees on their professional

development journey.
● Conduct regular progress checks to assess the effectiveness of the
program and make necessary adjustments.
Career Path Planning:

● Assist employees in developing clear career paths within the
organization.
● Help them set goals and milestones for career progression, aligned
with their skills development efforts.
Incorporate Soft Skills Training:
● Include soft skills training (e.g., communication, leadership,
teamwork) in your professional development program as these skills
are often just as important as technical expertise.
Measure and Document Outcomes:

● Track and document the outcomes of your professional development
initiatives,
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satisfaction, and retention rates.
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● Use this data to make informed decisions about future investments
in employee growth.
5. What is the effect of mismatched qualification to inefficiencies and

decreased job satisfaction among employees?
Thorough Hiring and Recruitment:

● Improve the recruitment process by ensuring that job descriptions
are accurate and clearly define the qualifications and skills required
for each position.
● Implement structured interview processes that assess candidates'
qualifications and skills relevant to the job.
Competency-Based Training:
● Develop competency-based training programs that align with
employees' job roles and responsibilities.
● Provide ongoing training and upskilling opportunities to bridge
qualification gaps.
Skills Assessment and Gap Analysis:

● Conduct regular skills assessments to identify gaps between
employees' current qualifications and the requirements of their
roles.
● Use gap analysis to tailor training programs to address specific
deficiencies.
Individual Development Plans (IDPs):
● Create IDPs for employees to set clear goals for skill development
and career progression.
● Collaborate with employees to identify areas where additional
training or education is needed.
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Cross-Training and Skill Sharing:
● Encourage cross-training and skill sharing among employees within
and across teams.
● Facilitate knowledge transfer sessions to help employees learn from
each other.
Mentorship and Coaching:
● Establish mentorship and coaching programs that pair less

experienced employees with seasoned professionals.
● Mentors can help guide employees in acquiring the necessary
qualifications and skills.
Flexible Work Arrangements:

● Consider flexible work arrangements, such as part-time schedules or
remote work, to accommodate employees who are pursuing
additional education or training to bridge qualification gaps.
Certification and Credentialing Support:

● Provide financial support or incentives for employees to pursue
relevant certifications or credentials.
● Encourage employees to leverage these qualifications to enhance
their job performance.
Performance Feedback and Improvement Plans:

● Provide regular performance feedback to employees, addressing
areas where qualifications may be lacking.
● Develop performance improvement plans (PIPs) to guide employees
in closing qualification gaps.
Promotion and Advancement Opportunities:
● Establish a clear promotion and advancement framework that
recognizes and rewards employees who acquire additional
qualifications and skills.
● Make it known that opportunities for career growth are tied to
qualifications and performance.
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Employee Assistance Programs (EAPs):
● Offer EAPs that provide counseling and support to employees facing
challenges related to qualification mismatches or job satisfaction.
● Ensure employees are aware of these resources and how to access
them.
Regular Employee Surveys and Feedback:

● Conduct regular employee surveys to gather feedback on job
satisfaction and areas where qualifications may be mismatched.
● Use employee feedback to inform organizational changes and
training priorities.
Reevaluate Job Roles and Responsibilities:
● Periodically review and update job roles and responsibilities to

ensure they align with the qualifications needed for optimal
performance.
● Adjust job descriptions as necessary to reflect changing
requirements.
● Addressing qualification mismatches and improving job satisfaction
requires a proactive and ongoing commitment to employee
development and support.
6. What is the extent of lack of transparent communication to the agency's
financial benefits and overall status?
Establish Clear Communication Channels:

● Create a structured communication plan that defines who
communicates what, when, and how within the agency.
● Implement regular meetings, such as weekly or monthly status
updates, to keep all stakeholders informed.
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Define Roles and Responsibilities:
● Clearly define roles and responsibilities for each team member to
ensure everyone knows their specific tasks and how they contribute
to the agency's goals.
Use Project Management Tools:

● Implement project management software to track tasks, deadlines,
and project progress. Tools like Trello, Asana, or Jira can help
streamline communication and provide transparency.
Financial Reporting and Transparency:

● Develop a robust financial reporting system that includes budget
tracking, expense reports, and revenue forecasts.
● Share financial reports with relevant stakeholders regularly, ensuring
everyone understands the agency's financial health.
Set Key Performance Indicators (KPIs):

● Establish measurable KPIs that align with the agency's goals and
communicate progress towards these KPIs regularly.
● Make sure KPIs are accessible to all relevant team members.
Encourage Open Dialogue:

● Foster an organizational culture that encourages open and honest
communication. Make it safe for employees to voice concerns, ask
questions, and share ideas.
Training and Development:

● Invest in training programs to improve communication skills among
team members and leaders.
● Develop soft skills such as active listening, conflict resolution, and
effective feedback delivery.
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Implement Feedback Mechanisms:
● Create mechanisms for employees to provide feedback anonymously
if needed. This can help uncover issues that may not be voiced
openly.
Transparency in Decision-Making:
● Communicate the rationale behind major decisions, especially those
that affect the agency's finances or overall direction.
● Involve relevant stakeholders in the decision-making process when
appropriate.
Continual Improvement:
● Regularly review and assess the effectiveness of communication
processes and adjust them as needed.
● Stay updated with best practices in communication and leadership to
continuously improve transparency.
Document Policies and Procedures:

● Document agency policies and procedures, including financial
guidelines, to ensure consistency and clarity.
● Make these documents accessible to all employees.
External Communication:
● Extend transparent communication to clients, partners, and external
stakeholders. Being open and honest with them can enhance trust
and long-term relationships.
7. What is the effect of outdated policies and procedures to the inefficiencies

and quality of care provided?
Policy and Procedure Review:

● Conduct a comprehensive review of all existing policies and
procedures to identify outdated or redundant ones.
● Prioritize policies that have the most significant impact on patient
care and operational efficiency.
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Engage Stakeholders:
● Involve key stakeholders, including frontline healthcare providers,
administrators, and legal experts, in the policy review process.
● Gather feedback and insights to ensure that any revisions align with
best practices and legal requirements.
Regular Updates:
● Establish a system for regular policy and procedure updates to
ensure they remain current with industry standards, regulations, and
evidence-based practices.
● Assign responsibility for monitoring and updating policies to
designated individuals or committees.
Training and Education:

● Provide ongoing training and education to staff on updated policies
and procedures.
● Ensure that all employees are aware of and understand the changes.
Clear Communication:
● Communicate policy changes clearly and effectively to all relevant
staff members.
● Use multiple communication channels, such as email, meetings, and
training sessions, to ensure awareness.
Technology Integration:
● Leverage healthcare management software or electronic health
record (EHR) systems to automate and streamline policy
implementation.
● Use technology to ensure policies are easily accessible to staff at the
point of care.
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Audit and Monitoring:
● Implement regular audits and monitoring procedures to assess
compliance with updated policies and procedures.
● Use the results to identify areas for improvement and address non-
compliance issues promptly.
Feedback Loop:
● Create a feedback mechanism where staff can report any challenges

or issues related to policy implementation.
● Use this feedback to make necessary adjustments and
improvements.
Benchmarking and Best Practices:

● Stay updated with industry benchmarks and best practices in
healthcare policy and procedure development.
● Benchmark against peer organizations to identify areas where
improvements can be made.
Legal and Regulatory Compliance:

● Ensure that all updated policies and procedures comply with local,
state, and federal regulations and guidelines.
● Seek legal counsel when necessary to navigate complex regulatory
requirements.
Quality Improvement Initiatives:
● Tie policy and procedure revisions to broader quality improvement

initiatives within the organization.
● Continually measure and assess the impact of policy changes on
patient outcomes and operational efficiency.
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Transparency and Accountability:
● Foster a culture of transparency and accountability where all staff
members understand their role in adhering to policies and
procedures.
● Recognize and reward employees who consistently follow protocols.
8. What is the impact of ineffective hospital committees to the decision-

making, collaboration and overall service quality?
Clear Committee Charters and Objectives:

● Ensure that each committee has a clearly defined charter with
specific objectives and goals.
● Align committee objectives with the hospital's strategic priorities and
quality improvement initiatives.
Appropriate Committee Structure:

● Review the composition of each committee to ensure that it includes
relevant stakeholders, such as physicians, nurses, administrators, and
other staff members.
● Consider rotating committee members periodically to bring in fresh
perspectives.
Effective Leadership:
● Appoint capable and committed leaders for each committee who can
facilitate discussions, set agendas, and keep meetings on track.
● Provide leadership training and support as needed.
Regular Meetings and Agendas:

● Establish a regular meeting schedule for each committee and adhere
to it.
● Distribute meeting agendas in advance and encourage members to
provide input on agenda items.
UNIVERSITY
Decision-Making Processes:
● Clarify the decision-making process within committees, including
how votes are conducted and how decisions are communicated.
● Encourage open and constructive debates while ensuring that
decisions are made efficiently.
Documentation and Follow-Up:

● Maintain comprehensive records of committee meetings, decisions,
and action items.
● Follow up on action items promptly to ensure accountability and
progress.
Transparency and Communication:

● Foster transparency by sharing committee meeting minutes and
updates with the broader hospital community.
● Encourage committee members to communicate relevant
information back to their respective departments or teams.
Training and Skill Development:

● Offer training to committee members on effective committee
participation, conflict resolution, and decision-making.
● Build teamwork and communication skills among committee
members.
Performance Metrics:
● Define key performance indicators (KPIs) for each committee to
measure its effectiveness.
● Regularly assess and review committee performance against these
KPIs.
Continuous Improvement Culture:
● Encourage a culture of continuous improvement within committees
by soliciting feedback, identifying areas for enhancement, and
implementing changes accordingly.
UNIVERSITY
Resource Allocation:
● Ensure that committees have the necessary resources, including staff
support, to fulfill their responsibilities effectively.
● Allocate resources based on the importance and complexity of each
committee's work.
Patient and Family Engagement:

● Involve patients and their families in relevant committees to ensure
their perspectives and needs are considered in decision-making.
● This can lead to patient-centered care improvements.
Conflict Resolution Mechanisms:

● Establish a process for resolving conflicts within committees, and
provide training on conflict resolution techniques.
● Address conflicts promptly to maintain a positive and collaborative
atmosphere.
UNIVERSITY
BIBLE VERSE:
Colossians 3: 23-24
“ Whatever you do, work at it with all
your heart, as working for the Lord, not
for human masters. Since you know that
you will receive an inheritance from the
Lord as a reward. It is the Lord Christ
you are serving. “

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Case Analysis (Final)

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PHILIPPINE CHRISTIAN

● Established in 1952 by the Bureau of Health with a capacity of 25-bed.

● In 1982 bed capacity was increased to 75-bed

● Devolved to a Local Government Unit in 1991 (R.A. 7160)

● Built in a 7,000 sq.m more or less land donated by the Provincial

● Covers 3 ILHZ comprising of 15 municipalities with an estimated population

To be the leading government health institution providing world class health

To provide, promote and deliver safe, efficient, accessible, effective, sustainable

Core Values: (SPHCC)

2. ULTRASOUND (Mon- Friday 8:00 A.M – 5:00 P.M )

OUT PATIENT SECTION

CURRENT ISSUES AND CONCERNS OF THE TOP MANAGEMENT

1. non-meritocracy on selection and hiring of employees- hiring, rewarding

The study seeks to answer the challenges and issues that

1. What is the extent of organization's hiring, rewarding, and promotion

1. What is the extent of organization's hiring, rewarding, and promotion

Competency-Based Hiring and Promotion:

● Implement performance-based reward systems that link pay raises,

● Invest in employee development programs that focus on improving

Merit-Based Promotion Processes:

Regular Performance Reviews:

Diversity and Inclusion Initiatives:

Communication and Transparency:

Regular Evaluation and Adjustment:

1. What is the effect of frequent transfer of key employees to other hospitals

Strategic Workforce Planning:

Flexible Staffing Models:

Skill Retention Programs:

Feedback and Evaluation:

Extended Transition Periods:

Recruitment and Retention Strategies:

2. What is the effect of budget constraints and non-appropriations by the LGU

Advocate for Adequate Funding:

Prioritize Critical Services:

Grant Applications and Fundraising:

Strategic Resource Allocation:

Cross-Training and Skill Utilization:

Monitor and Evaluate:

Competitive Compensation and Benefits:

Positive Work Environment:

Feedback and Communication:

Career Advancement Opportunities:

Flexible Staffing Models:

Exit Interviews and Retention Analysis:

Nurse Residency Programs:

4. What is the effect of the absence of a structured professional development

Assess Employee Needs and Interests:

Create a Professional Development Plan:

Mentorship and Coaching:

Lunch and Learn Sessions:

Recognition and Rewards:

Regular Feedback and Progress Checks:

● Provide continuous feedback to employees on their professional

Career Path Planning:

Measure and Document Outcomes:

5. What is the effect of mismatched qualification to inefficiencies and

Thorough Hiring and Recruitment:

Skills Assessment and Gap Analysis:

Mentorship and Coaching:

● Establish mentorship and coaching programs that pair less

Flexible Work Arrangements:

Certification and Credentialing Support:

Performance Feedback and Improvement Plans: