Reference no: EM133296365
Scenario: You are the HR manager for Lake LBJ Hospital. It is a non-union facility and prefers to remain non-union due to company autonomy, cost, potential strikes, etc. The employee turnover rate is high across the board, which has resulted in higher recruitment and training costs. The company is lacking in employee engagement activities and employee programs. It offers an affordable, comprehensive benefits package so benefit coverage is not an issue in this scenario.
The following issues have been identified through employee focus groups, conversations with managers, and exit interviews:
1 - Nurses perceive the nurse-to-patient ratios are misaligned in the medical/surgical unit resulting in issues with providing high-quality care. This ratio indicates nurses available to the number of patients admitted. Nurses report feeling rushed and burdened with too many duties. Nurses are talking about joining a union to improve nurse-to-patient ratios. The goal is to have aligned ratios. There is currently no committee to review staffing and differing opinions exist on actual ratios. Note: there may be state laws addressing ratios and staffing committees.
2 - Current grievance procedure: employees speak only to their immediate supervisor to voice concerns about workplace problems and perceived unfair treatment with respect to written reprimands and performance review ratings. Employees report they do not receive feedback or see concerns addressed. Even in non-union settings, there must be an effective grievance procedure for employees to be heard and for issues to be addressed.
3 - New hire training is too academic and outdated. It does not prepare employees for realistic, day-to-day situations they face on the job. There have been job performance errors across the board. New hire training has not been updated or evaluated in about five (5) years.
4 - Employees report a lack of appreciation and decreased motivation. Employees state they only hear from management when something goes wrong.
The strategic goals are to ensure appropriate nurse-to-patient ratios that support high-quality care, utilize effective new hire training that results in enhanced job performance, and improve employee relations (perceived fairness, motivation, etc.).