Apply the hr planning process in addressing this issue

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Reference no: EM132165890

Sharonville Community Medical Center (SCMC) is a 25-bed hospital located in a rural area of the Midwest. It is 75 miles away from the closest large city and serves a geo- graphic region with a population base of approximately 14,000 people. SCMC employs 200 employees, 40 of whom are in nursing positions, including 14 RNs and 26 LPNs. SCMS’s board of trustees is made up of various community and business leaders who are concerned about the hospital’s future. As a community hospital, its operating and capital budget is supported through a small tax levy. Due to excellent fiscal control and planning, the financial condition of the hospital far exceeds its peer group. However, the board commissioned a study of its workforce and was alarmed by the following findings: By the year 2015, 66 percent of the cur- rent nursing employees will be at retirement age. The primary source of nursing candidates has been from individuals with nursing training who live within a 30-mile radius of Sharonville. Eighty percent of the cur- rent nursing employees attended Sharonville High School, went away to college for nursing training, and returned to the area to pursue their careers. However, fewer recent graduates of Sharonville High School are entering nursing school. Those that do are not returning to Sharonville as others before them did. SCMC does not have a current work- force replacement plan in place to deal with the nursing employee attrition expected over the next decade.

1. Define the role of HR in dealing with this critical workforce planning issue.

2. Apply the HR planning process in addressing this issue.

Reference no: EM132165890

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