HRM FPX 5060 Assessment 4 HR Challenge: The Employee Experience – Pathways to Employee Success and Retention

Student Name

Capella University

HRM-FPX5060 Sourcing and Managing Talent in the Workplace

Prof. Name

Date

Introduction

As an HR professional at “Hospital A,” our mission is to integrate a wide range of clinical care, teaching, and research, focusing on the health of children and their families. Unfortunately, we are facing challenges in retaining employees, particularly licensed practical nurses, radiology technicians, surgical technicians, pharmacy technicians, medical assistants, laboratory technicians, and dietician assistants, who exhibit high turnover rates. In contrast, a neighboring hospital, referred to as “Hospital B,” has been successful in recruiting and retaining employees through a distinctive recruitment method, including an extensive work-life career-investment program. Departing employees from “Hospital A” expressed dissatisfaction during exit interviews, citing a lack of career direction and a perception that only doctors and RNs were valued within the institution.

Hospital Differences

The disparities between “Hospital A” and “Hospital B” are evident in the benefits offered by the latter’s work-life career-investment program. “Hospital B” provides opportunities for career advancement through joint university and technical programs, cross-field rotations, tuition assistance, scholarship programs, work-time for physical fitness, co-located childcare for second and third shift employees, and a gourmet cafeteria. In contrast, “Hospital A” lacks an employee experience program and only offers a legacy cafeteria.

To remain competitive and address employee retention challenges, “Hospital A” must design and implement a superior work-life career-investment program, similar to that of “Hospital B.” This program should encompass talent development and enhance the overall employee experience, offering benefits such as cross-departmental work opportunities, rotations, scholarship programs, university partnerships, tuition assistance, fitness programs, daycare services, an upgraded cafeteria, and recognition incentives (Wilson, 2022).

Key Factors/Recommendations

The challenge lies in providing employees with talent development and an ultimate employee experience. Employee engagement is crucial, differentiating a workplace where employees enjoy their time from one where they merely tolerate it (“An employee engagement software,” 2017). The HR Team, in collaboration with hospital supervisors and the director, must design and implement a comprehensive work-life career-investment program. Talent development, as a subset of performance management, involves continuous growth and learning through shadowing, mentorship, and training (Schreiber-Shearer, 2022).

High turnover in healthcare, costing significantly more than retraining, necessitates a focus on talent development to retain employees (Caraballo & Vickery, 2022). The HR team recommends incorporating various benefits and initiatives, such as employee rotations, multiple scholarship programs, certifications through university partnerships, and tuition assistance.

Employee experience, defined by perceptions from job application to departure, is crucial for engagement, productivity, and retention (Daniel & Brush, 2020). The HR team advocates for a holistic employee experience approach, incorporating fitness programs, daycare services, cafeteria upgrades, and recognition incentives to promote employee well-being and reduce turnover.To address these issues, the HR team proposes engaging the hospital director and supervisors in building team cohesion and discussing the implementation of employee talent development and experience initiatives. Regular surveys will gauge the effectiveness of new programs and identify necessary adjustments.

Research Conducted

Determining the cost of updating and implementing talent development and employee experience initiatives is crucial. Companies spend an average of $1,252 on training and development per employee (Association for Talent Development, Markovic, n.d.). The HR team suggests absorbing this cost, recognizing its importance for employee satisfaction.

An exceptional employee experience is essential for employee empowerment, inspiration, and a positive culture. The cost of replacing an employee is significant, especially once annual income surpasses $75,000 (Petrova, 2022). The HR team recommends implementing initiatives aligned with employee preferences, such as well-being programs and incentives, to create a positive employee experience.

Mitigating Cost of Current Turnover

High turnover rates pose challenges due to the loss of institutional knowledge. Resistance to change and potential higher costs are anticipated challenges. However, the HR team believes that implementing talent development and employee experience initiatives throughout the hospital will benefit all employees and outweigh the associated costs in the long run

Conclusion

Implementing the updated employee talent development program and employee experience initiatives will benefit everyone at “Hospital A,” making it competitive with better benefits than “Hospital B.” While recruitment from competitors is not encouraged, satisfied employees may attract talent. This aligns with the hospital’s mission of integrating clinical care, teaching, and research, emphasizing the health of children and their families. Ultimately, happy employees contribute to happy customers.

References

Andriotis, Nikos. (2019). 5 Reasons Managers Should Improve Employee Engagement and Training. efront. Retrieved from https://www.efrontlearning.com/blog/2018/05/whymanagers-improve-employee-engagement-training.html

An employee engagement software, epic, powered by clarity wave, rebrands itself as the employee experience company. (2017). ICT Monitor Worldwide http://library.capella.edu/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fwirefeeds%2Femployee-engagement-software-epic-powered-clarity%2Fdocview %2F1938401555%2Fse-2%3Faccountid%3D27965

Boroosan, Melanie. (2022). The Importance of Talent Management in Healthcare. Apploi. Retrieved from https://apploi.com/blog/hr-strategy/talent-management-in-healthcare/

Caraballo, Hector and Vickery, Brandy. (n.d.). Healthcare Employee Training: What’s It Really Costing Us? MedCognition. Retrieved from https://medcognition.com/blog/healthcareemployee-training-whats-it-really-costing-us/

Chopra-McGowan, Anand. (2022). Effective Employment Development starts with Managers. Harvard Business Review. Retrieved from https://hbr.org/2022/03/effective-employeedevelopment-starts-with-managers

Daniel, Diann and Brush, Kate. (2020). Employee experience. TechTarget. Retrieved from https://www.techtarget.com/searchhrsoftware/definition/employee-experience

Heightman, A.J. (2017). The Value of Retaining Institutional Knowledge. Journal of Emergency Medical Services. Retrieved from https://www.jems.com/administration-andleadership/the-value-of-retaining-institutional-knowledge/

HRM FPX 5060 Assessment 4 HR Challenge: The Employee Experience – Pathways to Employee Success and Retention

Lenane, Hannah. (2021). The DEX butterfly effect: What is the true cost of a bad employee experience. 1E. Retrieved from https://www.1e.com/blogs/the-dex-butterfly-effect-whatis-the-true-cost-of-a-bad-employee-experience/

Markovic, Isidora. (n.d.). What is the average cost of training a new employee? eduMe. Retrieved from https://www.edume.com/blog/cost-of-training-a-new-employee

Pangallo A, Atwell T, Roe K, Boissy A. (2022). Understanding modern drivers of the employee experience in healthcare. Patient Experience Journal. 9(2):46-61. Retrieved from https://pxjournal.org/journal/vol9/iss2/9/

Pena, Dr. Andrew M. (2013). Institutional Knowledge: When employees leave, what do we lose? Higher Ed Jobs. Retrieved from https://www.higheredjobs.com/articles/articleDisplay.cfm?ID=468

Petrova, Liliana. (2022). What is the Real Cost of Employee Experience? Linkedin. Retrieved from https://www.linkedin.com/pulse/what-real-cost-employee-experience-lilianapetrova

Schreiber-Shearer, Nicole. (2022). Why are talent development processes so important. Gloat. Retrieved from https://gloat.com/blog/talent-development/

Sharma, Kirti. (2019). 5 Common Causes of Resistance to Change in Organizations (+ Tips). Whatfix. Retrieved from https://whatfix.com/blog/causes-of-resistance-to-change/

Wilson, Madeline. (2022). Incentive Programs for Employees in the Healthcare Industry. Bucketlist. Retrieved from https://bucketlistrewards.com/blog/incentive-programs-foremployees/