Order ID:89JHGSJE83839 | Style:APA/MLA/Harvard/Chicago | Pages:5-10 |
Instructions:
Employee Success And Retention Employee Experience
Coursework is a type of paper.
The Employee Experience – Pathways to Employee Success and Retention is the topic of this presentation.
pages: 825 words / 3 pages
Business is a discipline.
Writing from scratch is the type of service offered.
APA is an American Psychological Association (APA) form of citation.
Prepare a 3- to 4-page report outlining how you plan to tackle employee talent development, success, retention, and the employee experience concerns, as well as feasible solutions.
What is the employee experience like from their point of view? When an employee perceives their employment to be more than just a job, they are having an employee experience. Employers hope for that possibility, despite the fact that it is doubtful that every person in the business will like their work and work environment to the same extent. Employee pride, love for what they do, who they do it with, and respect for their organization’s leadership are all examples of employee viewpoint.
We have arrived at a point in history when skill is critical, and retaining that talent is neither easy nor inexpensive. Employees today have a lot more desires than they did in the past. Employees now place a higher value on their work than ever before. Each year, the demand for dynamic, exciting work and a work environment that enhances the work process develops. The job consumes the majority of an employee’s time, and the previously held belief that work isn’t pleasurable or even tolerable has been debunked. Furthermore, while it may be true that an employee’s career is to manage, management can make that much more interesting and productive if the paths to success are obvious and open.
Introduction to Assessment
Scenario
You work as an HR professional in a large teaching hospital, and you’re in charge of employee talent development and experience (sometimes called employee perspective). The hospital’s objective is to combine a broad spectrum of clinical care, education, and research for two states on the east coast of the United States, with a special focus on the health of children and their families.
You’ve recently noticed high turnover rates in a variety of occupations. Licensed practical nurses, radiology technicians, surgical technicians, pharmacy technicians, medical assistants, laboratory technicians, and dietitian assistants are among the professionals your hospital will be unable to retain. You’ve been doing exit interviews and speaking with current employees about the issues that could be contributing to the high turnover rate.
Another hospital in the region, it turns out, has been actively recruiting new personnel. A medical school and an external physician aid program are both affiliated with the hospital. They’re implementing a brand-new employee experience strategy that includes:
Joint university and technical certification programs provide prospects for advancement.
Rotations throughout the field.
Tuition help is available.
Scholarships are available for those interested in pursuing a career as a physician assistant.
Physical fitness should be a priority at work.
Complimentary daycare for second and third shift employees.
A high-end cafeteria.
These advantages are part of a comprehensive work-life career-investment package for staff, according to the private hospital. Your hospital has a legacy cafeteria and no employee experience program that compares to the other hospital’s. Furthermore, current employee engagement surveys show that team leaders and supervisors are not providing the career direction that employees believe they should be receiving. Employees said they didn’t feel respected or a part of the institution, and that “only doctors and RNs actually mattered” in several polls.
Your Obstacle
This study looks at methods to evaluate the success of employee talent development and experience (employee perspective). Consider the difficult circumstances you’d confront in the given situation.
What would be your next step in attacking the hospital’s HR challenge from a competitive standpoint? Should you inform your superiors or perhaps the hospital director about the discrepancies between your hospital’s programs and those of its competitors? If so, why would you do so, and how would you go about doing so? If not, what would be your justification for your choice?
What kind of research would you conduct? Making the kinds of adjustments that the other hospital did takes a lot of money, as well as a lot of effort in terms of organizational culture and employee value.
What difficulties might your HR director throw at you? From members of the medical staff and others? According to a panel of physicians and nursing personnel, the cost of current turnover is approaching 15% of yearly income for some professions, and the loss of institutional knowledge is harming treatment quality.
Given the spectrum of difficulties described in the introduction, what new and different programs could be implemented into the business to improve the employee experience?
In this evaluation, your task is to use the above instructions to write a report for your supervisors outlining how you plan to handle employee talent development and employee experience (from the employee’s perspective) issues, along with potential solutions proposals. Please list at least six Capella University Library academic, scholarly, or professional resources.
Instructions for Assessment
Prepare a 3- to 4-page report outlining your suggested line of action. Include the following information with your recommendation:
Examine how the proposed proposals handle the hospital’s HR challenge from a competitive position.
What are the main distinctions between your hospital and the one next door?
What would it take to copy the programs of a competitor?
Describe the primary considerations that have been explored to support the significant work and cost that would be required to implement changes in organizational culture that would be accepted by employees.
What difficulties might be encountered if you attempted to duplicate the competitor’s programs?
What are the dangers of ignoring the differences between your hospital and its competitors?
Explain how to reduce the expense of current turnover and the loss of institutional expertise, both of which are having an impact on treatment quality.
What is the source of the turnover?
What steps can you take to resolve the problem?
Describe the types of programs you’d implement to improve the employee experience.
What are the various components of your programs?
What are they supposed to accomplish?
Review the HR Challenge: Employee Experience – Pathways to Success and Retention? See the Scoring Guide for the criteria that will be used to score your evaluation. Review your draft in SafeAssign to validate your use of source material before submitting your assessment for evaluation.
Requirements for Submission
This assessment’s deliverable applies professional Human Resources Management (HRM) abilities to workplace situations that you would likely encounter in your day-to-day HRM work. We emphasize the development of strong professional communication skills for the workplace as part of your education. Additional requirements for your assessment are as follows:
The length of your plan, excluding the cover and resources pages, should be 34 typed, double-spaced pages.
A cover sheet with your name, course number, assessment title, and date should be on the first page. This page does not require any additional information.
The reference list should be on the last page.
Make sure your assessment writing is well-organized, including headings and subheadings to help the reader navigate the text.
Times New Roman, 12-point typeface is the font used.
Use a minimum of six academic, scholarly, or professional journals as references.
Data and in-text citations should be used to back up your claims.
Resources and in-text citations are formatted in accordance with the current APA Style and Format rules.
Communication in writing:
With relevant and convincing information, back up your key claims and recommendations.
Use familiar, discipline-specific vocabulary and terminology to address the relevant audience.
To ensure proper spelling and grammar, use spell-check and other tools.
RUBRIC |
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Excellent Quality 95-100%
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Introduction
45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Literature Support 91-84 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met. |
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Average Score 50-85% |
40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided. |
83-76 points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration. |
52-49 points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met. |
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Poor Quality 0-45% |
37-1 points The background and/or significance are missing. No search history information is provided. |
75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration. |
48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met |
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Experience of Employees Employee Retention And Success