Team 29ERegional Case Study

Problem Statement(s)CCH’s lack of a substantial Human Resources Department is negatively impacting the hospital staff’s morale and sense of satisfaction, as well as the hospital’s efficiency when dealing with compliance issues. There is a clear sense of stagnancy as far as employee growth is concerned as shown in Table 2, and a severe lack of diversity as shown in Table 3. There is no internal training and development program to help growth and ensure employee happiness. Another issue that affects the interpersonal relationships within the hospital, and thus the performance of the hospital staff, is the tension between Dr. Stiller and Green.

Alternatives CCH could have hired someone from within the community has Dr. Stiller had initially

wanted. This, however, would not have initiated the much needed improvements to the hospital’s organizational structure.

Scott and Hillard could offer Winthrop a position as Head of Compliance in the HR department. Her current tasks which include maintain the cleanliness of the property and managing the space used by employees to ensure a safe work environment. Since these responsibilities also tie in with the Human Resources Department, and Winthrop has previous experience in hospital management, it would make sense to offer Winthrop a position in a different division within the hospital.

Suggested Answers for Discussion Questions for Scenario C1. Training and development are two sides of the same coin of an employee’s career. Training is for an employee’s current career and job, and development is for an employee’s future job. Development is enrichment that an employee chooses to participate in with the purpose of attaining a future position. It is a combination of formal education, job experiences, relationships, and assessment of the employee’s personality and abilities. The responsibility for developing employees belongs to multiple parties. The Human Resources Department is responsible for providing the resources necessary for development. The division leaders are responsible for recognizing talent and putting employees on the path to development. Employees are responsible for putting in the effort to improve their skills and abilities through development. At the hospital the responsibility currently lies with the employees, even though historically development has been the responsibility of the divisions.

2. First of all, it is important for Hillard to acknowledge to Winthrop that she is a valuable member of the management team at Central Columbia Hospital with a very successful previous career in management consulting. Scott should encourage Hillard to sit down and speak with Winthrop about the possibility of enhancing her career by moving into HR as head of compliance. Hillard should plant this seed in Winthrop’s ear, and give her time to think about it. Scott should also tell Hillard to express the importance of having Winthrop at the hospital, and describe how she plays an important role in their future development. This will encourage Winthrop to stay at a place that she feels valued and gives her the option to move farther up the executive chain.

3. Aside from their names and current title, it's important for Scott to look back at previous performance reviews for each employee. By doing this, Scott can gain professional

understanding of individual goals, needs for improvement, areas where they've excelled and done remarkable in and what their managers have listed. This will benefit Scott in many ways, but specifically this will allow him to figure out what the major areas of concern are, and where he can began while trying to figure out ways to see each and everyone's true potential as he previously stated during his conversation with Hillard.

ConclusionCCH’s has made a significant effort to show that it cares about its patients and their wellbeing. However, now it is time to show that level of attention to its internal structure and employees. Although Green has made efforts to celebrate the hospital’s employees, most noticeably during National Hospital Week, there needs to be a serious overhaul of the Human Resources Department in order to improve employee morale and confidence that they have a future at the hospital. In addition to overhauling the Human Resources Department and improving their compliance standards, CCH needs to recognize and immediately solve the issues with their hiring policies. When looking at Table 3 and comparing the percentage of Caucasian employees to the percentage other employee ethnicities at the hospital, it is clear that Central Columbia Hospital is in violation of Title VII of the Civil Rights Act of 1964. A good HR manager would make sure to somehow balance the percentages of different ethnicities working for the company because diversity itself is capable of bringing a unique contribution of various employees with diverse ideas.

Implementation CCH should hire a fresh new face for the position of Vice President of Human Resources

and create a new chain of command for that department. This should be someone who has successfully improved and turned the situation around in a positive way at their previous place of employment. It is not effective or efficient to have the HR Department report to the CFO. The CFO cannot effectively guide the existing HR staff in improving employee development and job satisfaction, reducing the strain of managing the hospital’s compliance with industry standards, and increase the strategic function of the HR department.

The VP of the HR Department should be someone with the ability to recognize internal talent and improve the diversity of the hospital’s employee population. This process happens through direct internal employee training, and the recruitment of individuals who fit outside of the norm of what the hospital is comfortable with.

The CEO should host a Q&A meeting with each and every department and not leaving a single employee out of these meetings. Green should take a stand on where she sees the hospital going, and she should open the floor for everyone to speak on any suggestions or issues that they may have.

CCH should implement a new training and development program. A new development program would ultimately have an overall positive effect on the hospital’s success and re-motivate current employees. This is specifically the case for the nursing department where improved communications are needed in order to improve patient care.

Along with the creation of a structured Human Resources Department, CCH should have a staff member designated to compliance. A possible solution to this problem and the anticipated issue of losing Winthrop would be to train and develop her for this position. This would give Winthrop the sense of career growth that she desires and protect the hospital from legal risks.