Session TitlePresenter name & date

Information brought to you by:

Forrest TurnerKatie Rexrode

Malorie Andrews

11-E

Overview Central Columbia Hospital recently hired a new CEO- Anita

Green Anita Green has implemented several changes

– Transformed obstetrics, radiology, gastrointestinal, and out-patient laboratory into revenue-producing service lines

Janet Hillard has addressed the lack of qualified employees Green feels Scott is not innovative enough to take the

company to the next level Competition is present with larger employers in the region A need to discover the true potential of the employees

Minor Problems Potential loss of their facilities manager Infrequent supervisor evaluations Tension between Scott and Green

Major Problems Lack of high quality employees Lack of training potential and leadership

development within company Lack of diversity within company Employee Retention and Satisfaction

Causes: Minor Problems Potential loss of their facilities manager – No room for growth

Infrequent supervisor evaluations – Lack of involvement from management

Tension between Scott and Green– They have different ideas of the company

Causes: Major Problems Lack of high quality employees

– Limited internal training Lack of training potential and leadership development

with in company – Only basic supervisory training – No leadership training or potential

Lack of diversity within company– Hiring practices

Employee Retention and Satisfaction – No room for growth

Alternative 1 Promote the Human Resource Manager to Vice President of

Human Resources– This individual will work directly with the CEO, Anita Green

Replace Frank Scott with a more qualified individual Training and Development Specialist

– Open a national search for a qualified person– Responsibilities

• All previous HR Manager’s Responsibility• Internal Training

– Once a month in-service• Implementation of One-on-Ones• Development of a Diverse Workplace

– Diversity Workshops

Hospital President/CEO

Anita Green

Chief Financial Officer

Business Officer Manager

Admissions

Payroll Manager

V.P. of Human Resources NEW HIRE

Human Resource Assistant

Employment Specialist

Employee Health Specialist

V.P. of Patient Care Services/CNOAnn Romero

Patient Care Educators Director of Nursing

Nurse Managers

Patient Care Coordinator

Risk Manager

Human Information

Manager

V.P of Ancillary Services

Janet Hillard

Director of Radiology

Facilities Manager

Environmental Services Manager

V.P. of Medical Staff

Dr. David Huhn

Medical Staff Members

Physician Recruitment

Executive Assistant

Suzy Hemmings

CONS Satisfies Green’s ideas Innovation Higher qualifications

leading to more advancements within HR

Increasing the quality of workforce

Delegation and division of tasks within HR

Potential for increase of Retention Rate

PROS Risks with hiring a

new person Discourages

promotions within the company

Not internal recruiting

Option 2: Promote Frank Scott to V.P. of Human Resources

– On condition that he agrees to expand his leadership education– Will be expected to focus on legal requirements as well

Hire a Training and Development Specialist– Responsibilities:

• Internal Training – Once a month in-service

• Implementation of One-on-Ones• Development of a Diverse Workplace

– Diversity Workshops

Hospital President/CEO

Anita Green

Chief Financial Officer

Business Officer Manager

Admissions

Payroll Manager

V.P. of Human Resources Frank Scott

Human Resource Assistant

Employment Specialist

Employee Health Specialist

Training and Development

Specialist

V.P. of Patient Care Services/CNOAnn Romero

Patient Care Educators Director of Nursing

Nurse Managers

Patient Care Coordinator

Risk Manager

Human Information

Manager

V.P of Ancillary Services

Janet Hillard

Director of Radiology

Facilities Manager

Environmental Services Manager

V.P. of Medical Staff

Dr. David Huhn

Medical Staff Members

Physician Recruitment

Executive Assistant

Suzy Hemmings

CONS Frank Scott’s internal

value is maintained New employee

focused on problem areas

Addressing Green’s concerns

Increasing the quality of workforce

Delegation and division of tasks within HR

Potential for increase of Retention Rate

PROS Risk involving hiring

a new person Not internal

recruiting Cost of

compensation for programs

Our Recommendation Option 2 More risk Most potential for success

Implementation- Upon the approval by Board of Directors

1. Promote Frank Scott– On the condition that he expands his leadership education

2. Hire a Training and Development Specialist– National search

3. Mandatory meeting with all department supervisors– Discuss the changes and new programs

4. Within 3 months begin monthly in-service programs5. Within 6 months

– Organize semi-annual One-on-Ones– Host the first Diversity Workshop

2025 Goals More diverse workplace and more diversity

awareness Higher quality employees We anticipate higher employee satisfaction so we

project that there will be a higher patient satisfaction

Employee Count by Ethnicity and Gender

Ethnicity Number of Employees Percentage 2025 Goals

White (Not Hispanic) 788 81.8% 73.4%

Black (Not Hispanic) 95 9.8% 14.3%

Hispanic 64 6.7% 8.6%

Asian/Pacific 16 1.7% 3.7%

Gender

Female 541 56.2% 53.90%

Male 422 43.8% 46.10%

Patient Satisfaction- Most Recent Annual Report (Compared to Peers, State and National Average)

Percentage of patients who: Central Columbia Competitor A Competitor B State

AverageNational Average

2025 Goals

Reported that staff "always" explained medicines before administering. 59% 57% 63% 62% 64% 63%

Reported that their room and bathroom were "always" clean. 65% 70% 73% 73% 73% 72%

Reported that the area around their room was "always" quiet at night. 54% 52% 48% 54% 61% 57%

Reported that yes, they were given information about what to do during their recovery at home.

86% 86% 87% 86% 85% 87%

Gave their hospital a rating of 9 or 10 on a scale from 0 (lowest) to 10 (highest). 62% 66% 75% 69% 70% 68%

Reported that yes, they would definitely recommend the hospital. 62% 69% 78% 69% 71% 70%

Overall 78% 81% 71% 84% 85% 90%

Most Recent Cultural Assesment-Survey of All Central Columbia Employees

Question Previous YearCurrent

Year 2025 GoalI would recommend employement here. 66.0% 62.3% 70.0%I am proud to work for this organization. 73.2% 71.6% 77.0%I often leave work with a feeling of satisfaction. 82.4% 83.1% 90.0%I have considered leaving during the past six months. 47.8% 51.5% 35.0%I feel there are opportunities for long-term growth at the hospital. 62.3% 60.4% 75.0%I would recommend the hospital to others considering health services. 78.2% 77.0% 85.0%

Work Cited 2015 Society for Human Resource Management Case

Study DeNisi, Angelo S., and Ricky W. Griffin. HR2. [2e Ed.].

Ed. Mason: South Western Cengage Learning, 2014. Print.