Recruitment and Succession Plan-Employee Turnover
Employee turnover has a major negative impact on the performance of organizations because it reduces the workforce required to complete tasks within the organization. Although organizations invest in a good work environment to prevent employee turnover, it may be difficult to prevent it when an organization cannot offer competitive salaries for employees in high demand. For instance, the demand for skilled employees in the healthcare sector has increased employee turnover in many healthcare facilities. Therefore, healthcare organizations must design measures to manage employee turnover’s impact to maintain high performance. Healthcare organizations also need a recruitment plan to fill vacant positions. This report will review the priorities and steps for mitigating the impact of the rapid departure of employees from the organization, a recruitment plan to fill the managerial position, a preboarding and onboarding plan, succession plan policies and practices that could be used to proactively avoid succession issues and how the proposed plan’s alignment to the current trends in the healthcare sector. Do you need help with your assignment ? Contact us at eminencepapers.com.
Priorities and Steps to Mitigate the Impact of Employee’s Rapid Departure
Employee rapid departure may create uncertainty about the future performance of the healthcare organization. According to Budomo (2022), employee turnover is also linked to an organization’s reputation, and high turnover creates a bad reputation for an organization, thus making it hard to find new employees. Therefore, the organization has to focus on mitigating the impact of the rapid employee turnover as it looks for employees to fill the vacant positions. The priorities the company will consider in mitigating the impact of employee’s rapid departure are ensuring that employee productivity is not reduced and that all clients receive high-quality care. One of the practices the organization will use is creating learning and development for the remaining employees to equip them with new knowledge and skills needed to complete tasks in the vacant positions. Training and development can also be used to motivate employees, thus reducing employee turnover (Sankey & Machin, 2014). The company will create flexible training and development programs that enable employees to focus on areas they are interested in to encourage commitment to the training program. The second practice will be recognizing and rewarding employees to maintain productivity and reduce the likelihood of quitting. Recognizing and rewarding employees will also motivate those still working at the organization, thus preventing reduced productivity which could occur when employees are scared of losing their job because of voluntary turnover. The third practice is allocating the right resources to employees based on their job requirements. Employees are more productive and motivated when they can access the resources needed to complete assigned tasks. Therefore, effective allocation of resources will keep the employees engaged in their work, thus maintaining high organizational performance.
Proposed Recruitment Plan to Fill the Managerial Position
| Recruitment Plan
Department: Management Date: 28/4/2023 Recruitment Goals · To hire a manager with experience and expertise in managing a healthcare organization · To reduce the average hiring process time to two weeks in the current recruitment process · To determine whether the proposed candidates have the knowledge, skills, and expertise needed to fill the vacant managerial position in the organization Position to Fill Manager Target Candidates · Individuals with a minimum of five years experience in a managerial position in the healthcare sector · Individuals with good communication skills · Individuals who can adapt fast to changes in the work environment Talent Sourcing Methods · Social media job advertisements · Employee referrals · Advertising the job vacancy on the company’s website Applicant Evaluation Methods · Interviewing shortlisted candidates · Follow-up email communication · Personality and skills evaluation tests Estimated recruiting budget · Job advertisements cost: $2,000 · On-boarding costs: $15,000 |
Preboarding Checklist and On-Boarding Plan
| EMPLOYEE INFORMATION |
| Employee Last Name Employee First Name Job Title
Manager Start Date Department 1/6/2023 Management
|
| WELCOME PACKAGE |
| The new employee will receive the following documents via email:
o Welcome letter o First week schedule o Benefits information o New employee survey All new employees must complete the following forms: o Employee information form o About me questionnaire o Bank deposits authorization |
| INTERNAL COMMUNICATION |
| The following departments should be notified about the new employee:
o Payroll processing department o Operations management department o Reception o Information technology department o Benefits authorization and disbursement department |
| NEW EMPLOYEE SET-UP |
| o Computer set up
o Office supplies o Desk preparation o Business card and budge o Building access keycards o Authorization to receive company phone calls |
| ON-BOARDING APPOINTMENTS |
| First 30 days
o Reviewing company policies and norms with the human resource manager o Office tour o Workplace orientation o Filling new employee paperwork o Health and safety orientation o Reviewing company values and culture with the human resource manager o Orientation about administrative procedures First 90 days o Attending company social events o Training First 180 days o Attending company meetings o Participating in decision-making o Preparing the organization’s monthly report |
| PERFORMANCE METRICS |
| o Reduced employee complaints
o Increased employee productivity o Reduced employee absenteeism o Increased organizational efficiency |
Succession Plan Policies and Practices
According to Bottomle (2018), succession planning is an organization’s decision to promote and foster the continuous development of employees and ensure that vital positions maintain some level of stability to help the organization achieve its goals. The healthcare organization’s succession plan will include various policies and practices aimed at protecting its interests. One of the policies will be that no managerial position employee will be allowed to quit or retire before the succession process is complete. The second policy will be that employees holding assistant roles in managerial positions must have the experience and expertise needed to hold a top managerial position. One of the succession practices that will be used in the organization will be determining the positions that, if left vacant, would lead to losses and reduced performance in the organization and the positions with the highest retention. This will help ensure that candidates within the organization are selected to fill the position if a vacancy arises without affecting the organization’s performance. The second practice is aligning the succession plan with the anticipated and current organizational goals and objectives by determining the organization’s and employee needs and providing relevant training and development.
The Proposed Plan’s Alignment to Current Trends in the Healthcare Industry
The proposed plan aligns with the current trends in the healthcare industry by ensuring that the organization does not find itself in a position where it is unable to get the right candidate for a vacant position due to the high demand for skilled employees within the healthcare industry. According to Ghorbani (2022), the demand for skilled labor in the healthcare sector, especially the private sector, is increasing due to the demand for quality healthcare and patients’ willingness to pay a lot of money for high-quality healthcare. Therefore, healthcare organizations must focus on retention because hiring new qualified employees can be challenging. The succession plan will also help in dealing with uncertainty about employee shortage which is another major trend in the healthcare industry due to the prevalence of stress and burnout among healthcare workers and other staff in healthcare organizations.
References
Bottomley, K. S. (2018). Developing sustainable leadership through succession planning. Succession Planning, 1-10. https://doi.org/10.1007/978-3-319-72532-1_1
Budomo, X. (2022). The mediating role of organizational justice on organizational commitment and turnover intention of employees. https://doi.org/10.14293/s2199-1006.1.sor-.ppmmnji.v1
Ghorbani, A. (2022). Demand for health and healthcare. Healthcare Access. https://doi.org/10.5772/intechopen.98915
Sankey, K. S., & Machin, M. A. (2014). Employee participation in non-mandatory professional development – the role of core proactive motivation processes. International Journal of Training and Development, 18(4), 241-255. https://doi.org/10.1111/
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Exam Content
A key to tackling the talent war in the health sector is strategic planning for succession. At any given time, a senior member of your team could resign or suffer an unexpected health emergency. The only way to move forward without major organizational disruption is through planning for such occurrences. In this assessment, you will gain experience benchmarking succession planning strategies based on current trends.
Recruitment and Succession Plan-Employee Turnover
Assume your highest performing tenured manager of a 20-person department unexpectedly submitted her 2 weeks’ notice. Your next most tenured employee in the department has only 2 years of experience and is not ready to assume the position at this time. Additionally, there is a major healthcare organization in your area that seems to have the first pick when recruiting the talent you really need. The executive team for your organization has asked you to address this situation.
Read “Using the Performance Values Matrix Alongside a 9-Box Grid” from Performance Culture, Inc. (https://workdove.com/9-box-grid-performance-values-matrix/)
Develop a 1,050- to 1,400-word strategic succession plan that addresses the following:
Priorities and steps to mitigate the impact of your employee’s rapid departure
A proposed recruitment plan to fill the managerial position
A preboarding checklist and onboarding plan covering an employee’s first 30, 90, and 180 days with performance metrics
Succession plan policies and practices that could be put in place to proactively avoid this situation
How the proposed plan aligns to current trends in the health care industry
Cite at least 3 reputable references to support your assignment (e.g., trade or industry publications, government or agency websites, scholarly works, or other sources of similar quality).
Format your assignment according to APA guidelines.