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Strategies for Workforce Improvement in Health Care

Strategies for Workforce Improvement in Health Care

The responsibilities of human resources management go beyond those of a standard HR manager in today’s dynamic healthcare environment. One must be skilled at developing cutting-edge strategies and management practices that enhance the capabilities of your organization’s staff to be a good steward of workforce performance improvement. In this essay, three distinct ideas that incorporate cutting-edge managerial techniques, operational improvements, and technical breakthroughs are researched and presented. The subsequent evaluation, recommendation, and implementation plan of the best course of action will show mastery of orchestrating transformations that have an impact and are in line with the hospital’s goals, assuring the provision of high-quality healthcare services.

Strategies to Improve Workforce Performance

Three important solutions can be recognized in response to the executive management’s direction to improve employee performance within the chosen division of Druid City Hospital (DCH) in Tuscaloosa, Alabama. One is the development of skills and cross-functional training. The performance of the workforce in the selected division at DCH can be greatly improved by implementing cross-functional training programs. The company may encourage a more flexible and adaptable workforce by allowing employees to develop a wider range of skills and knowledge outside their primary roles (Paul et al., 2019). Performance analytics and real-time feedback are other tactics. Significant improvements can be made by using technology-driven tools and sophisticated data analytics to track and evaluate staff performance. Flexible work arrangements and well-being initiatives make up the final tactic. Introducing flexible work schedules and putting employee wellbeing first can improve staff productivity.

Deployment of Each Strategy to Improve Workforce Performance

Implementing cross-functional training and skill development within the chosen division of Druid City Hospital could be carried out by creating a thorough training curriculum that exposes nurses, administrative staff, and other relevant personnel to various skills outside of their core responsibilities. Workshops, seminars, and online courses could be created to facilitate this learning. Additionally, mentorship programs that pair workers in various professions can be formed to promote understanding and knowledge sharing.

Subsequently, DCH can implement the performance analytics and real-time feedback strategy by investing in sophisticated performance tracking software. Data collection systems could be incorporated into daily operations to capture important metrics like patient wait times, treatment accuracy, and administrative processing times (Braaksma et al., 2023). Moreover, supervisors may plan routine performance review sessions where they would analyze the data and provide staff members constructive criticism. To deploy the solution, it may be necessary to work with technology providers to tailor the analytics tools and train staff members to understand and use the data.

Regarding flexible work arrangements and well-being initiatives, the strategy could be deployed by conducting surveys and focus groups to understand employees’ preferences and needs. Based on the findings, DCH could draft policies that allow for remote work options, flexible scheduling, and mental health support. The division’s leadership could advocate for the implementation of these policies, emphasizing the positive impact on both employee satisfaction and patient care. Communication campaigns could be launched to ensure employees are aware of the new arrangements and the resources available to support their well-being. By collaborating with HR professionals and involving employee representatives, DCH can ensure a smooth deployment of this strategy, aligning with the organization’s commitment to employee-centric values.

A Recommendation of the Best Key Strategy

The use of performance analytics and real-time feedback, out of the three main options suggested, holds substantial promise for an immediate and long-lasting increase in workforce performance within the chosen division at Druid City Hospital. DCH can gain real-time insights into operational efficiency, pinpoint areas for improvement, and give employees timely coaching by investing in modern data analytics technologies and setting up a comprehensive feedback mechanism. This tactic complements DCH’s use of evidence-based decision-making well, allowing for targeted interventions and wise budget allocation. Collaboration between technology specialists, analysts, and division representatives will be crucial to guarantee a smooth implementation, resulting in a data-driven culture that improves patient care and optimizes performance.

An Analysis of the Recommended Strategy

By encouraging a more adaptable and responsive workforce, the suggested technique of using performance analytics and real-time feedback in DCH significantly improves workforce needs for service delivery. The firm can proactively respond to changes in patient demand, manage personnel levels, and effectively allocate resources if it can access real-time data insights. With the help of this data-driven strategy, DCH can better match the demands of its patients with its personnel, clearing up bottlenecks and raising the standard of treatment as a whole. Performance analytics and real-time feedback foster a lifelong learning and improvement culture, inspiring staff to actively look for ways to improve their performance based on data-driven feedback (Kareska, 2023). This synchronization of labor requirements with shifting patient needs guarantees that DCH will uphold high standards for service delivery while remaining flexible in the ever-changing healthcare environment.

SMART Goal(s), Objective(s), and Tasks

In this situation, a smart goal would be: Over the following year, the chosen division of Druid City Hospital will seamlessly incorporate a performance analytics and real-time feedback system, building a culture of data-driven excellence. This program fosters continuous improvement while enhancing workforce performance and patient care results. Several goals and tasks can be implemented to reach this goal.

Firstly, developing and implementing performance insights. Working with IT to choose and customize analytics tools, incorporating data collecting into workflows, and instructing personnel on data input and tool use are all tasks for this purpose. Secondly, establish a dynamic feedback loop. This purpose calls for creating user-friendly real-time dashboards, training supervisors on feedback, and facilitating workshops to improve coaching abilities. The last goal is to promote a data-driven culture. This goal includes informing employees of the benefits, promoting active data involvement, and fostering collaborative performance review meetings.

Goal Achievement Measurement

Goal achievement will be evaluated through a combination of quantitative and qualitative indicators. Tracking important performance indicators, including lower administrative processing times, higher treatment accuracy rates, and shorter patient wait times, are examples of quantitative measures. Qualitative measures will entail conducting surveys and holding focus groups to acquire input from employees about the new system’s success in boosting their performance and patient care (Fraboni et al., 2023). As additional measures of effective target achievement, the frequency, caliber, and level of participation in the data-driven culture will all be monitored.

Expenses for Recommendation Implementation

Costs for choosing and modifying the analytics software, which may require licensing fees and IT consultancy, are part of the expenses for executing the advised strategy of performance analytics and real-time feedback. Programs to train staff members on data entry techniques, the use of analytics tools, and providing feedback will also add to costs. The expenditures associated with creating and implementing user-friendly real-time dashboards, setting up coaching sessions, and running publicity campaigns to further the data-driven culture will also be included in the implementation costs. Depending on the precise implementation plan, the size, and the complexity of the division, the cost of adopting the strategy may range from $37,000 to $110,000 or more.


Pursuing superior worker performance in the complex healthcare field is a journey, not just a goal. The offered solutions serve as an excellent illustration of how creativity, operational skill, and technology can work together to influence the course of a healthcare institution. The options are endless, ranging from real-time analytics to cross-functional training, and each brushstroke adds to the masterpiece of improved patient care.


Braaksma, A., Copenhaver, M. S., Zenteno, A. C., Ugarph, E., Levi, R., Daily, B. J., Orcutt, B., Turcotte, K. M., & Dunn, P. F. (2023). Evaluation and implementation of a Just-In-Time bed-assignment strategy to reduce wait times for surgical inpatients. Health Care Management Science.

Fraboni, F., Brendel, H., & Pietrantoni, L. (2023). Evaluating organizational guidelines for enhancing psychological well-being, safety, and performance in technology integration. Sustainability, 15(10), 8113.

Kareska, K. (2023). Key factors for increasing the productivity of production organizations. Social Science Research Network.

Paul, M., Jena, L. K., & Sahoo, K. (2019). Workplace spirituality and workforce agility: A psychological exploration among teaching professionals. Journal of Religion and Health, 59(1), 135–153.


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As a human resources manager in a healthcare organization, you will be asked to develop varying types of strategies and management
techniques that improve the performance of your workforce. It is important for you to know how to keep abreast of such strategies through
research, as well as analyze how such strategies and techniques can be applied in your organization. In this assessment, you will apply these

Strategies for Workforce Improvement in Health Care

Strategies for Workforce Improvement in Health Care

Select a health care organization and specific division you work or are familiar with.
Assume you are the human resources director for your selected organization.
In a recent meeting, executive management determined that it would like to improve healthcare workforce performance levels within a specific
division of your organization.
Management has asked you to research and identify 3 diverse strategies that use innovative management techniques, operational practices, or
technology that could be applied to improve workforce performance within the selected division at your healthcare organization.
Create a 1,050- to 1,400-word summary of 3 diverse strategies to improve workforce performance that includes the following:
• Identification of 3 key strategies to improve workforce performance for your organization and division
• An analysis of how each strategy could be deployed within your division and organization to improve workforce performance
• A recommendation for the application of the best key strategy
• An analysis of how your recommended strategy affects workforce needs for service delivery for your organization
• SMART goal(s), objective(s), and tasks to implement your recommended strategy
• A description of how goal achievement will be measured
• Expenses for recommendation implementation

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