1. Session Title Presenter name & date

2. Information brought to you by: Forrest Turner Katie Rexrode Malorie Andrews 11-E

3. 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

4. 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

5. 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

6. 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

7. 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

8. 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/CNO Ann 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

9. 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

10. 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

11. 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/CNO Ann 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

12. 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

13. Our Recommendation  Option 2  More risk  Most potential for success

14. 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 programs 5.Within 6 months – Organize semi-annual One-on-Ones – Host the first Diversity Workshop

15. 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

16. Employee Count by Ethnicity and Gender EthnicityNumber of EmployeesPercentage2025 Goals White (Not Hispanic)78881.8%73.4% Black (Not Hispanic)959.8%14.3% Hispanic646.7%8.6% Asian/Pacific161.7%3.7% Gender Female54156.2%53.90% Male42243.8%46.10%

17. Patient Satisfaction- Most Recent Annual Report (Compared to Peers, State and National Average) Percentage of patients who: Central Columbia Competitor ACompetitor B State Average National 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% 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% 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% Overall78%81%71%84%85%90%

18. Most Recent Cultural Assesment-Survey of All Central Columbia Employees Question Previous Year Current Year2025 Goal I 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%

19. 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.