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
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