A high employee turnover in any industry can be a concern, more so in those that are customer centered.
Industries that deal with people’s health are in an even more precarious position. Healthcare organizations with
high attrition must consider how a “revolving door” of care providers affects the quality of care the organization
is able to provide and the satisfaction of patients with their overall experience. HR professionals are
responsible for staffing positions, training employees, providing benefits, and handling any problems or
disciplinary actions. The day-to-day responsibilities of managing the workforce can leave little time for longrange planning.
Tasks:
Post to the Discussion Area your responses to the following:
-How does a high employee turnover rate impact the operations in a healthcare organization?
Give examples of one clinical and one nonclinical position in your answer. For example, what is the effect of a
high turnover among lab technicians and among billing staff?
-What data may be gathered and analyzed to assess the reasons for employee turnover?
What additional data might HRM gather?
-What would you use for forecasting metrics for current and future staffing needs?
Give an example of a particular healthcare setting (e.g., urban or rural, large or small hospital, or primary or
tertiary care).
-What best practices would you recommend for reducing healthcare employee turnover? Explain at least three
such best practices and their positive affect on a healthcare organization.
-Among clinical staff, would you target any particular age group for retention efforts? For example, would you
make greater effort to retain younger staff for the organization’s long-term staffing needs or would you rather
retain more experienced employees to improve the quality of care?
Sample Solution
