Organizational Development and Planning
Organizational Development and Planning
Discussion: Organizational Development, Workforce Planning, and Succession Planning
Organizational development is focused on improving the efficiency and effectiveness of a workplace. As part of this process, strategic planning professionals often work with leadership teams to develop strategies for short-term and long-term organizational development, including workforce planning and succession planning. This helps ensure that health care organizations recruit, train, and retain employees that are capable of meeting strategic objectives. For this Discussion, examine the following scenarios and suggest strategies for organizational development, workforce planning, and succession planning.
Scenario 3: Myrtle Healthcare System is an integrated health care organization providing health care services in Colorado. Recently, an investigative reporter from the local television news station reported that leadership at Myrtle’s flagship hospital, Jackson Hospital, will be getting annual bonuses of $25k in December and a 10% increase in their salaries for the next year. This story comes at a time when frontline staff members have been complaining repeatedly about the deplorable working conditions and lack of pay increase in five years. Unfortunately, leadership has consistently refused to host an employee town hall meeting to discuss their concerns collectively. The employees are now asking for the union to intervene so that this matter may be quickly resolved to restore the employees’ trust in leadership and the public’s trust in the organization’s ability to provide quality patient care.
To prepare:
- Review the scenario assigned to you by the Instructor.
- Consider strategies for short-term and long-term organizational planning, workforce planning, and/or succession planning.
Note: For this Discussion, you are required to complete your initial post before you will be able to view and respond to your colleagues’ postings. Begin by clicking on the “Post to Discussion Question” link and then select “Create Thread” to complete your initial post. Remember, once you click submit, you cannot delete or edit your own posts and cannot post anonymously. Please check your post carefully before clicking Submit!
By Day 3
Post: a cohesive response to the following:
Briefly describe the scenario assigned to you by the Instructor. Recommend strategies for short-term and long-term organizational development, workforce planning, and/or succession planning. Defend your recommendations. Support your response by identifying and explaining key points and/or examples presented in the Learning Resources.
Read a selection of your colleagues’ postings. Consider how your colleagues’ postings relate to the information presented in the Learning Resources and to your own posting.
By Day 5
Respond to at least two of your colleagues’ postings and continue the Discussion through Day 7. Expand on this Discussion by providing additional insights or alternative perspectives to colleagues who were assigned different scenarios than you. For example, if you were assigned Scenario 1, respond to colleagues who were assigned Scenario 2 and Scenario 3.
SAMPLE ANSWER
Organizational Development and Planning
The current healthcare environment for healthcare facilities entails various issues that demand strategic planning. These issues include increased competition, government policies, poor management of funds, and employee payments among others (Payne et al., 2018). The scenario presents a case of Myrtle Healthcare System which operates in Colorado. A flagship hospital of Myrtle is reported to increase its leadership salaries at a time when its employees are opposing the firm’s working conditions and payment policies.
Strategies for Short-Term Development
The company should engage in developing cash-flow forecasts. This strategy is essential in estimating the facility’s cash collections within short periods. The facility’s leadership also needs to develop a situational analysis. This strategy will enable the management to understand the problems that face the hospital. Moreover, the management needs to create communication with the employees. This move will eliminate doubt from the employees as it will provide answers for what the firm is planning. In addition, the facility can improve on its employee-leadership relations. This can be enhanced by creating a fair reward system such as promotions basing on merit. This strategy is prone to shift the management’s reputation in the eyes of the employees. As a result, there will be successful operations in the hospital (Maruyama & Braga, 2014).
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Strategies for Long-Term Development
In the long run, Myrtle needs to create a SWOT analysis to review its long-term viability. This act will enable the management to develop decisions basing on the analysis. This strategy will enable the leadership to make suitable payment and employee relations in the long run. Moreover, the management needs to redesign its personnel objectives. This strategy enhances positive employee operations and relations in the long run. Engagement in employee training on leadership skills is suitable in creating future leaders for the hospital (Maruyama & Braga, 2014).
References
Maruyama, U.G.R., & Braga, M.A.B. (2014). Human resources strategic practices, innovation
performance & knowledge management. Proposal for Brazilian organizations. Independent Journal of Management & Production, 5(3), 710-732.
Payne, R. A., Hovarter, R., Howell, M., Draws, C., & Gieryn, D. (2018). Succession planning in
public health: addressing continuity, costs, and compliance. Nurse Leader, 16(4), 253-256.
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