This document summarizes a presentation about problems identified at a hospital. The problems included a lack of a structured HR department, apparent violations of the Civil Rights Act of 1964 due to lack of diversity, employees who had become too comfortable without career development, and tensions between the Board Chairman and CEO. Potential solutions discussed were empowering the HR department, hiring a VP of HR, implementing training and development programs, and addressing diversity in hiring.

1. Session Title
Presenter name & date
Team 29E
Amanda Campion, Rashanda
Coplin, and Denis Ndreko

2.  Lack of a structured and effective Human Resources Department
 Apparent violation of Title VII of the Civil Rights Act of 1964
 Current employees have become too comfortable in their positions
 Lack of development discourages employees from career growth
 Interpersonal tensions between Board Chairman Dr. Stiller and CEO Anita Green
Problems Identified in the Case

3.  Dr. Stiller’s wishes could have prevailed
 Dr. Stiller and Anita Green could work to eliminate tension
 Scott and Hillard could offer Winthrop a position in HR
 Anita Green could hire a new VP of Human Resources
 Anita Green could fire Frank Scott for mismanaging hiring policies
 Provide development for all employees and evaluate at next review
Alternatives

4. Contrast training and development. Is developing employees the responsibility of the HR
department, the divisions, the organization or the employees? Where does the
responsibility currently lie at the hospital?
 Development is the responsibility of all parties involved.
 In this case, the responsibility lies with the employees. There is no system at the hospital
to provide employees with the opportunity or resources for development.
Discussion Question One

5. Given Winthrop’s personal challenges and career aspirations, what advice would you give
Hillard if you were Scott?
 Acknowledge Winthrop’s value to the organization
 Encourage Hillard to offer a position in HR
 Make her feel valued and present growth opportunities
Discussion Question Two

6. What additional information beyond name and title would be helpful to have when Scott has
discussions about existing talent with division leaders?
 Previous performance reviews
 Previous goals
 Recognized areas for improvement
 Recognized areas of achievement
Discussion Question Three

7. Problem:
 The majority of people working for the company are white and the gap between different
ethnicities is very large (see next slide)
 Clearly a violation against the Title VII of the Civil Rights Act of 1964
 Section 703 of the Title VII Civil Rights Act of 1964
 Possible Disparate Treatment
Solution:
 Empower the HR Department
 A good HR Department would manage hiring policies correctly
Resulting Opinions- Diversity Issue

8. Resulting Opinions- Diversity Issue

9. Problem:
 Current HR employees do not posses skill and knowledge to move passed transactional work
 No strategically functioning HR Department
 This leads to employees’ disbelief in career growth at the hospital (see next slide)
Solution:
 Hire a VP of Human Resources and restructure the division
 Implement developmental programs
Resulting Opinions- Dissatisfaction Correlation with Lack of Development

10. Resulting Opinions- Dissatisfaction Correlation with Lack of Development

11. Problem:
 HR should not report to the CFO (see next slide)
 HR Department cannot handle compliance responsibilities
 Current employees are set in their ways
Solution:
 Hire a VP of Human Resources and restructure the division
 Implement developmental programs
 Designate someone to take over compliance concerns
Resulting Opinions- Human Resources Department Structure

12. Resulting Opinions- Human Resources Department Structure

13.  Hire new VP of Human Resources and restructure the division
 Restructuring of division will separate tasks
 Increase diversity by recruiting from outside the hospital’s norm
 Implement new training and development program
 Have CEO Q&A sessions with each division
 Designate staff member to handle compliance issues
Implementation Strategies

14. The End!!!