The document discusses strategies for improving employee retention in the healthcare sector. It notes that employee turnover is extremely high, costing the industry billions per year. The key to improving retention is effective leadership that identifies high performers, sets clear goals and evaluations, challenges employees with career growth, and removes underperformers. Leaders must acknowledge that poor retention is due to mismanagement rather than external factors like workforce shortages, and make changes to implement strategies like training, recognition programs, and standardized hiring practices. Doing so can help organizations stay ahead of competitors in attracting and keeping talent.
This presentation seeks to understand all possible factors behind Employee Attrition in the Philippine Corporate setting with challenges to HR departments to be innovative in addressing this problem.
This presentation examines the reasons for staff turnover, identifies the costs to the business of this turnover and gives practical tips to maximize staff retention.
The rate at which employees leave a company and are replaced by new Employees. One of the critically challenging issues in business world. Estimated probability that employees will stay or leave the organization. May triggered by - quits, attrition, exits, mobility, migration, succession. Obstacles toward achieving organizational objectives. Delay in innovation process & weak service consistency. Increasing pressure for the current employees in organization & Reflects poor organizational image. Overall bad impact on organizational performance & effectiveness.
A STUDY TO REDUCE EMPLOYEE ATTRITION IN IT INDUSTRIESIAEME Publication
The research project entitled ‘Reduction of Employee Attrition’ is an attempt to understand the opinion and attitudes of the various categories of employees of IT sector towards the reduction of employee attrition in the organisations. Employee attrition is a serious issue, especially in today’s knowledge-driven marketplace where employees are the most important human capital assets, attrition directly or indirectly impacts on organization’s competitive advantage.
Effect of employee turn over on national economyMoharam Pua
Working paper discussing the employee turnover problem in Egypt. This paper was presented at the second international conference of business development, innovation & challenges.
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
This presentation seeks to understand all possible factors behind Employee Attrition in the Philippine Corporate setting with challenges to HR departments to be innovative in addressing this problem.
This presentation examines the reasons for staff turnover, identifies the costs to the business of this turnover and gives practical tips to maximize staff retention.
The rate at which employees leave a company and are replaced by new Employees. One of the critically challenging issues in business world. Estimated probability that employees will stay or leave the organization. May triggered by - quits, attrition, exits, mobility, migration, succession. Obstacles toward achieving organizational objectives. Delay in innovation process & weak service consistency. Increasing pressure for the current employees in organization & Reflects poor organizational image. Overall bad impact on organizational performance & effectiveness.
A STUDY TO REDUCE EMPLOYEE ATTRITION IN IT INDUSTRIESIAEME Publication
The research project entitled ‘Reduction of Employee Attrition’ is an attempt to understand the opinion and attitudes of the various categories of employees of IT sector towards the reduction of employee attrition in the organisations. Employee attrition is a serious issue, especially in today’s knowledge-driven marketplace where employees are the most important human capital assets, attrition directly or indirectly impacts on organization’s competitive advantage.
Effect of employee turn over on national economyMoharam Pua
Working paper discussing the employee turnover problem in Egypt. This paper was presented at the second international conference of business development, innovation & challenges.
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
Hiring and firing is a crucial topic for the selection and termination of employeee and the preferencess totally changed regarding selection of employees after covid-19
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
HR professionals value the best employees and invest resources into employee retention. Retaining the best employees in the organization is very important to produce a better outcome. However, employees come and go, but sometimes increase in employee departure can lead to difficult situations.
pay for performance system implementation in Healthcare sectorFatima Aftab
this project is based on the implementation and execution of p4p in hospitals specially focus on the productivity of nurses.I got an A grade i hope this will be beneficial for all the students as well as business professionals and recruiters.
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
IntroductionWe all know that the four factors of producti.docxvrickens
Introduction
We all know that the four factors of production are land, labor, capital and entrepreneurship. By skillfully combining all of the above factors, we have been able to create goods and services which in turn have created economic value.
Through this presentation we would like to provide some impetus on the second factor of production i.e.Labor.
The basic definition of labor can be stated as the human effort of one or more individual which is required to create goods and services. It is the responsible of the entrepreneur to bring together the labor resources so as to be able to create value. (Unknown)
-Contd
Labor as a factor of production can mean different things in different circumstances. For example a doctor treating patients in his clinic can be considered an entrepreneur as well as labor. On the other hand, a receptionist hired by the same doctor would be considered labor.
The doctor hires some support staff to be able to perform his or her tasks more efficiently while being able to maximize returns after paying the salaries for the staff. This can only happen if the staff is qualified and can work according to the expectations of the employer.
In this context, it becomes necessary to properly assess the hiring process for any organization so that they can maximize returns while controlling costs.
Hiring Best Practices
Here are some of the best practices that we believe, all employers should employ
Identify Need – The first step towards hiring somebody is for an individual in charge of hiring to identify a need. This may seem easier than it sounds but in many cases we have seen that organizations being overstaffed, carrying high salary costs and having highly unproductive resources.
Define Job description – Once a need has been identified, the employer must spend time to define what tasks are expected to be done by the prospective employee. Failure to do this causes friction between the employer and employee and may hamper performance of the employee.
Best Practices - contd
Plan the Hiring – Once the description and requirement have been established, it is necessary to outline how the process is expected to be completed right from the time of posting the job on various platforms to the point of onboarding the employee. It is helpful to identify the internal resources which are responsible for driving the process to completion and make sure they know the expectations.
Market Availability – Once all the internal planning is in place, the firm must actively market the open position. It is often experienced that openings go unfulfilled due to the lack of awareness among the job seekers. The firm should aggressively market the position on various job portals, newspaper classifieds, social media as well as their own website. The more awareness created, the more applicants and higher chances of fulfilling the position.
Best Practices - contd
Review CV’s – A strong marketing campaign would ...
In this blog, we’ll discuss types of employee attrition, employee attrition analysis, employee attrition rate formula, employee attrition vs turnover, and many more.
3 Essential Steps to Taking Over as CFO Effectively by Maureen O'Connell, CFO...Maureen O'Connell
In this presentation, Maureen O'Connell, CFO at Scholastic Corporation points out 3 essential steps that would benefit new CFOs regardless of the backgrounds that they come from.
Assembling Your Staff
The practice of medicine is by far one of the most important fields in which people can work. Taking care of peoples health is such an important profession that it should have only employees who take pride in their job and want to come to work each week
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Monitoring Techs have a very specific development, training and career tech in the spine / neuro-surgery world. This slide show will help identify resume writing and interview techniques for CNIMs
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Recruitment and retention are important for business, but not all companies know how to begin and complete the process
Nicola Hawkinson CEO SpineSearch
हम आग्रह करते हैं कि जो भी सत्ता में आए, वह संविधान का पालन करे, उसकी रक्षा करे और उसे बनाए रखे।" प्रस्ताव में कुल तीन प्रमुख हस्तक्षेप और उनके तंत्र भी प्रस्तुत किए गए। पहला हस्तक्षेप स्वतंत्र मीडिया को प्रोत्साहित करके, वास्तविकता पर आधारित काउंटर नैरेटिव का निर्माण करके और सत्तारूढ़ सरकार द्वारा नियोजित मनोवैज्ञानिक हेरफेर की रणनीति का मुकाबला करके लोगों द्वारा निर्धारित कथा को बनाए रखना और उस पर कार्यकरना था।
01062024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
ys jagan mohan reddy political career, Biography.pdfVoterMood
Yeduguri Sandinti Jagan Mohan Reddy, often referred to as Y.S. Jagan Mohan Reddy, is an Indian politician who currently serves as the Chief Minister of the state of Andhra Pradesh. He was born on December 21, 1972, in Pulivendula, Andhra Pradesh, to Yeduguri Sandinti Rajasekhara Reddy (popularly known as YSR), a former Chief Minister of Andhra Pradesh, and Y.S. Vijayamma.
Future Of Fintech In India | Evolution Of Fintech In IndiaTheUnitedIndian
Navigating the Future of Fintech in India: Insights into how AI, blockchain, and digital payments are driving unprecedented growth in India's fintech industry, redefining financial services and accessibility.
In a May 9, 2024 paper, Juri Opitz from the University of Zurich, along with Shira Wein and Nathan Schneider form Georgetown University, discussed the importance of linguistic expertise in natural language processing (NLP) in an era dominated by large language models (LLMs).
The authors explained that while machine translation (MT) previously relied heavily on linguists, the landscape has shifted. “Linguistics is no longer front and center in the way we build NLP systems,” they said. With the emergence of LLMs, which can generate fluent text without the need for specialized modules to handle grammar or semantic coherence, the need for linguistic expertise in NLP is being questioned.
Welcome to the new Mizzima Weekly !
Mizzima Media Group is pleased to announce the relaunch of Mizzima Weekly. Mizzima is dedicated to helping our readers and viewers keep up to date on the latest developments in Myanmar and related to Myanmar by offering analysis and insight into the subjects that matter. Our websites and our social media channels provide readers and viewers with up-to-the-minute and up-to-date news, which we don’t necessarily need to replicate in our Mizzima Weekly magazine. But where we see a gap is in providing more analysis, insight and in-depth coverage of Myanmar, that is of particular interest to a range of readers.
role of women and girls in various terror groupssadiakorobi2
Women have three distinct types of involvement: direct involvement in terrorist acts; enabling of others to commit such acts; and facilitating the disengagement of others from violent or extremist groups.
27052024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
03062024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
31052024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
‘वोटर्स विल मस्ट प्रीवेल’ (मतदाताओं को जीतना होगा) अभियान द्वारा जारी हेल्पलाइन नंबर, 4 जून को सुबह 7 बजे से दोपहर 12 बजे तक मतगणना प्रक्रिया में कहीं भी किसी भी तरह के उल्लंघन की रिपोर्ट करने के लिए खुला रहेगा।
2. Retention Management In The
Era of Health Reform
Managing Employee retention and managing
turnover are inherently difficult processes for
health care leaders.
Managing turnover and retention requires different
and distinct skill sets
3. Retention Management in the Era
of Health Reform
The employment culture is changing as well. It is
now relatively common to change jobs every few
years, rather than grow with one company
throughout the employment life as was once
commonplace.
How do we stem this trend for employees we want to
retain?
In addition, employees are increasingly demanding a
balance between work and family life.
4. Retention Management in the Era
of Health Reform
The extremely small, unqualified, and diminishing,
labor supply pool in the healthcare sector is
exposing an alarming weakness in the industry.
Only those at the for front of this paradigm will
thrive.
6. Step 1: Identify Your Turnover
Rate
Employee turnover in the healthcare sector is
extremely high;
In some US states it is more than double the
national average of 15.6%.
This alarming (and rapidly worsening) statistic costs
healthcare systems billions of dollars every year and
is a direct threat to the future of the healthcare
sector.
7. Step 1: Identify Your Turnover
Rate
How do you retain high performers, while turning
over those who are not.
As equally important: How do we identify both of
those individuals?
Distinction between regrettable and non-regrettable
turnover
8. Step 1: Identify Your Turnover
Rate
Human resource recruiters often consider
applicants they would have otherwise considered
unqualified due to a low applicant flow.
Managers often select candidates
against HR’s recommendation because they
felt pressure to get the jobs filled rather than
to find the most qualified or even a qualified candidate.
9. Step 1: Identify Your Turnover
Rate
Estimated costs vary from organization to
organization, some as low as a few hundred dollars
to as high as four times the annual salary of the
employee.
These turnover costs should be measured and
constantly monitored over time periods so one can
know what should be done and or paid to retain key
positions vs. having to recruit and train someone to
fill a vacant position at a cost to the institution.
10. Step 1: Identify Your Turnover
Rate
It has been estimated that, on average, it costs a
company one-third of a new hire's annual salary to
replace an employee. Therefore, at minimum wage,
the cost to replace an employee is estimated at
$3,700.
This cost increases exponentially as the skill set,
responsibility and tenure increase per employee
11. Step 1: Identify Your Turnover Rate
For a company to develop a retention strategy,
several steps must be taken.
Assess the current situation / measure the turnover rate
Industry, geographic & Job specific benchmarks are
readily available for comparisons
Establish a base line
Monitoring this data will allow for a problem/trend, either
positive or negative, to be identified and controlled or
capitalized on before it is too late
12. Step 1: Identify Your Turnover
Rate
Turnover is calculated simply by dividing the
number of annual terminations by the average
number of employees in the work force.
The average employee turnover rate is 14.4 percent
annually, according to the Bureau of National
Affairs.
13. Simple Solutions
Modifying HR recruiter performance/behavior
Evaluations to include ratings related to:
prescreening,
tenure after hirer,
evaluation of employees KPIs (Generally a success score
given and not just a goal of hire, hire, hire)
Learning more about the jobs
A standardized applicant screening sheet
A standardized list of “cultural fit” questions
14. Effects: Positive or Negative are
Dramatic
Significantly affect the financial performance of an
organization.
Direct costs include recruitment, selection, and
training of new people.
Indirect costs i.e. morale, managers not managing
(spending time hiring/firing), filling schedules,
productivity, overtime…
Added costs can be much higher than can be
measured
15. Solutions
First, hire the right people and continue to
develop their careers.
Does your company have an ongoing career development
program, tuition reimbursement, or skills training
program?
Do you know what your employees want? Many times pay
is very low on their list.
Do you do an exit interview when an employee leaves/is
terminated?
16. Solutions
An investment in upgrading the workforce is one of the
best investments a company can make when looking at
long-term growth.
Hiring the people that are a good "fit" with the culture
of the organization — meaning that their values,
principles, and goals clearly match those of the company
& current work force —
Training as necessary will go a long way toward
ensuring employee loyalty and retention.
A good skill set doesn’t mean a good fit
17. Solutions
Second, most companies with low turnover rates
are very employee oriented.
They solicit input and involvement from all employees and
maintain a true "open-door" policy that avoids closed-door
meetings.
Employees are given an opportunity for advancement and are
not micro-managed.
Intrinsic rewards are critical. Employees must believe they have
a voice and are recognized for their contribution
Remember that "trust" and "loyalty" are a two-way street. Does
your company's culture encourage open communication and
employee input?
18. Solutions
Third, develop an overall strategic
compensation package
Includes not only base and variable pay scales
Long-term incentive compensation
Bonus and gain-sharing plans
Benefit plans to address the health and welfare issues of
the employees
Non-cash rewards and perks as well.
19. Solutions market, most
To be competitive in today's labor
companies find it necessary to offer a standard benefit
package, including health, dental, and life insurance,
vacation and leave policies, and investment and
retirement plans.
But what more could be done that would be cost effective
toward creating an employee-oriented work environment?
20. Solutions
Employee of the month with rewards
Take your spouse to dinner
Half day of work
Special trips for continuing education
Buy the staff lunch…
Non-monetary rewards often go farther than cash.
Money is just money
21. Step 2: Evaluation and Goal Setting
1ST
Set predetermined KPI’s for performance for each job
description
Leave no doubt as to what is expected for baseline
performance, what underperformance will get you
fired and what over performance will get you a bonus
22. Step 2: Evaluation and Goal Setting
2nd
Have knock-out factors such as harassment, excessive
lateness, reckless endangerment
Some infractions will put your institution at risk and
those can not and should not be tolerated for anyone
23. Evaluation and Goal Setting
3rd
Have weekly/monthly/qtly meetings to review
expectations and progress. If the proper job was done in
the hiring process there is no reason an employee
shouldn’t be able to meet expectations as long as they are
realistic and they have been given the tools to accomplish
their goals. Don’t wait until it is too late to correct an
issue
24. Evaluation and Goal Setting
4th
Document all meetings and benchmark data
Create a standardization
Build upon what has been learned
25. Evaluation and Goal Setting
5th
If someone shows a desire to work, want to be with your
institution and truly is giving their best efforts make all
efforts to keep them, not at all costs but train, educate,
and mentor…those employees will value your loyalty
26. Evaluation and Goal Setting
6th
Don’t let terminations be a surprise
a. It puts your institution at legal risk
b. If it is a surprise management hasn’t done their job
c. There is no reason for it
27. Step 3: Let go of Underperformers
Once an underperformer is identified there is no
reason to keep them on
They show others that improper performance is tolerated
It disensentifies your over achievers
You are giving equal pay to those that do there job vs. those
that don’t and that is BAD business.
Makes room for hard working employees to move up from
the bottom + new candidates to fill the ranks
28. Step 3: Let Go of Underperformers
Retention of underperformers is not good retention
management
Decreases productivity, increases wasted HR hours
on micromanagement; undermines the vision of the
organzation
29. Step 4: Challenging Employees
Career trajectories
For certain jobs it is good to set out a road map of what a
career path looks lake at your institution.
Gives something to work towards
Empowers employees to take their careers into their own
hands. The choice is theirs on how far they go
Transparency is a good thing for everyone
30. Step 4: Challenging Employees
Reward
Allows employees to see your institutions
appreciation, recognition and willingness to follow
through with your commitments to them.
Monetary Small gifts
Added time off Extra tuition reimbursement
Public recognition Faster promotions
Event tickets Trips
31. Step 5: Effective Leadership
At first glance it would appear that the root cause of
this problem is an extremely small talent-supply
pool .
Hint: Look Deeper!
32. Step 5: Effective Leadership
Leading to a whirlwind of aggressive headhunting
amongst competing healthcare organizations.
33. Step 5: Effective Leadership
The real cause of this crippling turnover is poor
human capital management in the healthcare sector.
Remember: Most of this can be prevented by patience, proper
hiring techniques, setting a culture of success, rewarding
proper work and removing those that don’t fit in and
underperform on a regular basis
34. Step 5: Effective Leadership
A shrinking, aging, talent pool is a crisis waiting to
happen if you don’t manage your workforce
effectively.
In addition, the new labor pool presents an
incredible opportunity, if capitalized upon, for your
institution to stay way ahead of the pack
35. Step 5: Effective Leadership
The real issue is that most healthcare organizations
are the equivalent of a badly leaking bucket; pouring
more water into them does not solve the root
problem. To think otherwise is pure insanity.
Don’t follow the pack!
36. Step 5: Effective Leadership
Basing hiring decisions on ill-defined parameters,
poor organizational intelligence, and high employee
turnover rates is the perfect storm
37. Step 5: Effective Leadership
All healthcare organizations are in a situation where
the water supply is low; many of them also have very
large holes in their bucket.
It is easier to mend the bucket than affect supply
So why aren’t more of them doing so?
38. Step 5: Effective Leadership
It takes a significant investment of time, effort,
money, and above all an awareness of the
connection between poor human capital
management, employee turnover, and lost profits + a
willingness to change.
39. Step 5: Effective Leadership
Senior management must be aware of, not just the
holes in the bucket and the rapid decline in water
supply, but the astronomical costs that the wasted
water is stealing from their own bottom line.
40. Step 5: Effective Leadership
If senior management have not acknowledged and
understood this dynamic it will be impossible to
execute an effective human capital management
reinvention---Management must be held
accountable and made aware that this is not a
systemic problem but an ingrained problem that can
and must be changed
41. Step 5: Effective Leadership
Management must be held accountable and made
aware that this is not a systemic problem but an
ingrained problem that can and must be changed
42. Conclusion
“The definition of insanity: doing the same thing
over and over again and expecting different results.”
Benjamin Franklin, 1706-1790
Can your institution become an example of employee
retention in an era of major health care reform?
43. Thank You
Nicola V. Hawkinson, DNP, RN, RNFA
306 East 15th St.
New York, NY
WWW.SPINE-SEARCH.COM
1.516.333.5050