course material

1. Prepare a 3-4-page report on how you plan to approach
Prepare a 3-4-page report on how you plan to approach employee talent development,
employee success, retention, and the employee experience issues with viable
recommendations for solutions.What is the employee experience from the employee’s
perspective? The employee experience is when an employee considers their work more
than just a job. Employers hope for that possibility, even though it is unlikely every
employee in the organization will attain a high level of enjoyment from their work and their
work environment. The employee perspective means pride in their employment and a
passion for what they do, whom they do it with, and respect for their organizational
leadership. We have arrived at a time in history where talent matters and retaining that
talent is not a simple or inexpensive process. Employees today desire a great deal more than
employees have in the past. Work has become more important to employees than ever
before. Expectations for dynamic, interesting work and a work environment that enhances
the process of work grows ever greater each year. The workplace takes up the vast majority
of an employee’s life, and this previously accepted tradition of work not being fun or even
tolerable has been rejected. In addition, the idea that an employee’s career is for them to
manage may be true, but management can make that a great deal more exciting and
productive if the pathways to success are clear and available.Assessment
IntroductionScenarioYou are an HR professional at a large teaching hospital with
responsibility for the areas of employee talent development and employee experience
(sometimes called employee perspective). The hospital’s mission is to integrate a broad
spectrum of clinical care, teaching, and research, with special emphasis on the health of
children and their families, for two states on the east coast of the United States.Recently,
you have observed high rates of turnover across a number of occupations. Licensed
practical nurses, radiologist technicians, surgical technicians, pharmacy technicians,
medical assistants, laboratory technicians, and dietitian assistants are at the top of the list of
people your hospital cannot keep. You have been conducting exit interviews and talking to
current employees about what the areas of concern are that could be influencing the high
rate of turnover.As it turns out, another hospital in the area that has been aggressively
recruiting new employees. The hospital is associated with a medical school and an external
physician assistance program. They are using a completely new employee experience
approach that includes:Advancement opportunities through joint university and technical
certification programs.Cross-field rotations.Tuition assistance.Scholarship programs for
entry into the physician assistant program.Work time for physical fitness.Co-located

2. complimentary daycare for second and third shift staff.A gourmet cafeteria. These benefits
are part of what the private hospital calls a comprehensive work-life career-investment
program for employees. Your institution has a legacy cafeteria and nothing that mirrors the
other hospital’s employee experience program. Additionally, recent engagement surveys
indicate that employees are not getting the career guidance from team leaders and
supervisors that they think they should. Several surveys of employees found that they felt
they are not valued or considered part of the organization and that “only doctors and RNs
really mattered.”Your ChallengeThis assessment examines how to assess the effectiveness
of employee talent development and employee experience (employee perspective).
Consider the challenging conditions that you would face in the situation presented. What
would your next step be in confronting the HR challenge faced by the hospital from a
competitive standpoint? Should you present the differences between your hospital and its
competitor’s programs to your supervisors or even the hospital director? If yes, why, and
how would you go about that? If not, what would your rationale be for your decision?What
research would you do? Making the type of changes that the other hospital made is a major
effort in cost and from an organizational culture and employee-valuing perspective. What
challenges might you face from your own HR director? From medical staff leaders and
others? The cost of current turnover is coming close to 15% of yearly salary for some
positions, and the loss of institutional knowledge is affecting treatment quality, according to
a panel of physicians and nursing staff. What new and different programs might be
introduced into the organization to improve the employee experience considering the scope
of challenges that were discussed in the introduction?Your job in this assessment is to use
the guidance from above to prepare a report for your supervisors on how you plan to
approach the employee talent development and employee experience (employee
perspective) problems with viable recommendations for solutions. Please provide at least
six academic, scholarly, or professional resources from the Capella University
Library.Assessment InstructionsPrepare a 3–4-page report that states your recommended
course of action. Along with your recommendation, include the following:Analyze, from a
competitive standpoint, how proposed recommendations address the HR challenge faced by
the hospital.What is the scope of the differences between your hospital and its
competitor?What would it take to emulate the competitor’s programs?Describe key factors
considered to support the major effort and cost it would take to enact changes in
organizational culture, which could be embraced by employees.What challenges would be
faced by trying to emulate the competitor’s programs?What would the risks be by not
addressing the differences between your hospital and its competitor?Explain how to
mitigate cost of current turnover and the loss of institutional knowledge that is affecting
treatment quality.What is causing the turnover?What actions can you take to address the
issue?Describe programs you would introduce to improve the employee experience.What
are the different parts of your programs?What are they intended to do?Review the HR
Challenge: The Employee Experience – Pathways to Employee Success and Retention
Scoring Guide to see the criteria by which your assessment will be evaluated. Before
submitting your assessment for evaluation, review your publish in SafeAssign to check your
use of source material.Submission RequirementsThe deliverable for this assessment applies

3. professional skills in Human Resources Management (HRM) to workplace situations which
you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus
on the development of effective professional communication skills for the workplace. Your
assessment should meet the following additional requirements:Length: Your plan should be
3–4 typed, double-spaced pages, not including the cover and resources pages.The first page
should be a cover sheet with your name, the course number, assessment title, and date. No
other information is required on this page.The last page should be the reference
list.Organization: Make sure that your assessment writing is well-organized, using headings
and subheadings to organize content for the reader.Font and font size: Times New Roman,
12-point font.Resources: Use a minimum of six references from academic, scholarly, or
professional publications.Evidence: Support your assertions with data and in-text
citations.APA formatting: Resources and in-text citations are formatted according to current
APA Style and Format guidelines. Written communication:Support main points and
recommendations with relevant and credible evidence.Address the appropriate audience,
using familiar, discipline-specific language and terminology.Use spell-check and other tools
to ensure correct spelling and grammar.Note: Your instructor may also use the Writing
Feedback Tool to provide feedback on your writing. In the tool, click the linked resources
for helpful writing information.ePortfolioYou should consider adding this assessment to
your personal ePortfolio. This assessment demonstrates your ability to analyze employee
talent development, employee success, retention and the employee experience. This skill is
necessary in a professional setting when you are trying to make strategic recommendations.
You will want to organize your assessments to easily support future reflection and
completion of your HRM capstone project as well as for showcasing your knowledge with
employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio
page.Competencies MeasuredBy successfully completing this assessment, you will
demonstrate your proficiency in the following course competencies:Competency 1: Develop
strategic recruiting approaches and selection methods to support an organization’s talent
goals.Analyze, from a competitive standpoint, how proposed recommendations address the
HR challenge faced by the hospital.Describe key factors considered to support the major
effort and cost it would take to enact changes in organizational culture, which could be
embraced by employees.Competency 2: Apply talent mobility practices for an
organization.Describe programs you would introduce to improve the employee
experience.Competency 3: Examine approaches to workforce planning to determine present
and future talent needs.Explain how to mitigate cost of current turnover and the loss of
institutional knowledge that is affecting treatment quality.Competency 5: Communicate
clearly, accurately, and professionally for the HR field.Support main points and
recommendations with relevant and credible evidence.Address the appropriate audience,
using familiar, discipline-specific language and terminology.