Resourcing and Developing Talent - Staff retention, training and development in healthcare

This report discusses the challenges faced by healthcare companies in employee resourcing and proposes solutions. It focuses on Woodford healthcare's challenges in recruitment, staff retention, training and development, and payroll. A workshop plan is presented to address these issues.

Resourcing and
Developing Talent

Contents
INTRODUCTION...............................................................................................................................3
MAIN BODY.......................................................................................................................................3
Company information.....................................................................................................................3
Employee resourcing challenges.....................................................................................................3
Implementation plan.......................................................................................................................4
CONCLUSION....................................................................................................................................6
REFERENCES....................................................................................................................................8

INTRODUCTION
The healthcare industry has been hit very hard in recent years due to rising costs, the
complex diseases which are getting discovered along with the COVID-19 pandemic taking
many lives in its wakes. When it comes to healthcare companies, the workforce which it
employs is very crucial for its success in the market as this field is entirely based upon the
customer experience and the way the medical workforce deals with customers and makes
medical equipment’s is paramount as people’s health are at stake (Hsu, Liou and Lo, 2021).
This report will highlight the challenges faced by Woodford healthcare in their employee
resourcing processes along with a workshop plan to address and implement changes to
correct the identified problems.
MAIN BODY
Company information
Woodford healthcare is a UK based medical organization which is a major presence
in the healthcare sector of the country due to the multiple healthcare related centres in runs in
locations such as Grimsby. Its base of operations revolves around providing a variety of NHS
services along with online medical utilities. Some major examples of services the firm
provides through its centres include basic prescriptions, appointments and diagnosis along
with basic testing kits and the firm also does online consultations with specialist doctors
(Rumapea, and et.al., 2019).
Employee resourcing challenges
The HR department of Woodford healthcare through many meetings with the
workforce employed in different departments, studying recruitment and retention data along
with taking surveys from employees, found the following problems in the employee
resourcing process of the company.
 Recruitment – The first major problem which was identified was that the employees
of the company were not staying for a long period of time and leaving during
probation period many times. The recruitment process was also sluggish and ageing
workforce was slowing company operations (Allard, 2018).

 Staff retention – Another major problem was that the employees were not satisfied
with multiple aspects of the company such as unhygienic environment, bad kitchen
practices and below average food served in the canteen and the current compensation
package deigned for their job roles being inadequate (Chen and Islam, 2019).
 Training and development – There was also need to better train employees because
their public communication, patient interaction and basic knowledge about common
Medicare practices and diseases were sorely lacking (Zhuravska, 2019).
 Payroll – The final problem which the HR department of Woodford healthcare
noticed is that the current amount of pay being given to the employees is not
satisfactory as many of them rightfully feel that the amount of long and irregular
hours they give in everyday is not reflected in the final amount credited in their
accounts and they also need extra incentives such as bonuses (Onnis, 2019).
Implementation plan
A workshop plan has been designed below to properly suggest solutions to the
identified problems along with means to implement them.
Workshop Plan
Workshop Timings – 9:00 AM to 5:00 PM
Objective – To address the human resource challenges which have been identified in the
workforce and to propose the best possible solutions for the employees to boost both
personal and professional productivity of the company.
Key audience – Some of the workers of the company belonging to different departments
and hierarchies, executives and managers along with department heads, the MD of the
company along with some key board of directors and the HR department executives
Session 1: 9:00 AM to 11:00 PM
Topic: Induction
Discussion: This part of the workshop will be entirely dedicated to properly introducing
the people present in the meeting on the major objectives of the workshop, the reason
behind the workshop taking place. The various challenges which have been identified
with the company’s current employee engagement levels along with the way they treat
their employees will be raised to the participants.

Solutions: The workshop induction will focus on listing potential HR challenges which
are being faced by the company which are hindering its progress. All the present
department heads and managers will be ensured that no solution will be imposed without
taking their due input and they will be brought on board to participate and give their
consent towards the solutions proposed
Implementation: Along with the solutions which will be cited in the workshop, the
induction will also take some time to explain the parties gracing the workshop with their
presence regarding the implementation strategies that will be used to execute the
required solutions. All the managers and department heads will be consulted before any
implementation is cleared for operational integration.
Session 2: 11:00 PM to 12:30 PM
Topic: Recruitment
Discussion: It has been identified by the HR department that the company has been
facing tough challenges when it comes to recruitment of healthcare candidates as the
workforce which is in charge of providing healthcare services in the firm is ageing, the
process of recruitment is taking time and the firm is unable to retain the recruited talent
for a considerable amount of time.
Solutions: The HR department in the workshop proposed that in order to tackle these
problems which are being faced by the company, Woodford healthcare will be looking to
tie up with external recruitment agencies and hire professionals from medical databases.
To hire better prospects, increased methods of employee engagement will be used
Implementation: To implement these requested changes, the firm will search for the
best possible recruitment agency in UK which specializes in healthcare and immediately
start hiring professionals which are sorted by professional recruiters themselves. The
hired candidates will go through a detailed induction program and their pay rolls and
compensation packages will be readjusted accordingly for long term retention.
Session 3: 12:30 PM to 2:00 PM
Topic: Staff retention
Discussion: It has been noticed that the company is also facing serious problems when it
comes to retaining the staff which is recruited and through surveys and group meetings
with employees, it has come to the light that the workforce is not satisfied with the level
of pay, they want better food and service amenities along with a robust work life balance
Solutions: In order to help increase the rate of retention in the company, Woodford
healthcare will contract their food and kitchen related activities to a third business party,
the payrolls and compensation packages will be reviewed and the current work
distribution and delegation in the company will be reviewed for putting less stress on
them.
Implementation: To implement these changes, the operations department will be tasked

with finding and negotiating the best possible food and canteen service deal with
outsourcing companies of UK. The HR department will review salaries of all job
positions in the company and raise them all by a certain margin. The work hours of
employees will be made flexible and more people will be recruited to share the work in a
better manner.
Session 4: 2:00 PM to 3:30 PM
Topic: Training and development
Discussion: It has also been identified that the workforce which Woodford healthcare
has employed in the UK is in dire need of training and development with modern
standards. The currently employed workers falter when dealing with customers, have
low technical knowledge of products and medical domains such as Orthopaedics
Solutions: In order to better prepare the workforce to tackle modern Medicare problems
in the post pandemic world, a new training and development should will be prepared for
each and every business department of Woodford healthcare
Implementation: All the managers and department heads present in the workshop will
be required to identify the current weaknesses in their subordinates regarding customer
communication and medical knowledge and a detailed and engaging training schedule
will be made which will be compulsory to attend for every employee.
Session 5: 3:30 PM to 5:00 PM
Topic: Payroll
Discussion: The final problem identified in the employee resourcing process of
Woodford healthcare is the current crop of healthcare employees are not satisfied their
payroll as the amount of toiling they have to do in the COVID-19 pandemic has not ben
reflected in their salaries. There are no additional provisions for long work hours along
with no bonuses or added incentives.
Solutions: To better solve this problem that the company has been getting for a long
time is to review the current compensation packages and payrolls and give every
employee a considerable hike as healthcare employees have been frontline warriors in
the pandemic and deserve this appreciation from the company
Implementation: The financial department heads present in the workshop will be tasked
with implementing the changes suggested by HR by linking company accounts and
financials with the employees. HR managers will develop a flow chart of individual
employee performance upon which salary hikes will be based upon.

CONCLUSION
The above report went into detail regarding the challenges faced by large healthcare
companies when it comes to preparing their workforce to tackle the modern business
challenges faced by Medicare companies. The role of the company’s workforce in the light of
events such as COVID-19 was explained and the common challenges faced by such
companies in their employee resourcing process were also identified. Various solutions and
implementation strategies were produced to tackle these problems and it was concluded that
the payroll and employee engagement in healthcare are major concerns which need
addressing.

REFERENCES
Books and Journals
Hsu, W.C.J., Liou, J.J. and Lo, H.W., 2021. A group decision-making approach for exploring
trends in the development of the healthcare industry in Taiwan. Decision Support Systems,
141, p.113447.
Allard, H.M., 2018. Corporate social responsibility and financial performance in the
healthcare Industry (Doctoral dissertation, Northcentral University).
Chen, G. and Islam, M., 2019, November. Big data analytics in healthcare. In 2019 2nd
International Conference on Safety Produce Informatization (IICSPI) (pp. 227-230). IEEE.
Zhuravska, N., 2019. The Employee Resourcing of Human Resources Management: A
Comparative Aspect. Comparative Professional Pedagogy, 9(3), pp.1-7.
Onnis, L.A., 2019. Resourcing: Access, Availability, and Localisation. In HRM and Remote
Health Workforce Sustainability (pp. 107-117). Springer, Singapore.
Rumapea, M., and et.al., 2019, November. Evaluation of internal control of payroll system in
hospital. In 2019 International Conference of Computer Science and Information Technology
(ICoSNIKOM) (pp. 1-4). IEEE.