Leading Organizational Resilience: A Home Instead Senior Care Analysis

This report undertakes a critical analysis of organizational resilience within the context of Home Instead Senior Care, focusing on employee turnover, retention, recruitment, and leadership. It begins with an overview of Home Instead, then delves into the concept of organizational resilience, examining its implications for the company's challenges. The report identifies issues related to recruitment, high staff turnover, and retention strategies, recommending solutions like e-recruitment, effective leadership frameworks, enhanced employee engagement, loyalty bonuses, and career development initiatives. The report analyzes the business's current situation and provides recommendations for improving recruitment, retention, and leadership practices, aiming to foster a more resilient and successful organization. It emphasizes the importance of adapting to the dynamic healthcare industry and implementing strategies to overcome challenges and achieve long-term growth.

Running head: LEADING AND MANAGING ORGANIZATIONAL RESILIENCE
IMPLICATIONS OF LEADING AND MANAGING ORGANIZATIONAL RESILIENCE
IN RECRUITMENT AND RETENTION: AN ANALYSIS OF HOME INSTEAD SENIOR
CARE
Name of the Student:
Name of the University:
Author’s Note:

1LEADING AND MANAGING ORGANIZATIONAL RESILIENCE
Executive Summary
This report analyses the concept of organizational resilience and also the manner in which the
corporations can resolve its issues related to turnover rate, retention, recruitment and leadership
through the usage of this construct in the particular context of Home Instead Senior Care. The
report firstly presents an overview of Home Instead Senior Care. Next, an analysis of the concept
of organizational resilience had been provided and on the basis of the same the issues that Home
Instead Senior Care is presently facing related to turnover rate, retention, recruitment and
leadership had been analyzed. On the basis of the issues that had been identified the report
recommends the usage of the e-recruitment strategy for the resolution of the recruitment issues
faced by the corporation, usage of effective leadership framework for the resolution of the
leadership issues and others. Lastly, for the resolution of the turnover rate and retention issues
measures like enhancement of employee engagement, offering loyalty bonuses, perks and
compensation, undertaking the career development of the care providers, motivating them
adequately, allocating tasks as per the competency or the expertise level of the care providers and
others have been recommended.

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Table of Contents
1.0 Introduction................................................................................................................................3
2.0 Home Instead Senior Care.........................................................................................................3
3.0 Leading and Managing Organizational Resilience and its Implications...................................4
3.1 Recruitment............................................................................................................................5
3.2 High Staff Turnover...............................................................................................................7
3.3 Retention Strategy.................................................................................................................7
3.4 Leadership..............................................................................................................................8
4.0 Conclusion.................................................................................................................................9
5.0 Recommendations......................................................................................................................9
References......................................................................................................................................11

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1.0 Introduction
According to Nierenberg et al. (2017), the business landscape of the contemporary times
is much more dynamic or volatile in nature in comparison to the business landscape of the earlier
times. Taylor et al. (2019) are of the viewpoint that the business corporations for the purpose of
coping up with the volatility or for that matter the dynamicity of the contemporary business
landscape are required to take the help of adequate actions like balancing of the preventive
control actions, mindful actions, optimization of their performance and others. More importantly,
they are also required to undertake effective evaluations which in turn would inform them
regarding the domains or the processes within which resilience is required (Cabral, Oram and
Allum 2019). It is precisely here that the concept of organizational resilience becomes important
from the context of the different business corporations. The report undertakes a critical analysis
of the concept of organizational resilience within the particular domains of employee turnover,
retention strategy, recruitment strategy and leadership strategy of the organization through the
usage of the case study of the organization Health Instead Senior Care.
2.0 Home Instead Senior Care
This organization was founded in the year 1994 in Nebraska with the objective of
addressing the health as well as the care needs of the aged or the elderly people
(Homeinstead.com 2020). As per the official website of Homeinstead.com (2020), the
organization presently has more than 250 offices and offers elderly care or aged care to more
than 10,500 clients while offering employability services to more than 9600 care-givers. More
importantly, the job role of caring for the elderly or the aged people is a complex task and often
requires the care providers to adopt a personalized or patient-centric approach which at times

4LEADING AND MANAGING ORGANIZATIONAL RESILIENCE
becomes not only physically demanding but also emotionally demanding for the care providers
as well (Cronley and Kim 2017). Thus, the corporation organizes regular training sessions for its
care providers to ensure that they have the required skill sets or for that matter the required
competency to offer the desired care services to the elderly or the aged people. Furthermore, in
order to motivate its care givers to offer the best quality care services to its clients the
corporation offers the best industry wages to them. As a matter of fact, it is seen that whereas the
national living wage within the nation of UK is only £8.21 the concerned corporation offers £9
per hour remuneration to its care providers to keep them motivated (Homeinstead.com 2020). In
addition to these, the extensive focus on the corporation on the aspect of quality and the
fulfillment of the different needs of its clients had helped it to get a rating of 9.9 on a scale of 10
along with different awards like Queen's Award for Enterprise: Innovation (2016)” and others
(Homeinstead.com 2020). The total profitability of the corporation for the year 2019 was $1
billion which is an indicative of the success that the corporation had been able to attain.
3.0 Leading and Managing Organizational Resilience and its Implications
Taylor et al. (2019) are of the viewpoint that organizational resilience is the process
through which the corporations are being able to cope with the volatility or the dynamic nature of
the external environment in which they operate. Adding to this, Lonne et al. (2019) have noted
that the construct of organizational resilience by helping the corporations to cope up with the
changes in the industry not only helps them to attain long-term growth but also helps them to
achieve their overall strategic or business goals as well. More importantly, some of the
corporations have not only been able to resolve the different issues faced by them through the
usage of this particular contrast but also have been able to attain competitive advantage as well
(Gopee and Galloway 2017). Furthermore, for the effective usage of this particular contrast the

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corporations are firstly required to identify the issues or the challenges that they face related to
the changes in the industry or the external environment in which they operate. The next stage is
the take the help of the processes of mindful action, performance optimization, product or service
innovation, usage of preventive control mechanism and others for the mitigation or for that
matter the resolution of the threats posed by the identified issues or challenges (Piotrowski
2017).
The concept of organizational resilience becomes an especially important one for Home
Instead Senior Care because of the dynamicity or the volatility of the healthcare industry in
which the corporation operates. Meacham et al. (2019) are of the viewpoint that within the
healthcare industry, the caring standards or for that matter the guidelines that the care providers
are required to follow keeps on changing almost on a regular basis. In addition to this, the
medication for the different diseases faced by the elderly or the aged patients along with the
diseases faced by them also keeps on changing frequently which in turn presents various kinds of
issues or the challenges to the corporations which are concerned with offering aged or elderly
care services to the patients (Hussein and Wahidi 2018). In the light of these aspects, it can be
said that the concept of organizational resilience is likely to have important implications for the
corporation under discussion here and some of the most important domains in which the
corporation needs to take into account this particular concept are discussed below-
3.1 Recruitment
Nierenberg et al. (2017) are of the viewpoint that the process of recruitment undertaken
by the HR professionals of a particular corporation enables the concerned corporation to get the
required number of skilled, qualified as well as professional workers who will be able to enhance
the corporation’s productivity by way of their own individual performance. However, within the

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particular context of the healthcare industry of the nation of UK it is seen that there are 1.62
million jobs for care providers and other healthcare related services (Alhassan and Castelli
2020). The important arises because there are only 1.52 million qualified care providers or
skilled healthcare professionals within the nation of UK and this in turn had made the job role of
recruitment for the HR professionals of Home Instead Senior Care a very challenging one
(Alhassan and Castelli 2020). For instance, this had significantly limited the number of care
providers that the corporation has presently within UK which in turn is substantially limiting the
ability of the corporation to allocate care providers to the different clients who book the elderly
or the aged care services offered by the corporation (Alilyyani, Wong and Cummings 2018). The
situation had become even worse for Home Instead Senior Care since its employee turnover rate
for the year 2019 was more than 35% and this presently is adversely affecting the work of the
concerned corporation (Homeinstead.com 2020). Thus, it becomes important for the corporation
to undertake an analysis of the present situation for the identification of the major issues related
to its recruitment strategy and thereby amend its recruitment strategy taking into consideration
the same. An important issue associated with the recruitment strategy used by Home Instead
Senior Care is the fact that it is still relying on the traditional recruitment strategy wherein it
would post the advertisement related to the job vacancy in the newspapers, the applicants would
appear for the interview and finally they would be selected. Home Instead Senior Care has the
opportunity to overcome this particular issue through the usage of the strategy of e-recruitment
which will enable it to undertake the recruitment of employees through the usage of the different
media platforms, conduct video interviews and others for the selection of the right candidates.
This will enable the corporation to overcome its recruitment issues in a cost and time effective
manner.

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3.2 High Staff Turnover
As discussed by Cronley and Kim (2017), high employee turnover rate is an important
issue that the different corporations related to the healthcare industry are presently facing which
in turn had adversely affected their growth prospects. Adding to this, Underdahl, Jones-Meineke
and Duthely (2018) have noted that within the particular context of the healthcare industry of UK
it is seen that the standard employee turnover rate is 7.9% which is very high when compared to
the other industries of the concerned nation. As mentioned above, the turnover rate of Home
Instead Senior Care is above 35% and the “zero hour contract” that the corporation uses had
directly contributed towards the enhancement of the same. Thus, it becomes important for the
corporation to take the help of the construct of organizational resilience and thereby to not only
identify the root causes of the same but also to formulate adequate strategies for the mitigation of
the same. In this connection, it needs to be said that some of the most important factors which
have contributed towards the high turnover rate of the corporation are the “zero hour contract”
used by it, the stressful nature of the work performed by the care providers, the low
remunerations which are being offered by the corporation, lack of employee engagement and
others. Therefore, in order to overcome these issues the corporation needs to enhance its
employee engagement, offer adequate rewards and recognitions to its care providers, increase the
remunerations that are being offered to the care providers, reduce the usage of the “zero hour
contract” and others.
3.3 Retention Strategy
The high turnover rate of Home Instead Senior Care had significantly reduced its
employee retention rate and thereby given rise to the situation wherein the corporation is not
being able to retain some of its most experienced as well as qualified workers. The issues which

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had given rise to this problem are the same ones mentioned above which had given rise to the
high turnover of the corporation. Thus, the corporation needs to modify its retention strategy by
taking into account the above measures along with incorporating the aspects of career
development of the care providers, offering them loyalty bonuses and perks or compensations,
motivating them adequately and other similar measures.
3.4 Leadership
Du Plessis and Boshoff (2018) are of the viewpoint that the discipline of leadership is of
greater significance in the context of the healthcare industry in comparison to the other industries
because of the stressful nature of the work that the healthcare workers are required to perform.
Adding to this, Dutta and Khatri (2017) have noted that the healthcare leaders are required to
constantly motivate, coach, mentor, to allocate tasks or job roles as per the competency or the
expertise level of the workers and others. However, Home Instead Senior Care does not take the
help of effective leadership which in turn had greatly reduced the morale of its care providers
and thereby given rise to the issues of low retention, high turnover rate, deteriorating quality of
care which is being offered by the care providers and others. Thus, the corporation needs to take
the help of effective leadership through which it would be able to adequately enhance the morale
of its care providers, coach them, offer them mentoring and also reduce their work stress through
the adequate distribution of tasks as per the competency or the expertise level of the care
providers. These actions are also likely to reduce the low retention and the turnover issues faced
by the corporation as well.

9LEADING AND MANAGING ORGANIZATIONAL RESILIENCE
4.0 Conclusion
The above discussion makes it apparent that the construct of organizational resilience
enables the corporations to adequately cope up with the dynamicity or the volatility of the
industries in which they are operational. This not only helps the corporations to identify the
important issues that they are presently facing but helps in the development of the strategies
which can help in the resolution of the same. Thus, Home Instead Senior Care has the option to
take the help of this particular construct for the resolution of the issues related to its recruitment
strategy, retention strategy, turnover rate and leadership.
5.0 Recommendations
 Home Instead Senior Care has the option to overcome the issues related to recruitment
which it is presently facing through the usage of the strategy of e-recruitment. This will
help the corporation to select the care providers from the online media platforms like
LinkedIn and others and thereby conduct video interviews for the recruitment of the
same. This in turn would save a significant amount of time and resources of the
corporation.
 Home Instead Senior Care for the reduction of its high employee turnover rate has the
option to enhance its employee engagement, offer adequate rewards and recognitions to
its care providers, increase the remunerations that are being offered to the care providers,
reduce the usage of the “zero hour contract” and others.
 Home Instead Senior Care for the enhancement of its retention rate has the option to
undertake the career development of its care providers, offer them loyalty bonuses and
perks or compensations, motivate them adequately and other similar measures along with
the usage of the above mentioned measures for addressing the issue of high turnover.

10LEADING AND MANAGING ORGANIZATIONAL RESILIENCE
 Home Instead Senior Care has the option to take the help of the framework of effective
leadership which will help it to adequately enhance the morale of its care providers,
coach them, offer them mentoring and also reduce their work stress through the adequate
distribution of tasks as per the competency or the expertise level of the care providers.

11LEADING AND MANAGING ORGANIZATIONAL RESILIENCE
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