Description
Review the Corporate Strategic Plan for Dr. Soliman Fakeeh Hospital
https://assets.dsfh.med.sa/wp-content/uploads/2019/06/Corporate-Strategic-Plan-2018-2020-1.pdf
One of the Strategic Directives listed in “Invest in People & development” which is explained in detail on page 14.
Investing in people can be expensive but it can be argued it is less expensive than having a higher employee turnover.
There can also be many benefits from retaining staff as this article illustrates:
The COVID-19 Pandemic has placed a significant strain on many employees in the healthcare industry, with burnout and potentially PTSD becoming major issues going forward.
Explanation & Answer
View attached explanation and answer. Let me know if you have any questions.
1
Staffing Methods and Regulations
Student's Name
Institution
Course
Instructor's Name
Date
2
Staffing Methods and Regulations
Introduction
Thriving in today's economy requires more than just employing the best marketing
strategies. Investing in people might be a whole new strategy that organizations are yet to
consider; however, few organizations have seen the need to invest in their employees, for
example; strategic directive number one of Fakeeh Care, a health care facility based in Saudi
Arabia, is to invest in people and their development actively. The hospital's strategy is to pursue
the best talent and attitude from the community, from which a culture of customer engagement
and satisfaction is created (Dr. Soliman, 2018). For such organizations as Fakeeh health care,
finding and retaining the best workforce is crucial; however, employee turnover is one of the
biggest challenges affecting both profit and non-profit organizations. Surprisingly, offering a
high salary is not the only way to retain employees; many benefits play a significant role in
employee retention. Before learning the financial and non-financial costs of retaining, recruiting,
and training employees, it is best to understand some of the causes of employee turnover.
Causes of employee turnover
•
Poor employee selection – finding the best fit for the company is one of the most
challenging things to achieve; added to academic credentials, an employee should possess
an attractive talent coupled with knowledge and skills (Martinelli, 2017).
•
Little or no opportunity for decision-making – an organization that values its employees
invest in their freedom. When it comes to decision-making, the input of all employees
must be critical; however, a company that over manages its employees often denies them
freedom; this phenomenon is likely to get employees frustrated, leading to a high
employee turnover Martinelli, 2017).
3
•
Failure to recognize employees – most organizations, rarely engage with their employees;
there is no proper feedback and recognition of hardworking employees Martinelli, 2017).
A working environment coupled with employees who lack morale is doomed for failure;
additionally, such organizations are bound to face high employee turnover.
•
Overworking – while it is em...
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