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Assignment 1 -

Imagine your health care organization conducted an employee engagement survey and received the results. Create a annual Action Work Plan.

Answer - EMPLOYEE ENGAGEMENT SURVEY REPORT

Action work plan

Defining SMART objectives, strategies, and goals

The organizations all around the world are facing tough competition in regard to the engagement of the employees in a positive way. According to Jha & Kumar (2016), the employees working in a company have to be motivated in order to put in their best effort for the success of the firm. However, market competition makes it difficult for companies to retain skilled labor within the organization (Jha & Kumar, 2016). This requires proper strategies that will help achieve a set of goals and objectives for the increased amount of positive engagement among the employees. The performance can be improved if the goals of the individual and of the whole firm are set following the S.M.A.R.T. process.

• Specific: Clear objectives and expectations have to be provided with specific directions by the owners and managers to follow and stated directly.
• Measurable: Provide the employees and the company with the results or outcomes against an objective in a measurable amount to improve motivational aspects (Jha & Kumar, 2016). The quality of the work done by the employee, the quantity of profit earned and the proper investment of accounted time for it.
• Attainable: Select objectives that are realistic and achievable. Control over the desired results is important to get the result. Put the right man at the right job for better results.
• Relevant: The goals have to be in consideration to the culture of the company, the environment of work it channels and the traditions followed by the employees (Bin, 2015). That will engage the employees positively and meaningfully with the firm. The need, dimension, extent, and quality of the performance have to be a clear better effort.
• Timely: Setting up deadlines by the operational heads reduces the waste of time and increases productivity. The employees learn to push hard to get the best results within limited time and this challenge keeps them on their feet (Bin, 2015).

The goals that are to be set using the S.M.A.R.T. approach are as follows:

• The management team can engage the employees by aligning them with the outcomes of the business.
• The leaders can coach the employees to attain success whether in groups or individually.
• Involve the employees so that they live in the core values of the firm and feel one with it (Bin, 2015).
• The concept of recognition attracts all and the idea of rewarding the appropriate person by the managers for their contribution to the firm. The right behavior at the right time and in the right place is important.
• The human touch is significant for the workers. The managers and owners have to consider them as they are, humans, and not mere numbers or graphs for profit or loss.
• Facilitating the concept of giving in the workplace and the well-being of the employees (Mackay, Allen & Landis, 2017).
• Relations have to be positive to channel that energy into the performance.
• The leaders have to be ideal to motivate the employees and teach them to walk confidently through risks and threats for personal and professional development.

The strategies that can be applied for the generation of the goals are by setting up challenges for the improvement in performance and by recognizing the good work done (Mackay et al., 2017). Providing timely feedback to the workers about their improvement and involving them into the decisions and the growth plans of the internal operational units of the firm make the feel included and generate loyalty.

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Identifying preferred results

The organization in order to identify the desired results needs to adopt a few policies and strategies. The article by Andreasson, Eriksson & Dellve (2016), states that tike letting the members of the organization stay motivated in work and meet the expectations along with learning new things. The risk is an important factor needs to be managed sincerely by the head members of the organization (Andreasson, Eriksson & Dellve, 2016). The amount of money being given to the employees is important because most of the employees migrate due to the higher pay scale in other organizations. Job commitment without taking too much pressure is important for an organization. The recruitment officers have to put in time and reason to attain good workers who do not speak poorly of the company and the managers. To mitigate corruption the leaders have to be ideal and the treatment of the employees has to be fair. Meeting personal needs of the employees through communication and motivating them through handsome salaries and appraisals.

Measuring success

The success can be measured by giving a feedback form to the employees in, which the employees need to write the experience and the problems faced by them working in the organization. Conducting Surveys can be helpful to measure the success rate. Measuring the success rate with the help of eNPS (employee Net Promoter Score), this is one of the most effective ways where one can privately say the problems and the things needed to improve.

Meetings can be helpful to discuss the rate of success of an organization (Hall, 2015), it is also necessary to have an informal chat in the meeting so that the problems can be discussed without any further hesitation. After measuring the success rate, the information must be shared with the employees regularly.

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Identify, evaluate, and delegate responsibilities

Communication- the employees need to be clear about the exact need of the organization. The employee needs to be given the freedom to report any time in the work and the manager or the leader needs to be available to listen to the problem (Kooij, 2015).

Support - the employees must be given enough resources in the work like training must be provided to understand the work pattern and the rules which need to be followed. Money must be provided in enough amounts.

Commitment- the employees may not work as you have assigned them the work and for that motivation is always necessary. The manager needs to reassure that the employees remain committed to the work given to them that too within the mentioned time.

Appreciating the best employee- the organization can give extra benefits to the employee like giving incentives or award for excellent performance throughout the year.

Meetings- the leader, manager, and members of the team must get into a meeting monthly to discuss the problems faced by the employees, the management team. The solutions taking the decision from all the members need to be implemented in the organization. Mitigating the propagation of sarcastic jokes and annual functions for the entertainment of the employees for the mitigation of frustration has to be considered.

Listing the tactics required

The tactics used in case of employee engagement are the instructor must understand the situation the employee is facing and also necessary instructions are needed to be delivered timely. Training is one another crucial tactics, letting the employees know what they have to do and how they have to do is very important. Being specific and clear to the members will help the team in the future and training may help the members to make fewer mistakes. After the work is completed, reviewing the work is equally necessary; this helps the employee in understanding the capability and what things are still needed to be employed. The organization must appreciate the good work, this will boost up the confidence of the employee and thus good work can be delivered in the future. Mitigating employee blaming and corruption is vital.

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Creating a timeline of procedures

Timeline

Expenses and budget

The total budget needed for the whole program is $664,250 particularly.

Budget plan

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Assignment 2 -

Develop a strategic plan that outlines priorities and steps to mitigate the impact of your employees'' rapid departure.

Priorities and processes to mitigate the rapid departure of employees

The organization needs to offer the necessary salaries and should treat all the employees equally. As money is an important factor for migration into other organization, so the pay scale needs to be reviewed yearly. As stated by Li, Zhao & Begley (2015), communicating clearly and codifying the policies needed for data handling- the main focus of the policies of data handling is to reduce the risk by increasing awareness in the workforce and revising the guidelines regularly after a period of time. The policies may include different strategies like removing the intellectual property of the organization which is not necessary and which is not into use any further. The employees can be provided with a platform for reporting anything unusual in the company (Li, Zhao & Begley, 2015).

Establishing necessary procedures and policies needed for offboarding- the main focus of the process is to protect the organization and identify the problems related to the employees. The employees who have already made their mind to leave the organization can be harmful for the organization because they only point out the negative aspects and can take an extra number of employees to the other organization. Departments like Human resources, Information technology, and Legal can help the protocols needed for the protocols related to offboarding, and this can limit the risk of intentional/ unintentional insider incident in the organization. The organization needs to closely work with the legal department and the protocols need to document very clearly. The organization must ensure that the employee must return the documents, information or any other electronic equipment to the organization once they decide to terminate from the job.

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The department of human resource needs to create one checklist where the employer needs to tick in their last day of work (Gal, 2019). An audit in the case of Information technology needs to be confirmed and the employees' work must be reviewed regularly. The organization needs to focus on the benefits that are being provided by competitor organizations. The organization needs to train the managers, administrators, and supervisors as the relationship between manager and employee are crucial and may be due to this reason, the employee can leave the organization. The responsibilities of each employee need to be clear by the organization. The monthly survey needs to be conducted to understand the employee satisfaction in the organization, a feedback form can be helpful in the case too, and the organization needs to ask the problems and what the requirements of the employees from the organization are. Always consider the way the employees are thinking, making the employees feel that the organization values them is very much important.

Propose a recruitment plan to fill the managerial position.

A recruitment plan for the managerial position

The recruitment planning is necessary for an organization because this makes the process of hiring smooth and also serves as a guideline for the candidates applied for the post. This gives satisfaction to the employers that the right candidate has been hired with all the required skills. The recruitment plan comprises of various stages, like Revising the job descriptions is necessary for an organization because with time the job role changes. It is better to prepare an analysis report and determine the requirements of the organization and identify the duties required for the new recruitment. New strategies need to be determined so that the job seeker can find the company faster.

Analysis of the competitive organization and if possible new facilities can be implemented so that the newly appointed person can get full job satisfaction. Alternative labor pools can be implemented to recruit a new manager (Pimentel & Major, 2016). The health care organizations can the help of different recruitment agencies or consultancy firms to find out the suitable candidate for the job. A schedule needs to be outlined for the interview of the selected candidates. The recruitment plan comprises of the announcement of the vacancy, plan of advertising, the timeline for recruiting candidates, scheduling of an interview.

Develop a pre-boarding checklist and an onboarding plan covering an employee's first 30, 90, and 180 days with performance metrics.

Pre-boarding checklist and onboarding plan

The process of pre-boarding and of onboarding is very significant for a company to attain skilled labors and to retain them as well. As stated by Saxena & Srivastava (2015), while the pre-boarding checklist is the process of thoughtful preparation for the arrival of a new employee, the onboarding process ensures that the employee is going through all the necessary steps to be part of the organization (Saxena & Srivastava, 2015).

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Pre-boarding checklist

Onboarding plan

Identify policies and practices that could have been put in place to proactively avoid this situation.

Identifying practices and policies to proactively avoid loss of employees

Providing new opportunities for growth- the growth of a career is very important in an organization. The security in the job comes second because there are many people who have entered into the job market behave seen regression in the economy and thus the growth of career has decreased and the stability remained to be untouchable. The organization must take feedback from the employees to find what type of job the employees likes the most and enjoy doing. According to Zahariadis (2016), always letting the employees learn is another good step taken by the organization to avoid migration of the employees (Zahariadis, 2016).

Paying the right amount to the employees- if the employees are underpaid, it is very common that they will shift to a better organization. For that, the organization needs to pay the basic to the employees in the first allotment and with time, needs to hike the salary.

Giving Priority to the health of the employee- Happy and healthy employee can deliver more compared to the unhappy and unhealthy. So, the organization should not practice eating unhealthy foods; maybe give a membership of the gym to the employees.

Praise the employees- the employees want appraisals in the work, for the hard job completed by them. According to Vance et al. (2016), the organization must understand the needs of the employees. If the organization they are working do not praise their work, then the employee will move to the other organization will can praise their work and for this communication is important (Vance et al., 2016).

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