Case Study 1. A Life-Cycle Approach to Talent
To build a workforce that can respond to the healthcare industry’s rapid transformation, Scripps Health, in San Diego, accommodates the needs of employees at the beginning, middle, and later stages of their careers. The result is higher morale and impeccable performance. “One-size-fits-all HR practices don’t work when you want a diverse, knowledge-based workforce,” says Victor Buzachero, corporate senior vice president for innovation, human resources, and performance management. “Originally many HR practices were designed primarily to be consistent and to avoid legal issues. Today our focus is on HR practices that engage people and encourage a higher contribution.”
For example, Scripps has implemented daily “huddles,” where workers can offer input and affect decisions—something especially prized by Millennial employees. “In the past workers wanted a supervisor who acted like a ‘boss.’” Buzachero says, “Today they want a supervisor who acts like a coach, and we’re educating our supervisors to be strong coaches.”
In one program, seasoned nurses are trained to mentor recent nursing graduates to improve their critical-thinking skills; as a result, the graduates indicate they feel more prepared for their roles as nurses. Scripps currently offers more than 1,870 skills-building, leadership training, and continuing education units.
Scripps also encourages movement across the organization to remain a career destination for talent at the mid-career stage. For example, workers in medical–surgical units can receive 26 weeks of training to shift into areas where skilled workers are in short supply, such as operating rooms.
Traditional retirement packages that max out at age 60 can encourage these experienced workers to leave, even if they want to continue working. Scripps lets retirement plans continue to grow past age 65 while supporting staged retirement programs such as job sharing. “One of our most successful clinical nursing units is managed by two women who job share,” Buzachero says. “If we didn’t offer that kind of flexibility, they may have gone somewhere else.”
This life-cycle approach creates a diverse workforce able to address the healthcare industry’s mandate to improve outcomes while cutting costs. “As patients ask for more and more from us, we need a workforce with an all-encompassing view and innovative approach,” Buzachero says. “But we can only build a highly-skilled, varied workforce if we satisfy the many career needs of a varied workforce.
Case Study Questions
1. In what ways does the Scripps life-cycle approach lead to a more diverse workforce?
2. Why are managers increasingly being encouraged to act as coaches? Do you see any problems with a manager acting as both a coach and a supervisor?
It is not sufficient to state your opinions alone; you must back up your responses by applying human resource management concepts from the text with the case data that supports your findings. By writing your responses to the case study, you will be required to demonstrate how to integrate human resource management concepts with the case data, conduct research using the GMC Library, and properly cite sources using APA Style. You will be responsible for using a minimum of 2 scholarly/peer-reviewed sources. Textbooks are not considered scholarly/peer-reviewed sources; however, they may still be included as a supplemental reference.
The case study should have an APA title page and an APA reference page. The APA title page and APA reference page DO NOT count toward the minimum page requirement! Your body of work needs to be a minimum of 1 complete page in length. Note that an APA abstract page is NOT required!
