How does a high employee turnover rate impact the operations in a healthcare org

Question

How does a high employee turnover rate impact the operations in a healthcare organization?
Give examples of one clinical and one nonclinical position in your answer. For example, what is the effect of a high turnover among lab technicians and among billing staff?

What data may be gathered and analyzed to assess the reasons for employee turnover?
What additional data might HRM gather?

What would you use for forecasting metrics for current and future staffing needs?
Give an example of a particular healthcare setting (e.g., urban or rural, large or small hospital, or primary or tertiary care).

What best practices would you recommend for reducing healthcare employee turnover? Explain at least three such best practices and their positive affect on a healthcare organization.

Among clinical staff, would you target any particular age group for retention efforts? For example, would you make greater effort to retain younger staff for the organization's long-term staffing needs or would you rather retain more experienced employees to improve the quality of care?

Use this resource Boyd, N., & Gessner, B. (2013). Human resource performance metrics: Methods and processes that demonstrate you care. Cross Cultural Management, 20(2), 251–273. doi: http://dx.doi.org/10.1108/13527601311313508  

Explanation / Answer

Answer: Turnover rate refers to the rate at which you must replace employees in your company. Human resources leaders know that keeping employee turnover low helps a company maintain productivity. Recruiting and hiring is a costly endeavor that takes time, requires training and often demands more competitive benefits packages. High turnover means the company is losing a relatively high percentage of employees each year compared with the number of people hire and employ. While losing poor performers may have benefits, effects of high turnover are typically negative.

These turnover rates effects all the staffs members not only decrease in their salary but they have to work extra time due to less staff. There are hidden costs to co-workers, too, because they are tasked with more responsibilities, a healthcare staffing expert and account representative at Health Careers. They are often asked to take extra shifts and train new employees along with their regular workload. Plus, turnover brings uncertainty, which is often felt negatively by the patient.

The workload gets more on these people, Lab technicians has to work more regularly as well as with lots of hectic schedules. While the billing staff does their duty extra time to manage their salary.

*Data may be gathered and analyzed to assess the reasons for employee turnover

1) Internal transfers usually involve employees taking new positions within the same organization. While this type of employee turnover can be a sign of healthy cross pollination, there may be other intentions behind the employee move.

2) Involuntary employee turnover is when the company asks an employee to leave. Reasons can range from poor performance or behavioral issues to budget cuts or structural reorganization.

3) There is need to analyze every type of employee turnover within the organization. And (especially if you’ve ever been involved with an exit interview like this that you can’t solely rely on the voice of the exiter.

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