Assignment No.3
Program
: BSSE
Course Name
: HRM
Instructor’s Name
: Atif Iftikhar
Class & Section
: BS-4(A/B)
Marks
: 4.0
Instructions:
You are allowed to take help from your sourcebook, Instructor, senior,
classmates or any other online source. You can use new training and development methods.
You have to present your work in front of the class so come with preparation.
Tuesday 09-05-2023 is the last submission date no late and online submission is acceptable.
Copy from your class fellow will result in zero marks.
CASE STUDY: TRAINING FOR KINDNESS
Kindness House Hospice is a 30‐bed facility that provides care for patients nearing the end of their life. Recent
surveys of patient family members have indicated that perception of the quality of care at Kindness House is
declining, prompting the board of directors to ask the medical staff to re‐evaluate procedures and training.
Director of Nursing, Kenya Meisner, reported to the board that the medical staff was performing to the best of
their ability, but several factors were preventing the quality of care from meeting the board’s high expectations.
“Stress,” declared Kenya. “Stress, pure and simple. Hospice care requires different skills than other types of
nursing. Our patients won’t recover. They and their families need compassion. New nurses and nurse aids need
training in how to provide the right type of care and support, but because of our staffing problems, we just
throw them right into patient care. It’s difficult work and without proper training they don’t know how to handle
the stress and leave. We’re chronically understaffed and patient care suffers when we have a revolving door of
medical staff.
Last week we had a nurses’ aid that quit on her first day. She just walked out during her lunch break and sent us
a text that she couldn’t handle it and wasn’t coming back.” Kim Larson, HR Director, backed up Meisner’s
assessment adding that “turnover for hospice workers averages 25–30 percent a year. Ours is nearly 60
percent.” Kim added that “The disruptions in care due to turnover reduce the quality of care and cause even
more stress.” She went to explain that constantly recruiting, hiring, orienting, and training new medical staff
was expensive and time consuming for her and the HR assistant. Little time remained to train the new staff.
When the directors quizzed Larson why the supervisors weren’t assisting in the new employee training process,
Meisner and Larson revealed that the supervisor position had high turnover as well and the inexperienced
supervisors weren’t always capable of handling their paperwork and personnel supervision duties adequately, so
they hadn’t received training in how to participate in the training of new employees.
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Larson explained that she and Meisner felt that a more effective onboarding process* might help. “If we could
hire some temps to ease the staffing problem, we could do a proper orientation and training for our new and
recent hires so they understand the role of Kindness House and have the skills to handle the stress. Studies show
that if we can improve the overall culture through better onboarding, we can significantly reduce turnover.”
Chris Liang, the CEO exclaimed that it was a great idea. “The CEO of Central Pediatrics Group just developed
an onboarding program for their medical staff and I’m sure we can just use their materials. Of course we would
change the name to Kindness House. I’ll call him right after our meeting and have his HR Director send their
materials to Kim.
Questions: 1.
What onboarding, socialization, and orientation practices would be appropriate for new medical staff at
Kindness House?
Questions: 2.
Identify the best training methods for teaching the medical staff at Kindness House how to relate to
patients, how to handle stress, correct completion of paperwork, and proper safety procedures. Explain
why you selected each training method.
Note:
onboarding process:
"Onboarding" refers to the processes in which new hires are integrated into the organization. It includes
activities that allow new employees to complete an initial new-hire orientation process, as well as learn about
the organization and its structure, culture, vision, mission and values.
---------------------------------------------------Good Luck------------------------------------------------
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