Introduction
At a time when the frequency and complexity of socio-economic crises are only increasing, traditional personnel management approaches and methods often become incompatible with the reality of continuous and often overlapping organizational changes provoked by crises. The main problem lies in the absence of preventive anti-crisis practices. Moreover, it results in a set of emergency response measures to the crisis – staff reduction, salary cuts, and employee training and development programs curtailment. Thus, they destroy the very foundation of the organization – human capital, without which post-crisis business recovery becomes an intractable task.
Background
In this case, there are several problems that the management of Grayson County Regional Health Center systematically ignores. Firstly, it is necessary to highlight employees’ dissatisfaction with working conditions. This aspect is also supported by the Center’s opening of an additional educational institution. This decision has played an additional role in the fact that employees are insufficiently funded, although the Center has funds for construction. On the other hand, it is necessary to highlight the problem that the institution lacks a proper management system and interaction of all personnel links. There is a situation where nurses are forced to perform many more functions. At the same time, they remain busy and have low wages, which significantly reduces their motivation.
Alternatives
Grayson County Regional Health Center does not have a sufficiently correct system for regulating employees’ work, so the organization’s structure is destroyed from the lowest levels. In addition, it should be highlighted that the institution is highly financially dependent on Medicaid and Medicare. It is necessary to change this approach to create more financial opportunities for the organization, as it enjoys strong support from the community. Long-term and short-term strategies should ensure the relative parity of interests of the employer and his employees, taking into account the influence of personnel and the socio-psychological climate on the organization’s activities during unstable development.
Proposed Solutions
The strategy of forming a “personnel core” implies the creation of a group of highly professional employees and managers in the organization who can unite to preserve the business and bring it to a higher level of competitiveness. The basis of this strategy is formed by the principles of corporatism and involvement, teamwork, and responsibility of everyone for successfully overcoming the negative consequences of the crisis (Singh, 2019). Measures are envisaged to identify and retain the best of the best, including procedures for evaluating the effectiveness and potential of an employee, individualized remuneration and compensation schemes, and unique benefits. The strategy of increasing labor efficiency reflects the priority task of maintaining the competitiveness of the business at the expense of internal reserves and opportunities (Singh, 2019). Here, measures are envisaged for reasonable optimization of the organizational and staff structure, work processes, job regulations, performance standards, and improvement of the labor rationing system. An important role is assigned to the initiatives of employees to improve their work, operations, and functions.
Conclusion
Summing up, it should be noted that Grayson County Regional Health Center has a number of problems that need to be addressed at the management level. The main ones focus on the area of incorrect personnel management and the implementation of finalizing the organization. It is necessary to apply several strategies that will allow employees to gain more freedom in making collective decisions regarding the specifics of the organization’s functioning. It is important to reform the system of remuneration distribution, as well as to rethink the conditions of work. Particular attention should be paid to nurses, as they suffer from overwork and a corresponding lack of motivation. In order to do this, the organization must rethink its financial management system and allocate free funds to maintain good working conditions for employees.
Reference
Singh, D. (2019). A literature review on employee retention with a focus on recent trends. International Journal of Scientific Research in Science, Engineering and Technology, 425–431.