Successful Operational Planning and Implementation
It is obvious that with the absence of skillful qualified employees, a healthcare facility cannot provide perfect experiences to those it serves. Attracting and retaining the right people results in lower turnover of employees, higher morale, and a practically stronger bottom line. There are however various issues that relate to the goal of attracting and retaining the best people. Among the issues is the archaic recruiting and management of talent that is exhibited by healthcare industry (In Fottler, Malvey & Slovensky, 2013). Many recruiting functions in healthcare industry are characterized with approaches that are often antiquated. Another issue relates to nursing shortage, hence it becomes difficult to acquire the best people. Nursing shortage brings about another issue that relate to the retention of the best people. Nursing shortage stimulates competition for the accessible nursing practitioners. Healthcare facilities are therefore driven to advance high salaries to their employees, leading to high costs of retention.
The Good Samaritan Hospital needs to develop some steps for their operational planning. The operational plan should include:
- Clear objectives i.e. the desired outcomes and ways in which they can be achieved
- Activities that require to be delivered e.g. pursuing nurse excellence and opening infant daycare
- Quality standards e.g. providing ideal experiences for those served
- Staffing and resources required, for instance the number of staff members required
- Timetables for the implementation process, and a progress monitoring process
With reference to the goal of attracting and retaining people to provide the best services for those served, and to capture the element of the ‘people’, the operational plan should ensure that:
- The right people are in place
- There exists a right mix of skills (Hofstrand, 2014)
- Employees portray the right behaviors and attitudes
- Employees are trained in the correct way
Some success factors that may shape the implementation of the initiatives include the experience and competence of the employees, and availability of funds. On the other hand, barriers to towards implementation of the initiatives would include the development of an incomprehensive operational plan, and lack of enough funds to implement the initiatives (Hofstrand, 2014). It is worth looking at each of these success factors and barriers, as their consideration can aid in successful implementation of the initiatives to achieve this goal. The barriers can be addressed through development of a comprehensive operational plan as well as mobilizing enough funds for the implementation process. Competent and experienced employees should also be acquired to enhance nursing excellence.
Hofstrand, D. (2014). Keys to Successful Planning for Strengthening Your Business | Ag Decision Maker. Extension.iastate.edu. Retrieved from https://www.extension.iastate.edu/agdm/wholefarm/html/c5-150.html
In Fottler, M. D., Malvey, D., & Slovensky, D. (2013). Handbook