F- A Lifecycle Approach to Talent
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Chapter ReviewCase Study 1Case Study 1A Lifecycle Approach to TalentTo 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 in their careers. The result is higher morale and impeccableperformance. “One-size-fits-all HR practices don’t work when you want a diverse,knowledge-based workforce,” says Victor Buzachero, corporate senior vice president forinnovation, human resources, and performance management. “Originally many HRpractices were designed primarily to be consistent and to avoid legal issues. Today ourfocus is on HR practices that engage people and encourage a higher contribution.”For example, Scripps has implemented daily “huddles,” where workers can offer input andaffect decisions—something especially prized by millennial employees. “In the past workerswanted a supervisor who acted like a “boss.” Buzachero say, “Today they want a supervisorwho 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 toimprove their critical-thinking skills; as a result, the graduates indicate they feel moreprepared for their role. Scripps currently offers over 1,870 skills-building, leadership training,and continuing education units.Scripps also encourages movement across the organization to remain a career destinationfor talent mid-career. For example, workers in medical surgical units can receive 26 weeksof training to shift into areas where skilled workers are in short supply, such as operatingrooms.Also, traditional retirement packages that max out at age 60 can encourage theseexperienced workers to leave, even if they want to continue working. Scripps lets retirementplans continue to grow past age 65, while allowing staged retirement programs such as jobsharing. “One of our most successful clinical nursing units is managed by two women whojob share,” Buzachero says. “If we didn’t offer that kind of flexibility, they may have gonesomewhere else.”This lifeycle approach creates a diverse workforce able to address the healthcare industry’smandate to improve outcomes while cutting costs. “As patients ask for more and more fromus, we need a workforce with all-encompassing view and innovative approach, Buzacherosays. “But we can only build a highly skilled, varied workforce if we satisfy the many careerneeds of a varied workforce.”Questions1. In what ways does the Scripps lifecycle approach lead to a more diverseworkforce?2. Why are managers increasingly being encouraged to act as coaches? Do yousee any problems with a manager acting as both a coach and a supervisor?
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