Human resource management
Case Study
Health, in San Diego, accommodates the needs of employees at the beginning, middle, and
–
size-fits- -based workforce
says Victor Buzachero, corporate senior vice president for innovation, human resources, and
consistent and to avoid legal issues. Today our focus is on HR practices that engage people and
where workers can offer input and affect decisions something especially prized by millennial
In one program, seasoned nurses are trained to mentor recent nursing graduates to improve
their critical-thinking skills; as a result, the graduates indicate they feel more prepared 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
destination for talent mid-career. For example, workers in medical surgical units can receive
26 weeks of training to shift into areas where skilled workers are in short supply, such as
operating rooms. Also, traditional retirement packages that max out at age 60 can encourage
these experienced workers to leave, even if they want to continue working. Scripps lets
retirement plans continue to grow past age 65, while allowing staged retirement programs such
successful clinical nursing units is managed by two women
This lifecycle approach creates a diverse workforce able to address the healthcare indu
us, we need a workforce with all-encompassing view and innovative approach, Buzachero says.
Questions:
1. What is the key issue that Scripps is dealing with? Give examples to illustrate how other organizations may have failed in a similar scenario? (150-300 words)
2. In what ways does the Scripps lifecycle approach lead to a more diverse workforce? Is
it the right strategy? (150-300 words)
3. Why are managers increasingly being encouraged to act as coaches? Do you see any
problems with a manager acting as both a coach and a supervisor? (150-300 word