Create A Learning Aid About Workforce Retention PowerPoint ✓ Solved

Create A Learning Aid About Workforce Retention Powerpoint Presentatio

Create A Learning Aid About Workforce Retention PowerPoint Presentations For this assignment, assume that you are the new Director of Human Resources for a mid-sized healthcare organization. Due to potential business growth and expansion, your organization is planning to hire a significant number of new employees. In anticipation of this major hiring drive, you want to create information resources that will help managers understand the importance of the retention of good employees. Instructions : 1. Create a slide presentation to serve as a learning aid for managers.

Incorporate both text and images. 2. Include the following topics in the presentation: · Explain why retention processes are vital in healthcare workforce planning. · Explain the role and importance of compensation and reward. · Describe an effective retention process. · Introduction and conclusion slides are requires. Include a minimum of five (5) references, three (3) of which are peer-reviewed sources. The CSU-Global Library is a good place to find these sources.

Your slide presentation must include 8-10 slides, containing both images and text, as well as speaker notes for each slide. You may use PowerPoint or an internet-based presentation tool, such as Prezi or Slide Rocket. (Be sure to include the URL of your presentation when using an internet-based tool. Paste the URL into a Word document and upload it with your presentation.) You can find additional guidelines on making presentations in the CSU-Global Library. Format your slide presentation according to the CSU-Global Guide to Writing and APA Requirements . Require: Plagiarism % must be less than 19% Note: The completed essay or slides must be written in same APA format style. Barb.

Sample Paper For Above instruction

Workforce Retention in Healthcare: Strategies for Managers

In the rapidly evolving healthcare industry, employee retention is a critical component of workforce planning. Effective retention strategies not only reduce turnover costs but also enhance patient care quality and organizational stability. As a new Human Resources Director in a mid-sized healthcare organization, understanding the multifaceted aspects of workforce retention is essential for supporting managers in their efforts to retain valuable staff. This presentation outlines key concepts including the importance of retention processes, the role of compensation and rewards, and effective retention strategies.

Slide 1: Introduction

This presentation aims to provide healthcare managers with vital knowledge about workforce retention. With upcoming expansion plans and increased hiring, retaining skilled employees is more important than ever for ensuring continuous quality patient care and organizational success.

Speaker notes: As we prepare to welcome new staff, understanding retention practices ensures we can maintain a stable, motivated workforce that delivers high-quality care.

Slide 2: Importance of Retention in Healthcare Workforce Planning

Retention processes are vital in healthcare due to the high costs of turnover, loss of institutional knowledge, and impacts on patient safety. Effective workforce planning depends on retaining experienced staff who can mentor new employees and uphold standards of care.

Speaker notes: Retaining skilled professionals reduces recruitment costs, maintains care quality, and supports organizational stability during growth periods.

Slide 3: Role and Importance of Compensation and Rewards

Competitive compensation and rewarding performance are central to retention. Offering fair wages, bonuses, and recognition motivates employees to stay committed and reduces the likelihood of seeking opportunities elsewhere.

Speaker notes: When employees feel valued and rewarded, their engagement increases, leading to lower turnover rates.

Slide 4: Effective Retention Processes

An effective retention process includes ongoing professional development, a positive work environment, supportive leadership, and clear communication. Regular feedback and career growth opportunities foster loyalty and job satisfaction.

Speaker notes: Managers should implement structured onboarding, mentorship programs, and recognition systems as part of their retention strategy.

Slide 5: Strategies for Success

Strategies include flexible scheduling, work-life balance initiatives, strong team-building activities, and an inclusive workplace culture. These elements help address the diverse needs of healthcare employees and increase retention.

Speaker notes: Tailoring retention initiatives to employee preferences improves satisfaction and longevity with the organization.

Slide 6: Measuring Retention Effectiveness

Organizations should monitor turnover rates, conduct exit interviews, and assess employee engagement surveys. Data analysis helps identify retention challenges and refine strategies accordingly.

Speaker notes: Continual evaluation ensures retention efforts stay aligned with organizational goals and employee needs.

Slide 7: Conclusion

Successful workforce retention is essential for healthcare organizations aiming for growth and quality patient care. Combining competitive compensation, supportive leadership, ongoing development, and effective measurement can help managers keep valuable employees and build a resilient workforce.

Speaker notes: By implementing these strategies, managers can foster a workplace environment that encourages employees to remain committed and satisfied in their roles.

References

• Allen, D. G. (2010). Retaining talent: A guide to analyzing and managing employee turnover. SHRM Foundation.
• Choi, S. L., Goh, C. F., Adam, M. T., & Tan, B. (2016). The impact of human resource management practices on firm performance in a highly regulated environment. The International Journal of Human Resource Management, 27(9), 930-950.
• Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and an Agenda for the Future. The Academy of Management Annals, 2(1), 231-274.
• Kraimer, M. L., Seibert, S. E., Wayne, S. J., Liden, R. C., & Härmälä, V. (2011). Acquisition of organizational support and its impact on career satisfaction and organizational commitment. Journal of Vocational Behavior, 79(2), 336-345.
• Snape, E., Redman, T., & Bamber, G. J. (2017). Strategic human resource management. Routledge.