Which approach should the HR director take after learning that a competing hospital is opening nearby and recruiting for office positions?

A large hospital in the city acquires a smaller hospital, resulting in a total employee count of 1,200. As a result of the purchase, the accounts receivable unit of the small hospital, which has only six employees, is handling all outstanding patient accounts. During a workforce planning session, the HR director questions the accounts receivable manager about staffing requests for the following year. The manager informs the HR director that the department is adequately staffed and will not need more employees. Later the HR director learns that the manager has confided in other managers that he hopes to be promoted to by saving the hospital money from not hiring additional employees. Three accounts receivable employees terminate their employment abruptly. When cleaning out the desks of these employees, the accounts receivable manager finds over 100 accounts that have not been processed; monies are still outstanding on these overdue accounts. The manager distributes these overdue invoices to the other three remaining employees and tells them not to mention this to the senior manager. These employees come to the HR director in confidence to complain about the additional work, and they confide that they were instructed not to tell the senior manager about the incomplete work.

Which approach should the HR director take after learning that a competing hospital is opening nearby and recruiting for office positions?
A . Benchmark the competition, develop and communicate an employment branding strategy
B . Increase employee remuneration to lead the industry average compensation in the area
C . Measure employee engagement through focus groups and opinion surveys.
D . Retain talent by implementing a flat and high involvement organization

View Answer

Answer: A

Explanation:

It is important to gather relevant data through benchmarking and establish an employment branding strategy. The HR director needs to gather critical data about the competition, develop a brand strategy, and communicate the strategy to all concerned parties. An employment brand is the image that a company’s prospective, current and past employees have in their minds about the employment experience at the company.