Answer questions 1-4 located at the bottom of the incident case. 46 INCIDENT The
ID: 390120 • Letter: A
Question
Answer questions 1-4 located at the bottom of the incident case. 46 INCIDENT The Exit Interviews and Employee Retention William James has recently been hired as the director of human resources for an medical center located in the Northeast. While he was interviewing for the position, sever administrators and physicians told him that employee morale, particularly among registered nurses, was extremely low. James later learned that the annual turnover rate of nurses facility has averaged 18.4 percent as compared to 116 percent in the metropolita the past three years questionnaire and interview prior to to pull the files for all exit interviews of departing nurses and prepare James was aware that all exiting employees are required to complete an exit interview receiving their final paycheck. He then asked his assistant a summary of the major reasons for leaving and specific suggestions for how the facility could increase its retention of nurses. When the results were compiled, James was disappointed. The utility of these data was very low. Most of the respondents indicated they were leaving for personal reasons, family responsibilities, or another job offer. Very few volunteered recommendations for how the facility could improve nurse retention even when asked directly on both the questionnaire and during the interview. The recommendation mentioned most frequently was better parking. The prevailing opinion of individuals with whom James spoke was that departing employees are reluctant to discuss any sensitive issues or concerns for fear of alienating the interviewer or supervisor. He was told no one wanted to possibly jeopardize their recom- mendation to other employers due to anything they might say during the exit interview. Through his informal conversations with nurses and nurse supervisors, he knew there were many problems and concerns shared by many nurses including inadequate staffing, lack of respect and support from supervisors and top management, favoritism in salary increases and promotions, and high stress levels due to all of the above. Yet, he was unable to document these problems and others with the current exit interview data. James is now attempting to determine the best methods of identifying employee prob- lems and assessing employee reaction to the organization, its various components, and various human resource policies and programs. He is also interested in determining the factors which cause many of the long-tenured nurses to sta QUESTIONS 1. Discuss the nature and causes of the problem of nurse retention. 2. Should James attempt to improve the exit interview process? If so, how should th is b done? 3. What other assessment alternatives should he consider using in addition to, or rathe than, exit interviews in order to determine the underlying causes of turnover and enhan retention in the future? 4. How can James use the information generated about why nurses stay or leave to impro nurse retention?Explanation / Answer
1. The problem of nurse retention is highly unstructured problem in the company. There is no proper data maintained to identify and track the main reasons which lead to their exit. Also the leaving employees were quite reluctant to voice their opinions or to stand for their rights. As the nurses did not seem quite interested in getting retained, nor did the company show any special interest to save them in the company.
2. Exit interview proper is quite a critical HR tool which helps in investigating the real reasons behind an employee’s exit from the company. The exit interview can serve as a platform for constructive feedback for the company and so it is quite important to revamp the current process in the company. So, James must try to work on the exit interview process of the company and make it self sufficient.
The ways in which the exit interview process can be improved:
3. The assessment alternatives which would help in determining the underlying causes for turnover and employee retention in the future:
4. The information generated about the nurse retention or attrition can be quite useful for the talent manager of the company. James can use the data to identify the motivating factors of he employees. Accordingly the business processes and procedures can be altered to facilitate the employee retention at the company.