Question.1632 - Case Study 1 A Lifecycle Approach to TalentTo build a workforce that can respond to the healthcare industry’s rapid transformation, ScrippsHealth, in San Diego, accommodates the needs of employees at the beginning, middle, and laterstages in their careers. The result is higher morale and impeccable performance. “One-size-fits-allHR practices don’t work when you want a diverse, knowledge-based workforce,” says VictorBuzachero, corporate senior vice president for innovation, human resources, and performancemanagement. “Originally many HR practices were designed primarily to be consistent and to avoidlegal issues. Today our focus is on HR practices that engage people and encourage a highercontribution.”For example, Scripps has implemented daily “huddles,” where workers can offer input and affectdecisions—something especially prized by millennial employees. “In the past workers wanted asupervisor who acted like a “boss.” Buzachero say, “Today they want a supervisor who acts like acoach, and we’re educating our supervisors to be strong coaches.”In one program, seasoned nurses are trained to mentor recent nursing graduates to improve theircritical-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 educationunits.Scripps also encourages movement across the organization to remain a career destination fortalent mid-career. For example, workers in medical surgical units can receive 26 weeks of trainingto 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 experiencedworkers to leave, even if they want to continue working. Scripps lets retirement plans continue togrow past age 65, while allowing staged retirement programs such as job sharing. “One of our mostsuccessful clinical nursing units is managed by two women who job share,” Buzachero says. “If wedidn’t offer that kind of flexibility, they may have gone somewhere 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 from us, weneed a workforce with all-encompassing view and innovative approach, Buzachero says. “But wecan only build a highly skilled, varied workforce if we satisfy the many career needs of a variedworkforce.”Questions1. In what ways does the Scripps lifecycle approach lead to a more diverse workforce?2. Why are managers increasingly being encouraged to act as coaches? Do you see anyproblems with a manager acting as both a coach and a supervisor?Source: Scripps Health
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