Strategies for Workforce Improvement in Healthcare

For this essay assume you are the Human Resources Director for Baptist Hospital of Miami.


Workforce performance in the workplace is one of the most significant aspects determining an organization’s outcomes, how, and improvement in workforce performance. In this assessment, I will assume I am a human resource manager in my organization. I will identify a division where I would like to improve healthcare and whether it will meet its goals and objectives. The human resource manager is responsible for ensuring the organization has robust and varying strategies and management techniques that promote continuous workforce performance. The essay will also explore three diverse strategies to improve workforce performance, select and recommend one of them, and describe the process of implementing it into practice.

Strategies to Improve Workforce Performance in the Selected Organization and Department

The organization of focus in this assessment is a general medical hospital, and the selected division is the emergency response department. The emergency response department is one of the busiest workforce teams in the organization. According to Sariot et al. (2021), the emergency team’s workforce performance is an essential indicator of the overall institutional performance, thus the importance of continuous performance improvement. The team in this department is also a major team of focus on determining patient safety and the quality of care services in the organization since they are always receiving and attending to patients all around the clock.

There are various strategies that I can apply to improve the workforce performance of the emergency response department in my organization. The three main strategies identified are fostering a positive working environment, empowering the team and rewarding exemplary performance, and tracking and communicating employees’ performance and progress. Research shows that fostering a positive working environment and favorable working conditions motivates employees and therefore helps improve work performance (Diamantidis & Chatzoglou, 2019). Additionally, team empowerment is another strategy used to improve workforce performance through motivation and developing synergy to work together. Team empowerment is also related to rewarding workers who display exemplary performance, thus improving the workforce. The other strategy is tracking individual performances and maintaining continuous communication with individual workers, thus promoting performance improvement.

Strategy Deployment

Each of the above strategies can be deployed in the emergency response department and the organization to improve workforce performance in one way or another. To begin with, as a human resource manager, I can work with the management and leaders in the organization to foster a positive working environment and improve working conditions, thus motivating the employees. Fostering a positive working environment involves creating a culture of active listening, obtaining feedback from the workforce, maintaining a strong code of ethics, and developing favorable and comfortable working conditions (Leitão, Pereira & Gonçalves, 2019). Favorable working conditions can be created using appropriate and favorable scheduling and shifts, having work breaks, considering leaves and off days and encouraging workers to take them seriously.

Secondly, team empowerment and rewarding exemplary performance can be deployed in the department and the entire organization to improve workforce performance. The strategy can be applied by promoting teamwork, creating teams based on workers’ strengths and weaknesses to complement each other, and having performance assessments to identify exemplary work performance and reward the team members responsible. Additionally, tracking individual performance against team performance will also be deployed using the individual performance assessment and results.

Recommendation for the Best Key-Strategy

Based on the analysis of how the three key strategies can be deployed in the emergency and response department in the organization, the best strategy I can recommend for deployment in this case to enhance improvement in workforce performance is fostering a positive working environment and developing favorable working conditions. The strategy was selected as the best among the three since its implementation involves the workforce and the managers. According to Letiao et al. (2019), fostering a positive working environment is also associated with other benefits, including increased job satisfaction and reduced workplace stress and burnout.

Effects of Fostering a Positive Working Environment on Workforce Needs and Service Delivery

The selected strategy will improve workforce performance, facilitate addressing the needs of the employee, and enhance service delivery in the organization. A favorable working environment is one of the most critical needs of any workforce. Research shows that a workforce in a positive working environment performs better than one in which the environment is flawed and lacks supportive working conditions (Paais & Pattiruhu, 2020). Additionally, meeting employees’ needs involves providing them with supportive equipment and conditions, which will be addressed by implementing the selected strategy.

Furthermore, creating a positive working environment will facilitate service delivery by improving organizational performance and outcomes. The organizational performance heavily depends on the quality of care services the workers offer to the patients and patient safety. As mentioned earlier, appropriate working conditions and a positive working environment motivate the workforce, promote productivity, and improve performance, thus enabling them to provide the best services and contribute to positive organizational outcomes.

SMART Goals, Objectives, and Tasks to Implement the Strategy, and Goal Achievement Measures

Successfully implementing any strategy requires set and identified goals, objectives and specific tasks. The goals must be specific, measurable, achievable, realistic and time-bound. The overall goal in implementing the selected strategies is to achieve a working environment whereby the workforce is comfortable, able to express themselves, and motivated to do their best within two months. The objectives include creating an environment of active listening to the workforce, establishing compatible teams that can work together to improve productivity, and providing workers with the necessary support required to maximize productivity. The particular actions include creating a platform where the team can express themselves, developing more worker-friendly schedules and shifts, providing off-days and leaves as recommended, and empowering workers to maximize on strengths and talent while playing their roles.

Various measures will be used to identify success in implementation and goal achievement. These measures include job satisfaction scores, individual performance assessments and staff turnover rates. A workforce with a positive working environment demonstrated higher job satisfaction, high performance, and low turnover rates.

Expenses for Recommendation Implementation

Implementation of the strategy, as mentioned above, will require galvanizing financial resources. The resources will cater to expenses that create a positive and more favorable working environment. For instance, additional employees might be needed for the scheduling and shifts to meet the recommendation, thus an added expense. More so, we will hold meetings and renovate the emergency response department lounge and working area, to make the working conditions more favorable. I will get buy-in from the organization’s leaders and management, thus meeting the expenses.


Based on the discussion above, it is crucial for healthcare institutions to identify strategies that can be used to improve workforce performance. The human resource manager should analyze the strategies, identify the best, and implement them in the organization. The selected strategy for the above case is fostering a positive working environment and improving working conditions.


Diamantidis, A. D., & Chatzoglou, P. (2019). Factors affecting employee performance: an empirical approach. International Journal of Productivity and Performance Management68(1), 171-193.

Leitão, J., Pereira, D., & Gonçalves, Â. (2019). Quality of Work Life and Organizational Performance: Workers’ Feelings of Contributing, or Not, to the Organization’s Productivity. International Journal of Environmental Research and Public Health16(20), 3803.

Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics and Business7(8), 577-588.

Sarriot, E., Davis, T., Morrow, M., Kabore, T., & Perry, H. (2021). Motivation and Performance of Community Health Workers: Nothing New Under the Sun, and Yet. Global health, Science and Practice9(4), 716–724.

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