The following is a transcript of a media asset. Read the transcript and answer the following questio… Show more The following is a transcript of a media asset. Read the transcript and answer the following questions. [ music ] >> At Scripps La Jolla Hospital is a 309 bed community based hospital located in La Jolla, California. And it is part of the Scripps Health System, which is a system in the San Diego community. My name is Mary Ellen Doyle. I am vice president and chief nursing executive office of Scripps Memorial Hospital La Jolla. From the Scripps perspective we have found that if you have a reputation for valuing what nurses contribute to patient care and you have high standards, you will attract talent, and you will attract nurses. Right now we actually have an ample supply of registered nurses. But we have an ICU right now that actually has a waiting list for nurses. That wasn’t the case 3 or 4 years ago. The Scripps system has developed work force projection plans. I am very concerned about the next 5 to 7 years when we have; we know that we have a large cadre of nurses that will be of retirement age. And how are we preparing the workforce to accommodate for that? We’re being very methodical in how we’re doing that. We’re analyzing our workforce. We know exactly the age cohorts of our professional nurses. So we know by age group where we stand. And we’re working to ensure that we’re keeping that supply of nurses coming in, so that we will have an adequate number of nurses to care for our patients. We have a centralized function to our hiring process. We really hire for attitude. Can they ascribe to our values, quality, efficiency, and respect? And we use behavioral based interviewing. So we can fair it out, not with 100% reliability, but we really can learn about employees in our behavioral based approach. The other piece of it we engage our staff. And our staff actually participate in the interview process. So between the behavioral based approach, including staff, it’s fairly predicted that we’re gonna get the right person, because we have really good processes to get us there. >> Are they gonna be interviewing anybody on Chuck’s leadership team besides [inaudible]? >> As the magnet program coordinator, my role in hiring is sort of behind the scenes to work with the HR team to consult with them on the standards. Let them know exactly what magnet is expecting of us. I’m Debra Bennett. I’m the magnet recognition program coordinator at Scripps La Jolla. >> What does magnet designation mean? >> Well the magnet standards stem from research that was done about 25 years ago by the American Academy of Nursing. And there was a critical nursing shortage at the time, so they looked at all the hospitals that were particularly good at recruiting and retaining professional nurses and found 14 things that all of these institutions had in common. Things like making sure that staff have a voice in decision making and supporting them with formal education and furthering their professional development, making sure that they have a safe workplace, making sure they have a say in how resources are allocated to give them the tools they need to do their job. One of the issues facing nursing today is that there are many points of entry into practice. You can enter with an associate degree, you can enter with a bachelor’s degree, or you can get a masters degree before you even begin practicing as a nurse. So all of our new grads don’t really come to us with the same skill set and same life experience. There are a lot of steps that a candidate has to go through before they even get to the interview. We have a matching process when a prospect applies online to make sure that their qualifications meet the minimum qualifications for the position. If that’s the case then their resume will be forwarded to a hiring manager, who then makes a decision about which group of people to bring in for interviews. But even before that process, every candidate has to take a talent survey to sort of identify their characteristics, their working characteristics. We do that to make sure that they’re a good match for our culture. So you have to get through all of those steps before you’re even brought in for an interview. Our first interview for nursing candidates is done with the patient care manager of the unit. >> Let’s look. Okay. All right, so take a deep breath, relax. Why did you decide to become a nurse? >> I actually had a situation where one of the employees did great during the interview process, really loved the, you know, the tour of the floor and really thought that the unit was the one that they wanted to be on. Almost got to the end, and they realized that, you know, this actually wasn’t what I was thinking. I was a brand new manager at the time, so I wasn’t really, you know, oh you know, 4 west it’s wonderful. And it is, but you know, I didn’t really go into the whole thing of, you know, you have to multitask all the time, how stressful it is. And now we just lay it, all the chips on the table and we say this is how it is. How do you feel about that? It’s tough. The patients sometimes are, you know, verbally abusive due to head injuries. Are you, you know, are you okay with it? And just kind of laying it all out there and not, there aren’t any surprises for them. My name is Melanie Gollic, [phonetic] I’m the patient care manager on 4 west, which is the ortho trauma neuro floor of Scripps Hospital. It is so important when I’m selecting an employee to work on my floor that they are the right fit. There’s one traditional interview at least three people. It’s the behavior that is so important. It’s the personality, being able to mesh with the group. Being able to handle the patients and the doctors on the floor. There’s certain things that will either give me that hint of, this is not a good match, or a hint of, you know, oh this person’s gonna be great on our floor. One of the questions I ask is how, you know, are you a team player? And I don’t just ask that as a simple question, because anyone could say yes. I really ask, you know, you’re done with you need to do, what, you know, what do you do in your free time? And some people say, oh I’ll go research something, which is always great. But the answer I’m really looking for is I’ll go I’ll ask people if they need help, I’ll seek out other nurses, other CNA’s to find out if I can help them. The interview process is a really tough thing, because you don’t have that much time to spend with this employee. What I’ve actually done is I’ve actually incorporated my staff into the panel interviews. So it’s not just me making a decision. It’s not just me asking the basic questions that we ask standard for every employee that comes in. >> The type of patient we have on this floor is kind of exciting, I think. >> When I get to a point in the interview process where I know this is a good match, I actually will then give them a tour of the floor. And I’ll actually introduce them to staff that are on the floor that weren’t able to be part of the interview process. I think these previews of the job are really important for me as the manager that’s hiring, as well as for the new person that is in the interview process. With the skills these are things that you learn in school. You learn the right answer to all the different kinds of questions. It’s really the behavior. Because it’s not only, I would, I ‘m interviewing them, but they’re also interviewing me. They have the option of saying, yes, I will accept this position or I won’t accept the position. So to me I also feel like I’m being interviewed. How I interact with them. How I ask questions. And then when I’m taking them out on the unit, how my staff interacts with me and I interact with them. You can really; you can’t hide the interaction that goes on between the manager and the staff members, and staff members towards each other. So it’s really important, because they’re looking at what’s going on on the floor and what the relationship is between management and staff, and staff with each other. And make those good decisions as to whether or not they feel like they want to be part of our team. [ music ] Questions: What are the six steps in strategic HR planning? What are the three key elements of HR forecasting? How did managers in the video forecast the supply of labor? How can the hospital assess its human capital readiness? How can the managers’ forecast assist with human resources planning? • Show less
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