Business Proposal for Process Improvement at PRO MEDICA

Business Proposal for Change
Your Name
Subject and Section
Professor’s Name
June 8, 2023
PRO MEDICA Nursing Home Chain has cemented its reputation as a distinguished provider of elderly care, deeply committed to quality and compassion. While this reputation is praiseworthy, there are areas with room for enhancement, notably in staff communication and training. This paper proposes a change designed to tackle these issues to foster a more robust, efficient, and gratifying work environment, directly contributing to superior patient care. The subsequent sections will delve into an analysis of the need for this change, a review of the literature supporting the change, a financial appraisal of the proposed modification, an evaluation of risks versus benefits, an implementation plan for the proposed change, strategies for evaluating the success of the change, and an exit strategy should the proposal not yield the expected results.
Analysis of the Need for Change
Nursing homes, including PRO MEDICA, regularly grapple with the issue of high staff turnover. A report by Gandhi et al. (2021) found that the average staff turnover rate in nursing homes in the U.S. stands at a staggering 94% to 128%. This troubling statistic often has roots in inadequate communication and poor management. The impact of these issues results in staff dissatisfaction, decreased performance, and, ultimately, the decision to leave the facility. This creates a cyclical challenge of continuously recruiting and training new employees, consequently affecting residents' continuity and quality of care.
The proposed change aims to disrupt this vicious cycle by improving communication and comprehensive training. By addressing the root causes of dissatisfaction, we are expected to foster a more supportive and satisfying work environment. In turn, this will positively affect staff retention, performance, and the overall quality of care for residents at PRO MEDICA.
Review of the literature supporting the change
The significance of effective staff training and communication within the context of nursing homes has been emphasized in numerous scholarly works. Hammerschmidt and Manser (2019) underscore the importance of staff training in ensuring compliance and enhancing communication within nursing homes. Another study by Tang et al. (2019) echoes this sentiment, proposing amendments to augment efficiency and transparency in such facilities through improved communication.
Furthermore, a study by Gomez and Bernet (2019) revealed a direct correlation between improved staff communication and better patient outcomes. The researchers highlighted that enhanced communication not only improved patient satisfaction but also decreased preventable medical errors.
Taken together, these studies provide compelling evidence that improving staff communication and training will have a transformative impact on the operations of the PRO MEDICA Nursing Home Chain.
Financial analysis of the proposed change
While the proposed change is fundamentally necessary but comes with inherent costs, the financial impact of these changes must be critically examined to ensure that the benefits outweigh the costs. Expense categories include supplies, space, staff, and time. Supplies encompass materials for the training program, such as manuals, technological resources, and specialized training tools.
Space costs refer to the physical location needed to conduct these training sessions. Depending on the existing facilities, it might be necessary to rent additional space. Staff costs would incorporate the expense associated with hiring qualified training personnel. Time costs account for the hours staff would dedicate to training, which could affect their regular work schedules.
Additionally, it is worth noting that an article written by Atz et al. (2021) has noted that while training and development initiatives incur considerable costs, they often lead to significant long-term savings. The initial investment is generally recuperated over time by reducing turnover rates and enhancing the productivity and effectiveness of existing staff. In the long run, this should benefit the organization by increasing revenues while decreasing turnover rates.
Nevertheless, the financial feasibility of this proposal relies on a comprehensive understanding and analysis of these potential costs. A cost-benefit analysis would provide a more concrete understanding of the implications, allowing for an informed decision regarding implementing this change.
Risks vs. Benefits
Although the changes proposed above would entail long-term benefits, it is worth noting that any change brings inherent risks, no matter how well-planned. In this case, the major risk lies in the potential disruption of everyday operations during the implementation phase. It's a well-documented phenomenon, with Shahbaz et al. (2019) highlighting that substantial operational changes can lead to initial disruptions and resistance among staff.
However, these risks can be significantly mitigated with a well-structured plan and a phased implementation approach. Notably, the expected benefits from the proposed changes are far-reaching. By improving communication and enhancing staff training, the benefits extend from a happier and more stable workforce to an enhanced quality of care. These improvements can lead to higher ratings for the nursing home chain, factor families consider when choosing a care facility.
Furthermore, improved employee retention has long-term financial benefits. Additiona...