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4-2 Case Study: Cost Cutting at VentaCare
When analyzing the company VentaCare Nursing Homes for cutting down costs in all aspects we still need to provide a viable plan for personal...

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Aaron Moore Case study 4-2

4-2 Case Study: Cost Cutting at VentaCare When analyzing the company VentaCare Nursing Homes for cutting down costs in all aspects we still need to provide a viable plan for personal. Our company is known for our benefits packages given to our most important asset that are our employees. We provide private care for over 500 residents in three different locations with 250 employees. Though we have put a temporary freeze on salaries further cost cuts need to be made. The current benefit program is too costly now, but I will provide new options to cut cost. These cuts will still be fair in valuation of the current program, but also still attractive to current and future employees. As the Director of Human Resource, we can also facilitate a survey or focus group within the company to get input from whom these cuts will affect the most. This tool will help make a clear decision on the proper route to take for the employees. I would like to focus on the possible reduction of the discretionary benefit of services in our offer of tuition reimbursement for our employees. This benefit can work in many ways while still providing it. VentaCare will no longer give employees 100% tuition reimbursement instead we will set a fixed total annual cost. The new program will require an employee be in a full-time status and have completed 12 months of employment in the company. In addition, coursework and accredited certificates must be related to business or medical to qualify. This benefit can still be essential to us as we can train and promote within the company, while attracting potential hires. In the long run providing skilled and knowledgeable team having a lasting impact. We also want to explore other options while creating these revised benefits packages to cut costs but maintain our company talent as well. One nonmonetary way to compensate employees is through recognition in many forms. By showing appreciation for employee’s

Aaron Moore Case study 4-2

contributions will and can go a long way to motivate our employees to perform better. The rewards program has the potential to change the climate of a work environment leading to less paid time off being taken for non-medical reasons. When think of our personnel we must keep in mind that yes, we are focused on performance, feedback on said performance is still warranted. These practices can be accomplished through clear communication, lunch development meetings, providing employees with evaluations to let them know what they are doing well and can improve on. In all I believe if executed well and in phases we will see improvement in the work environment while meeting or goal to cut benefits and not our best asset in our employees....