High performance is not one HR decision. It is a workforce system.
You have been appointed as the hospital's Human Resources Consultant.
You have limited time and limited resources. Every decision you make can affect other parts of Riverside's workforce system.
This is your workforce. It is already alive.
You inherited Riverside rather than designing it. Relationships, trust, fatigue, experience, conflict, and expectations already exist. Before making a decision, understand the people and the system around them.
HR Director
CFO
Union
Operations
RT
New Hire
IEHP
Virtual Care
Meet the people inside the system
Click each card to uncover information that may matter later.
Vacancies → Increased Workload → Overtime → Fatigue and Burnout → Turnover → More Vacancies
Riverside is no longer dealing only with unfilled positions. The workforce system itself may be generating additional vacancies.
Before you act, diagnose what the numbers are telling you.
Every workforce system has visible symptoms and hidden causes. Your job is to determine where Riverside's greatest risks are concentrated.
Riverside is filling positions, but it is not stabilizing its workforce.
Exit interviews identify workload, unpredictable schedules, limited advancement, management concerns, and work-life balance.
What is your diagnosis?
Recruitment Problem
Riverside primarily needs more applicants and faster hiring.
Compensation Problem
Pay is the principal cause of the workforce shortage.
Retention Problem
Too many employees leave after joining the organization.
Workforce System Problem
Recruitment, workload, retention, leadership, well-being, labour relations, and workforce planning reinforce one another.
You have $2 million and six months. What comes first?
Senior leadership wants visible improvement. Choose one primary workforce intervention.
💰 Targeted Recruitment Bonuses
Increase advertising and offer temporary bonuses.
💙 Retention and Workload Intervention
Conduct stay interviews, improve scheduling, reduce excessive overtime, and target high-turnover departments.
🌎 International Recruitment and Integration
Expand recruitment of internationally educated professionals and provide mentoring and integration supports.
📊 Workforce Analytics and Planning
Build an integrated workforce-data system to identify turnover, shortages, and retirement exposure.
The hospital receives funding for a new Virtual Patient Monitoring Program.
The opportunity is attractive, but Riverside's workforce remains under pressure.
Virtual Patient Monitoring Program
HR must determine staffing, occupations, competencies, training, job design, scheduling, professional scopes of practice, and collective agreement implications.
🚀 Launch Immediately
Accept the funding and solve staffing issues while implementation proceeds.
⏸ Delay the Program
Stabilize the existing workforce before taking on additional pressure.
🧪 Controlled Pilot
Launch with a smaller patient group while completing workforce analysis and consultation.
🔄 Redeploy Existing Staff
Move employees from existing departments to staff the new program.
Artificial intelligence changes the work itself.
The virtual-care platform can automate approximately 30% of routine monitoring and documentation tasks.
"If the system performs 30% of the tasks, perhaps we need 30% fewer employees."
Task automation does not automatically equal job elimination.
Which tasks disappear? Which new tasks emerge? What competencies change? What happens to workload, accountability, trust, and professional responsibility?
📉 Reduce Staffing
Use automation primarily to reduce labour costs.
🧠 Augment Employee Capability
Reduce repetitive work and redirect employees toward higher-value responsibilities.
🔍 Observe Before Redesigning Jobs
Collect evidence before making major staffing changes.
⚙️ Follow Vendor Staffing Recommendations
Allow the technology vendor to guide workforce redesign.
The CEO wants your three-year workforce strategy.
Select exactly three areas Riverside should prioritize during the next 12 months.
Educational pipelines, sourcing, and workforce supply
Scheduling, onboarding, leadership, and development
Overtime, fatigue, staffing, absenteeism, and burnout
Upskilling, reskilling, leadership, and succession
Union consultation, collective agreements, and change
Turnover, retirement, vacancies, and future workforce demand
Cross-training, emergency staffing, and scenario planning
Consultant Recommendation
Explain why your three priorities should come first. Connect your recommendation to Riverside's workforce data.