Yes HCA sucks

Discussion in 'HCA' started by Anonymous, Jun 9, 2014 at 8:14 PM.

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  1. Anonymous

    Anonymous Guest

    Poor leadership all over.
     

  2. Anonymous

    Anonymous Guest

    Oh yes. HCA definitely sucks. Management is forced to do nothing but focus on Pt satisfaction scores or "prepping" employees for visits by award inspectors. It's all about numbers and PR and looking good on paper to the detriment of the employees. They force you to work overtime and then, if you are given a day off to recuperate from the grueling work schedule they won't pay you the PTO you've accrued. They are lying, cheating bastards who speak out of both sides of their mouths and their hospitals would crumble except for the efforts of nurses and other staff who actually do try to go above and beyond. They are experts at putting on their dig and pony shows and there was a time that I think the hospital I work for was actually a great place. No more. Sad but true.
     
  3. Anonymous

    Anonymous Guest

    I feel they need to change the menu and sell tacos.
     
  4. anonymous

    anonymous Guest

    Do you know how bad HCA sucks? oh my....just read.....
    Leadership of the division(CIO – Leah Miller) engaging in an unethical employee ranking system during offsite meetings. If the employee is being vigilant about issues within the organization and/or a “problem child”(as they call it) they give them a bad ranking. Thus, if the employee doesn’t perform a “180 degree” turnaround in their actions, the employee is terminated whether they are performing in the job requirements or not. Mentality of upper management consists of a “klan” or “totalitarian dictatorship” attitude and if you do NOT capitulate into their mindset, you will be terminated. It is this top-down, inflexible, “I-know-it-all-and-I-don’t-need-your-input-muddying-up-my-plan-but-you-damn-well-better-get-it-done” attitude that is the issue.

    Ask yourself, “How motivated am I when:

    · someone stuffs a goal in my face, and then

    · tells me to accomplish it and

    · does not want to discuss it and

    · makes it clear that compliance is the only objective by placing my performance appraisal and my raise swinging in the balance, based on how I accomplish this goal?”

    Many ex-employees have identified that upper management’s actions and procedures remind them of a small company(100 or less employees) towards which the upper management has ONLY college taught skills and no actual business management experience. It may be time to replace upper management with individuals who have Information Technology Management tenure and experience. This move would actually provide an organizational shift to the “bright” side where it’s easier to get results without this mendacity.


    Internal group chats shown CIO(Leah Miller) stated the work force needs to be reduced “so it’s time to start writing people up”. (This included the unethical write up of individuals who were in a “performing” status). Within a very short time, 4 tenured individuals were let go from the division the CIO controlled (amongst others that were removed soon after). This in all was an effort to avoid reduction in force requirements or agreements and to tarnish others! All of this for the advancement of the CIO and her numbers or stats. (typical hedge fund type tactics – “you must work hard outside of your normal business requirements to advance in any way” – “you will not make more money unless you are extremely brutal” and “utilization of the 3 circles strategies”….). Human Resources was contacted and basically ignored the individual providing the complaint. (HR is basically NO USE to us for these matters)


    To cover up the above methods and practices, CIO(Leah Miller) attempted to get a Culture of Excellence group together to become the “voice” of her organization and her beliefs. This failed attempt was not fully understood by many of the team members as it mainly wasted time and pulled people out of the normal work for the day. (basically treating it as a “campfire” and singing “Kumbaya” discussion). I am hoping that this Culture of Excellence endeavor is not one of her “Performance Objectives”. Maybe the whole organization should be asked if this objective benefited them in any way? Unethical waste of resources for ones own goal!

    ....and the story will continue....
     
  5. anonymous

    anonymous Guest

    I was approached about a sales position with HCA. Can anyone give me an idea of the salary range?
    Thanks in advance.