Hosptal Santa Julia

In: Business and Management

Submitted By vivianita20
Words 2454
Pages 10
1. Con la información del caso: ¿Se le ocurre otras alternativas a despedir personal?
Con el objeto de evitar la reducción de la plantilla de personal, se podrían implementar algunas de las siguientes alternativas, ordenadas según su impacto económico (mayor a menor ahorro) e interferencia en la gestión cotidiana de la empresa (menor a mayor impacto):
• Bajas vegetativas: es decir reducir la plantilla no cubriendo las vacantes generadas por la rotación de personal, que en el caso del Hospital de Santa Úrsula asciende a un 9,5% total anual ponderado. Proyectando la tasa de rotación anual para cada cargo, durante el próximo año (cuando se proyecta el déficit de US$ 3.865.000), y si estos cargos no se renovasen en su totalidad, se podría obtener un ahorro anual de aproximadamente US$ 2,7 millones; por tanto hay holgura suficiente para incluso no aplicar bajas vegetativas en algunos cargos “esenciales” (médicos, enfermería).
• Disminuir el N° de horas trabajadas, y por tanto el N° de horas que el Hospital tiene que pagar a sus empleados. Esto se podría implementar vía la reducción del actual horario semanal o dando a los empleados la posibilidad de tomarse días libres o vacaciones voluntarias, sin goce de sueldo.
• Recortes salariales, por su puesto si los empleados están dispuestos a aceptarlos de forma voluntaria. Si bien en países como Chile la legislación laboral impide las disminuciones de remuneraciones, esto se puede llevar a cabo (contando con la voluntad del trabajador) primero desvinculando a la persona (con el correspondiente pago de indemnizaciones) para luego recontratarlos por una remuneración menor.
• Eliminar/disminuir las horas extraordinarias, que al menos en la Unidad de Personal del Hospital, de acuerdo al caso, se realizan actualmente
• Otros métodos tales como: congelación de nuevas contrataciones, eliminación de puestos temporales, a tiempo…...

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