The Rapid Security Force (name changed) decided to implement a new employee retention program for the organization's doctors as their current retention rate is low. The low retention rate significantly impacts the cost of recruitment, training, and outsourcing, leading to decreased morale and productivity among the doctors. Since employee retention is a critical aspect of any organization's success, this business case proposes and evaluates a new employee retention program for doctors to reduce turnover and increase employee satisfaction and engagement. The objective of the business case is to bring the employee (doctor) turnover rate lower than 10%. Further, to increase employee satisfaction and engagement. To reduce the cost associated with frequent hiring and training of new employees and outsourcing doctors. Overall, to improve the organizations reputation as an employer of choice among doctors. The proposed employee retention program will include choice deployment for doctors under terms and conditions, a career advancement program, work-life balance, and a recognition and rewards program. Currently, the budget for this project is under review by the executive management. The budget will cover on-going monitoring and assessment and the costs involved in designing, researching, and implementing the employee retention program. On a case-by-case basis, any additional resources or funds required will be assessed and authorized. The entire project, from study to design to implementation to evaluation, is expected to take 12 months. Executive management will get regular progress reports and any modifications required to guarantee this project's successful completion. Before beginning this project, the organization did a comprehensive assessment of the underlying reasons for low doctor retention. The findings of this assessment were used to inform the design and implementation of the new employee retention program. To ensure a cooperative approach to this initiative, a cross-functional team with representatives from senior management, HR, and doctors were also established.

Choice Deployment: The option of choice deployment for doctors under terms and conditions will give them more control over their work schedule and location. Under this program, we plan to give doctors' choice deployment of five years after completing a two year cycle of red zone deployment. Therefore, this will increase job satisfaction and work-life balance, leading to decreased employee turnover and reduced cost of hiring, training and outsourcing.

Career Advancement Program: The career advancement program will provide doctors with professional growth and development opportunities. Under this program, we plan to reimburse their tuition if they go for an MD degree and a five-year bond with the organization, increasing their job satisfaction, engagement, and commitment to the organization.

Work-Life Balance: Implementation of a work-life balance program includes flexible scheduling, time-off, mental health resources, stress management programs, and technology support will help doctors maintain a healthy work-life balance and reduce work-related stress, which will lead to increased job satisfaction and engagement, reduced employee turnover leading to reduced cost of hiring and training.

Recognition and Rewards Program: A recognition and rewards program will recognize and reward doctors for their hard work and dedication. "Feeling valued has never mattered more than in todays workplace.

Create a risk register for each of the option in this business case. Risk register columns should comprise risk, description, impact, prob, rating, mitigation.