Introduction Stamford Hospital is one of the leading hospitals in healthcare provision in Stamford and across Connecticut. The hospital is a nonprofit organization and it has been in the business for more than 100 years. Stamford Hospital is said to have created about 2300 job opportunities for health care providers ( Stamford Hospital, 2014). Its vision is to offer quality health care services to its patients. The hospital uses new technology in its operations and it is one of the Planetree Alliance member hospitals. The Planetree Alliance members are obliged to provide patient-centered services, and this assertion means that all members must focus on maximizing their patients’ satisfaction. The hospital provides medical services in areas such as cancer treatment, cardiac services, orthopedics, and general health ( Stamford Hospital, 2014). Stamford Hospital is a partner of the New York-Presbyterian Healthcare System and a key training partner of the Columbia University, which offers medical courses. The hospital has an employee development program that mainly focuses on equipping workers with the right skills to achieve its corporate goals ( Stamford Hospital , 2014). The hospital recorded its first positive profit margin in 2004 and since then it has posted promising results on its financial accounts. The hospital’s success in the past few years has been attributed to good management. This paper will analyze the company’s management, assess the gaps in the management, and provide some recommendations for future improvement. Employees’ career development opportunities For managers and other personnel to accomplish their duties and achieve a corporation’s goals, an education program is necessary to equip them with skills to handle new challenges that come up in the course of executing their duties (Frampton & Charmel, 2008). Additionally corporate culture becomes obsolete with time, and thus a corporate culture that was successful at one point may not be effective at some other time in the future (Newmark, 2006). In order for a business to achieve its corporate goals, career development should be embraced. Managers should be well equipped with the necessary skills and technical knowhow to handle different situations. At Stamford, a non-discriminative training program is in place to offer lifetime training to managers and other staff members (Heuer, 2004). The program is based on the corporate culture of the organization and it mostly focuses on new employee orientation, new manager orientation, and other staff development training amongst others ( Stamford Hospital , 2014). New staff recruitment in the hospital is done by the human resources department, which is composed of technical staff in the area of staff management. The hospital considers both skills and the ability of an individual staff to fit in the corporate culture within which the company is established. In addition, the hospital assesses the ability and attitudes of the candidate towards teamwork, accountability, and respect for other staff members and patients ( Stamford Hospital , 2014). The aforementioned factors considered during the hiring process ensure that only the right staff members join the hospital’s workforce, this leading to increased