I would like to work as a healthcare manager in (my husband’s) medical office. Some of my primary responsibilities would include developing and implementing office policies and procedures, maintaining medical records, submitting claims to insurance companies, managing the administration part of the office as well as supervising the staff professionals such as registered nurses, medical assistants, physician assistants, nurse practitioners and front desk personnel. My job duty would also include training new employees and assessing their performances. With an increasing baby boomer generation, recruitment and retention of healthcare workforce should be at the topmost priority. In today’s business environment, the main agenda of healthcare organizations …show more content…
I believe the process of retaining staff begins during the process of recruiting itself. As a healthcare manager, in order to retain the employees (healthcare professionals) for long-term, knowing their preferences is very essential, especially of those who are not from the same city. This is important because, besides working criteria and salary, often many employees would consider several factors such as weather of the city, school district, local community, family’s choices, etc. during their process of relocating to a new workplace/city. Thus, I would encourage the employees to bring their significant other/spouse with them during the recruitment process so that they can explore the new community and workplace. This would help them in making an informed decision whether they would like to relocate and stay longer in the new city or not. Moreover, during the recruitment process, it is very important to have an open and transparent communication regarding the job description and working criteria’s, since incorrect information would often result in ineffective work performance of the employees as well as earlier quitting from their jobs. Hence, I would provide them flexible as well as challenging work environment along with employee recognition and rewards based on their performance
The most challenging area Mrs. Dukes faces is staffing. For a well- developed health care system, sufficient, highly motivated and skillful employees are essential components (Saleem, 2015). It is important that we remember people are the most important and valuable asset of an organization. Every position is an important position and it takes skillful and effective people to fill those spots. “Staffing is the managerial function concerned with the procurement and maintenance of human resources” (Dunn, 2010). Having the right staff members is key in running an organization. If you hire individuals who are
Healthcare employees expect their employers to provide: Infrastructure, HR practices and support which are linked to improved performance especially in relation to patient care and service innovations. Public service values may be a strong determinant of performance as it relates to patients, moderating potential short-term adverse effects of unmet expectations of the employer.
The role of human resources is also very important in maintaining an effective health care industry. If the managerial personnel are performing their duties effectively and efficiently in a health care organization, the organization will automatically progress. Additionally, the organization will provide the improved outcomes of the patient health and health care delivery as well. This is so because human resource is also considered as one of the most important inputs to effective health care services. Although there exists a variety of challenges in inducting qualified human resource professionals but there is a strong need to solve this issue. (Kabene, 2006)
I was never a kid that knew who I would become when I grow up. My interests ranged from wanting to become an interior designer to having a strong desire of becoming a pilot. I was often surrounded by healthcare professionals but I never imagined myself striving to become one. Little did I know that I would end up at a stage in my life where I would be sure about pursuing a career in healthcare. Although I have decided on my career path, I have yet to discover a particular field within healthcare that grabs my interest. The RA Internship will help me learn more about medicine and help me find a right field of study through clinical research experience and monthly lectures offered to me as an intern. Though this opportunity I will be able to
Extensive experience in strategic business planning, business development and marketing strategy, acquired during 5-6 years of experience. Expertise in developing and implementing physician strategy, analyzing and consolidating service product lines; and driving business growth while managing costs in a matrix organization. One should also have knowledge in understanding of strategy development and business planning processes, particularly as they relate to health care. Applicant should be able to translate current knowledge of healthcare trends, regulatory laws and standards into actionable strategies. And one should bring significant knowledge of health plan economics, marketing strategies and research concepts, risk financing, forecasting and scenario building techniques.
The approach employed includes surveys and observations from other healthcare settings. Several healthcare institutions have outlined characteristics of successful recruitment and retention programs. Some of these program strategies are: sustained leadership commitment culture centered on employees and patients with other organizations to address workforce strategies, partnerships broaden the base to attract a
With the existing trend of shortages in healthcare providers and professionals, the recruitment and retention of this type of staff in a rural area may
There are different avenues an effective health care organization can improve their HRM department within that specific health care organization. One of the main roles of a HR management is the hiring and selection process of a new employees. These trends for the community in the health care organization needs to be examine. There has to be a way for a strategic planning for the HR department to become a partner in their perspective organization. This means there should be ways to develop relationships between the executives, other department and the HR department. This can then be carry into the different employment rules that are needed to be follow for a fair and unbiased hiring and selection process. There are trends that
Vermont is implementing various ways to improve the recruitment and also the retention of its healthcare workforce. This report indicated that the low salaries make recruitment difficult because most if not all of those who enter this line of work incur a plethora of debt and seek the specialties that will help them make a decent living while paying back all those loans. Vermont hopes to invest in this effort by starting loan repayment initiatives as incentive to recruit clinicians.
2. The healthcare workforce is increasingly diverse since it's characterized with representation from several different cultures and nationalities. As a result, managing diversity in the workplace and promoting multi-cultural competency have become essential to the success of these organizations. As a healthcare manager, the major steps I would take to manage diversity in the workplace
Retention can be done by enticing the employees with an attractive remuneration; • An innovative training and education can be used to encourage efficiency in delivery of health services. Such training is to be accompanied by real training models to ensure quality qualification; • Offering education scholarships for students in health services so as to increase the number of experts. Scholarships to countries that offer a better quality of health training can help improve the quality of delivery of health services; • Training more people to offer supplementary or basic care for instance midwifery services; and • Funding more training programs for health personnel for example the Aboriginal and Torres Strait Islander Health Workforce Training Package. The following strategies address the issue of reforming the health workforce: • Establishment of an official body to oversee health education for instance a National Health and Education Training Council.
The future costs of inducting and training new staff and costs of labour turnover if the selected staff are not retained. As in St. Margaret’s Nursing Home the HR Director is under pressure to increase staff retention in order to reduce future training and recruitment costs, she believes that the current recruitment and selection policies of St-Margaret’s Nursing Home are partly responsible for the turnover problem.
Healthcare management is a great, complex, and dynamic field. Like any business, healthcare requires exceptional administration to keeps its operations effective and smooth. Notably, the healthcare field is constantly growing, calling for the expertise of skilled administrators with the capacity to manage hospitals. Since my childhood, I have enjoyed solving problems, helping people, caring about the community and individuals, and having an excellent compensation and growth opportunities.
The employee turnover in health care industry is very high. In fact, in some of the US states, it is double the national average of 15.6%. The statistics related to employee turnover rate are highly alarming and are growing even worse day by day. While on the one hands it would appear that the chief reason behind this phenomenon is the relatively short supply of talented individuals or workers(Jones, 2000). But over time research has identified another important factor behind this phenomenon which is the mismanagement of human resources in health care sector. Limited talent supply coupled with weak human resource management has led to compounding the problem. Due to poor health care workforce management, the turnover rate in this sector has remained high. An aging talent pool which is not replacing at the rate it is depleting has compounded the problems being faced by the health care industry.
The Health industry is a fast paced, stressful, and very crucial field. Therefore, it is important to make sure positions are staffed with the most highly qualified, motivated, and capable employees. Nursing enrollment dropped and made competition more difficult because thousands of hospitals were competing for the same employees. The main reasons that employees choose to stay at an organization are job satisfaction, rewards, work relationships, and commitment (Mathis, Jackson, & Valentine, 2014). Alegent Health realized that they needed to strengthen those attributes with their employees if they want to keep them happy and employed at their medical centers.