Business and Clinical Operations | Financial Performance & Management | Human Resources Management and Development | Governance, Management & Organizational Leadership | New Practice Development

Human Resources Management and Development

• Staffing Model Development
• Job Descriptions and Performance Standards
• Recruitment and Hiring
• Orientation and Training
• Performance Appraisal and Improvement
• Satisfaction Monitoring and Employee Retention
• Compliance with Employment Regulations

Staffing Models
The right number of staff in the right roles can make a major difference in a practice¹s efficiency. The staff¹s primary focus is to support the activities of the practice and to allow providers to take care of patients. Providers who try to keep costs down by hiring fewer staff end up spending time in activities that could be done by less expensive staff and are losing income opportunities. Experience shows that the right number and type of staff increases production, efficiency, satisfaction and revenue.

Performance Management
Performance management is a total package that helps assure that the right people are hired for each position, and that every staff member knows what is expected, has the skills to perform, and receives feedback for continuous improvement. Once the best candidate is selected, comprehensive orientation and training is essential to contribute to the employee¹s success. Evaluation is an ongoing process, and is not limited to an annual review. Reasons for performance problems are identified, and are often related to the systems rather than directly to the employee. Performance improvement is ongoing, and both managers and staff have responsibilities for assuring performance success.

Staff Retention
Staff turnover is one of the highest costs to a practice, whether or not staff is leaving by choice. There are direct costs for temporary replacement, recruitment and hiring, and training. As well, the inconveniences and inefficiencies that occur when a position is vacant or filled by staff that is not fully trained, are extremely costly. High levels of attrition are not usually related to salary alone. Staff is motivated by much more, and understanding and assuring staff satisfaction is the most effective way of preventing turnover.