Health care Delivery

The short-term strategies that need to get employed to deal with the inability to recruit new physicians and registered nurses are

• Taking initiative to make contact with the physician within a shorter duration-It essential for the organization to use less time viewing a physician application as most physicians especially the preferred once are not just considering joining your facility but are looking at many other. The HR manager thus needs to let the other managers known the importance of reviewing an applicant with less time.
• An open-ended approach is needed when communicating with a potential health employee for the first time-The same way a salesperson needs to close a deal, the health worker the HR needs to close the initial call by scheduling a site visit to the hospital. It is also very necessary to have another health worker involved before the visit and gets more and more people involved in getting the potential employee feeling needed.
• The HR should make the potential employees visit be the basis of their preference-Consider the potential employees needs that what they would like to see, when and who they would want to speak to
• The HR should develop a compensation plan or a contract- It is important to make an offer to the potential employee as it indicate the organization level of interest in the potential employee.
• Avail all tools that the potential employee will need as well as other resources that will allow him/her to work as well as take continuous education and access supportive services.

The short-term strategies that need to get employed to deal with a lack of teamwork among clinicians and between services departments are;

• Clarity on the role of all health providers
• Better response processes in addressing the determinants of health Improved coordination of healthcare service
• High levels of satisfaction with the delivery of services
• Effective use of health resources

The short-term strategies that need to get employed to deal with high rate of turnover of some of the best workers while less able workers remain employed are

• Valuing the long term employees by providing resources and tools
• Promotion opportunities creation
• Offer skill enhancement programs
• Consider position that may suit older workers

Long term strategies are

• A healthcare school for the organization
• A new hospital branch to give room for promotion
• Quality healthcare to build capacity for more professional growth
• Specializations programs creation

The HR manager can hunt for potential employees and open communication and smooth things for the potential employee.

Further to implement new tools availability he will need to work with the potential worker to know what he will need and also for the existing employees he can open discussion to know what resources they need. When making a contract for the potential employee he will need to talk to the neighboring HR manager and when hunting the potential employee to know more about the skill he or she possess.

The three short-term goals that may turn to long term are;

• Valuing the long term employees by providing resources and tools

This short term goal can become long term through proper R& D programs to get the best facility and can transform to a goal of being the best-equipped hospital in the region, the even the best equipped in the world.

Better response processes in addressing the determinants of health Improved coordination of healthcare service

This goal can become a long term goal of better communication facility that employs the latest technology. The longer goal expected is the healthcare provision in the modern times.

• Promotion opportunities creation

This goal can easily turn into a master hospital creation in four to five years.

References

Kongstvedt, P. R. (2001). The managed health care handbook Jones & Bartlett Learning.

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