Hire, train and retain – advanced personnel management techniques (Proceedings)

1) Learn How To Hire "10" Employees

a) Creating a resource pool of applicants

b) Understand the responsibilities and functions of all individuals employed in your practice

c) Initial Interview

i) Atmosphere

ii) Overall impression

iii) Match candidate to position – qualifications

iv) Job descriptions

d) Second interview

i) In-depth

ii) Interview report form

iii) Tour of Practice – observe responses

e) Job Try-out

i) Purpose

ii) Release form

2) Training Employees

a) How to recognize a potentially great staff

b) Job descriptions

c) Orienting new employees

i) Assign to training nurse or supervisor

ii) Ten recommendations for training new staff members

d) Develop a timetable

i) Receptionist training schedule

ii) Slowly expand a new employee's responsibilities

e) Employee performance evaluations

i) Employee incentive program

ii) Continuing education

3) Motivation

a) Understand why individuals work for us

b) Motivational theory

i) Common sense

ii) Positive reinforcement

iii) Negative reinforcement

iv) Your management style

(1) What is your leadership style?

c) Practice identity

i) Uniforms

ii) Nametags

iii) Hospital functions

iv) Staff meetings

(1) Attitudes to improve staff meetings

d) Is money a motivator?

e) Job enrichment

f) Introducing new projects

i) Identify who in the practice is best suited

ii) Initial meeting – review project

iii) Research project

iv) Second meeting – review research, incorporate employees' ideas, be open-minded

v) Start project – employee to manage

vi) Monitor new project

g) The little things in life count the most

i) Take an employee to lunch

ii) Give bonuses for exceptional work

iii) Buy flowers or wine

iv) Thank you!

h) Do you know what job features your employees rank number one?

i) How to get the most from your staff

4) Employee Handbook

a) Provides direction, a feeling of belonging and a sense of importance

b) Informs about practice policies and procedures

c) Informs new employee(s) about the practice

d) Explains goals of practice

e) Should include policies on:

i) Probation or introductory period

ii) Vacation time

iii) Sick time

iv) Holidays

v) Insurance

vi) Employee reviews

vii) Uniforms

viii) Scheduling

ix) Honesty

5) Scheduling of Employees

a) Cost-effective scheduling

i) Laboratory hours

ii) Admission/discharge hours

iii) Radiology and Surgery scheduling

b) Utilization of part-time vs. full-time employees

6) Firing

a) Make a decision and act upon it – do not procrastinate – indecision is detrimental to you and to your practice

b) Document your employee's actions – Amsterdam Forms

c) Atmosphere in which to conduct discharge

d) State practice's position and factual evidence

e) Approaches:

i) Try to present so employee realizes he/she would be better suited in another position

ii) Direct approach

f) Do not keep a discharged employee in the practice

g) Exit interview

i) Questions to be asked during an exit interview

7) Fear of Failure: How to recognize it and what to do about it

8) How to Become an Effective Employer