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Medical Group Management Association

Data Insights

Understand the past and present to propel your practice into the future.

Make informed decisions for your practice through insights and benchmarks from industry-leading data analysis, reports and surveys.

Human Resource Management

Utilizing human resources to achieve & enhance organizational performance

In medical practice management, human resource management requires demonstrating effective staffing strategy, recruitment and retention, training, a performance evaluation process, a personal commitment to enhancing your knowledge base, and compliance with employment law.

Human resource management performance objectives include:

Staffing plans
  • Establish a job classification system that includes position analysis, job descriptions and working conditions.
  • Identify the skills required of competent nonclinical and clinical staff.
  • Perform an interview and give reasons for the decision.
  • Explain why pre-employment screening, background, criminal and reference checks are vital to the selection process.

Clinical and nonclinical staff retention
  • Describe a process to assess and manage employee motivation and teamwork to obtain high performance.
  • Develop a strategy to reduce employee turnover.
  • Create an employee satisfaction survey that measures employee engagement and creates opportunities to enhance the workplace.
  • Explain the benefits of employee assistance programs.

Clinical and nonclinical staff training and development
  • Discuss adult learning styles and delivery methods.
  • Illustrate a policy and procedure that promotes professional development and continuous learning among physicians and staff.

Staff compensation and benefit plans
  • Use market benchmark data to develop a wage and salary strategy that includes merit and cost-of-living increases.
  • Explain the management of effective compensation and benefit administration.
  • Define and discuss insurance, retirement and severance benefits.

Staff performance evaluation
  • Create a performance management review system that includes performance standards, professional development plans, goal setting, schedule for periodic reviews and evaluation tools.
  •  Develop an incentive program.


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