Practice managers have to perform multiple duties when managing the daily operations in a medical institution. Their responsibilities include hiring new staff, developing personnel policies, resolving labor conflicts, negotiating employee benefit, maintaining equipment, ensuring compliance with all government guidelines and many more. They have a variety of skills such as decision making and problem-solving skills. They also possess organization skills since they pay close attention to details for maintaining schedules in a healthcare institution. The practice, in this case, should focus on the interest of the medical care and not the position. He should reconcile with the administrative support staff and explain the importance of receiving training from the local hospital expert on cultural competency. It is the practice manager to motivate the team to accept training. He has to explain the reasons and the need for them to receive training. The practice manager should also listen to the reasons why the administrative support staffs feel they do not need training and, therefore, negotiate with them to come to a conclusion. The practice manager should possess problem-solving skills hence in such situation they can handle and correct every challenging situation they face (King & May, 2017). Therefore, the practice manager should take responsibility to ensure the staffs have received training so that they may get the necessary knowledge to improve the medical facility.
The practice manager needs to follow various procedures to hire a new administrative assistant to work. The practice manager should first list the duties he or she expects the new administrative assistant to perform. The practice manager should write down the qualifications for the new administrative assistant. This process will help the practice manager determine whether one or more administrative assistance will be needed. After listing the required duties, the practice manager should create a perfect job posting. The practice manager should take the time to write a recruitment advertisement that attracts great administrative assistance from the local minority community. The advert should indicate the roles and responsibilities to be done. The advert should be a well-written job-description and also set the room for a new administrative assistant. The practice manager should then put the word out since the web may not only be enough to find the right administrative assistance (King & May, 2017). The practice manager may ask from his/her professional contacts or check with the employees and staff. The practice manager may then dig into details when you find individuals interested. He should check the applicant's politeness through the phone, there verbal and written communication skills during their interaction, and how they treat others when they come for an interview. This will provide helpful insight into the potential administrative assistance. Look for an interesting factor in the interviewer. She would also have to make reference calls from their previous employers of the interviewed individual. This will help determine the hiring decision of the practice manager. To partner with a recruiter on the job will help the practice manager identify the talented people and can evaluate a candidate who would fit for the job. Finally, interviewing administrative assistant candidate, immediately, will help the project manager make a decision quickly. Through an interview, the project manager will be able to find out more about the interviewees, therefore, selecting the best candidate for administrative assistance.
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The practice manager should follow different steps before relocating the practice to another larger office facility. The practice manager should first listen to the views of the department concerning relocation and if they want to relocate they will have to follow different steps. The practice manager should first identify the relocation location. The practice manager should analyze the location, its environment, culture and if there is a need for practice in the area. He or she should also do interviews around the location to determine whether they are going to be accepted or not. The practice manager should make an outstanding investigation of the location. He should be able to compare the cost used for allocation and the possible profit they may receive in the allocated area. The relocation cost has to be reasonable so as not to affect the business (King & May, 2017). In cases of a relocation of the medical facility, the practice managers have to notify the staff in advance. The practice managers also have to provide and document of the move of the patients. The practice manager may also partner with professionals experienced in moving medical advice. They will provide advice and the requirements needed for relocation. If relocation is found to be desirable, the practice manager may prepare the printable practice materials which notify the patients and medical individuals on the relocation information. Ensure the patient has received the information about the practice relocation.
The medical practice may maintain its connections with its local patient population in many ways. The medical practice may improve the patient experience in the facility. Provision of great care and services will impress the patients hence maintain their connection with the medical practice. Reducing cost will also maintain the patient’s connection with health care. Reasonable cost is favorable to patients who may have financial challenges hence reducing the cost the patients will remain connected to the medical facility. Employing the right technology will improve the services provided in medical care. The patients will receive high medical care, hence; maintain connections with the hospital, which empower them to be collaborators in the medical facility (Wager, Lee, & Glaser, 2017). Patient engagement is good to excel in health care practices. Patient engagement may help care practices and improve the patients' experience. This will improve the connection between the patients and the medical centers. Patients may be engaged in medical care in ways such as making the culture of health care practices that prioritize and support the patients. Also, patient collaboration with medical providers occurs in designing, managing and achieving health outcomes. Following up on patients is another way the medical facility may maintain connections with the patients. Retaining existing patients is effective and efficient when follow up is done to ensure that the patients were satisfied by the healthcare service.
Practice managers developing a strategic plan as a guiding framework for the organization require guidance and advice by professionals who deal with strategic plans. The professional guidance will help the practice manager clarify the vision of the medical center, gather and analyze information, formulate a strategy, implement the strategy and finally evaluate and control. For effective strategic plan implementation, the practice managers should avoid common implementation mistakes, reach out to stakeholders, measure progress in the strategic plan and monitor the strategic plan (Bryson, 2018). The practice manager may approach and seek advice from experienced practice managers who have made strategic plans for the organization before. The experienced practice managers will guide the practice manager and help her avoid unnecessary plans or mistakes which may contribute to the failure of the strategic plan. Cultural competency initiatives should be included in the strategic plan because the project manager will be able to make objectives based on the understanding and views of the people cross the culture. Being aware of the cultural difference and gaining knowledge of the different cultural practices the practice manager will be able to make future objective that will benefit both the organization and the society.
References
Bryson, J. M. (2018). Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement . John Wiley & Sons.
King, R., & May, C. (2017). Healthcare management research: the central role of practice managers. The Practice Manager, (1), 18-19.
Wager, K. A., Lee, F. W., & Glaser, J. P. (2017). Health care information systems: a practical approach for health care management. John Wiley & Sons.
