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5 HR Tasks for Medical Office Managers


Managers have a challenging position within the Medical Office. Managers are required to distribute the work load, motivate and supervise staff, and coordinate the smooth operations of the office. In addition to all of the other responsibilities, they also must perform several Human Resource Management tasks. 

In larger organizations, the medical office manager must collaborate and make joint decisions with the HR Manager. Smaller organizations don't usually have a seperate HR department.  They have the authority to make most decisions without interference.  Here are five HR tasks for medical office managers.

1. Employee Recruitment

Customers of a medical office are not typical customers. They are patients that expect the highest quality of care and some may be in the midst of a medical crisis which requires delicate handling. Not only is it important for the staff to have certain professional skills and strengths, it is imperative that they understand that patient lives are reliant on the quality of their work.

Whether you are replacing a current position or adding on additional staff, there are certain criteria you need to look for in a candidate that vary by position. It is helpful for the medical office manager to know what skills are important for each position in order to evaluate and accurately define the job description prior to the hiring process.

2. Employee Benefits

Employees view the benefits package, in addition to salary, as a significant factor in their decision to apply for or accept employment within an organization. Quality employees can be a lot easier to attract if your medical office is offering an attractive benefits package. Being competitive in securing and maintaining quality employees is an essential piece helping to meet the goals of the medical office.

Determining employee compensation does not only involve deciding an hourly rate or pay ranges for each position within your medical office staff. Compensation also includes benefits in any form other than the salary that is paid to the employee. This includes benefits such as paid holidays, health insurance, and life insurance. 

3. Developing Highly Trained and Motivated Employees

Your medical office staff is your greatest asset.  Sometimes managers forget to focus on protecting this asset by building, maintaining and developing the people that the organization relies on to follow and carry out their goals. The medical office manager is ultimately responsible for the success of the entire staff.The strength of your team depends on how much effort you place in training and motivation.

Training should be a never ending process. In the ever-changing field of healthcare, there is always something that can be presented or reintroduced to your staff. It is also one of your many responsibilities to find ways to motivate your employees. A motivated employee is one that feels a sense of pride in what they do every day. 

4. Communicating Policies to All Employees

Everyone in the medical office must be fully made aware of the policies and procedures.There are many reasons why this is a vital HR task that must be performed on a continual and constant basis. The health care industry is filled with federal, state and local regulations as well as many legal aspects that must understood and followed.  Patient rights such as the right to privacy,  the right to informed consent, and the right to emergency treatment is just one example.

In addition these external factors, the medical office manager must also communicate the information that supports the companies goals, mission, vision, and values.  Effectively communicating this information contributes to the success of the medical office.  

5. Measuring and Evaluating Employee Performance

Measuring and evaluating employee performance serves several purposes for both the employee and the medical office manager.

  • Provides feedback to employees regarding the quality of their work
  • Provides an opportunity to identify areas that can improve performance
  • Provides the basis for annual incentive or market increases

It is important to measure and evaluate employee performance at least one a year. In addition to work performance, it should also include how well employees follow policies and procedures, demonstrating initiative to perform tasks that exceeds expectations and a committment to excellent customer service.

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