Healthcare organizations continually wrestle with the issue of employee burnout.  In hospital and clinical settings, many physicians, nurses, lab techs and other care providers work long hours in stressful situations that tax their physical, mental and emotional stamina.  Although many professionals are able to cope with these challenges and provide quality patient care, others exhibit the classic signs of burnout: lethargy, absenteeism, health problems and a drop in the quality of work.

Therefore, it’s important for hospitals, physician groups, laboratory companies and other organizations to have strategies in place for reducing employee burnout.   A good example is providing a variety of professional education, training and career development opportunities.  These programs provide employees (and employers) with three key benefits: “taking a break” from day-to-day stressful activities, learning new career skills, and improving engagement.  Professionals often feel recharged by these programs when they “re-enter the trenches.”

Job rotation is another approach to reducing employee burnout.  For instance, a nurse or therapist can get a fresh perspective on the workplace by switching to a new department or working a different shift.  Another strategy is to include professionals for organizational committees or task forces that tap their leadership skills or special talents.

In implementing these types of strategies, temporary staffing services can play a vital supporting role.  Having quality “fill-in” professionals ready to step into the shoes of permanent employees, allows healthcare organizations to focus on implementing their training and development, job rotation or other career enrichment strategies.  In that way, flexible staffing can help an organization preserve and protect its human capital – its most important asset.

A Solution to the HR Training Dilemma

What’s the biggest concern for HR managers today?  A number of independent studies put training and development first on the list. A recent study showed that professionals of all ages value ongoing education, while another found training was the biggest issue, followed by retaining top performers and recruiting new talent.

Healthcare organizations also recognize the need for career training and professional development, as physicians, nurses, therapists, laboratory technicians and other personnel seek to improve their skills and broaden their horizons. Advances in medical treatments, surgical techniques, laboratory testing, electronic medical records (EMR) and communications technology are among the many reasons that ongoing training is essential for today’s healthcare professionals. However, many HR managers face a dilemma: “How can I spare a professional who provides critical services for several days of off-site training at a time when demand for our services is rising?”

Fortunately, there is a simple answer to that problem. Bring in a temporary employee to provide those day-to-day services while the physician, nurse or other professional is learning new career skills.  That’s a win-win solution that benefits both the healthcare organization and the individual professional, without disrupting care to patients or clients.  Based on our 20+ years of experience in healthcare staffing, this is a highly effective solution for the HR training and development dilemma.

Cost-effective staffing. A national diagnostic testing provider recently found its staffing costs were spiraling out of control. Separate billing invoices were arriving almost daily from a varied array of firms, making it difficult to compile totals, reconcile discrepancies and budget for the future. Then, All Medical Personnel stepped in with its centralized managed vendor program.

Today, cost-effective staffing is a challenging task for regional and national healthcare organizations that rely on multiple vendors:

• Are temporary employees qualified for their positions?
• How can overall staffing costs be determined?
• Are company policies and procedures being followed?
• What about compliance, security and other risk management issues?
• How can HR managers get information more quickly?

All Medical Personnel’s managed vendor program simplifies this complex process. Using the latest technology, our experienced staffing professionals help you build human capital and strengthen your organization.  Our goal is to help you achieve better workforce decisions, lower operating costs and reduced compliance liabilities.

A Single-Source Solution

Tracking multiple staffing vendors is a challenging task. It is difficult to make sound human capital decisions without knowing the overall size and associated costs of the contingency workforce. Working with a multitude of vendors also raises potential risk management issues, including compliance with state and federal regulations.

All Medical Personnel offers a single-source vendor management solution allowing healthcare organizations to focus on their core businesses. Using our proprietary Web-based technology – which delivers real-time data – we simplify every step of the process for initial requisition to consolidated invoicing. In addition, we monitor the performance of your staffing vendors, and ensure compliance with internal policies as well as state and federal regulations.

Most importantly, our managed vendor solutions provide you with greater visibility – you can see actual spending on staffing, broken down by geographic regions, cost centers, specific projects or other criteria. Our clear, consolidated reports customized for your specific requirements help you make the best possible management decisions.

If you would like more information about All Medical Personnel’s managed vendor program, please contact Sandy Nuccetelli 800-834-0729 or SandyN@AllMedStaffing.com.