Question: By Reading Upper Paragraph Ans The Following Ques What Are Top 5 Qualities And Skills Of Health Care Administration?what Does HR Do In A Health Care Administation?

From small rural clinics to big city hospitals, human resources in healthcare will also feel the pressure. These professionals face issues like staffing shortages, employee burnout, and more. To overcome these hurdles, HR must better understand the how and why behind each one. Read on to learn more about the four biggest challenges faced by HR professionals today, and more importantly, what we can do about them. Turnover Rates In addition to hiring shortages, hospitals and clinics are also struggling to retain the excellent staff members they already have. With so many jobs open to medical professionals, it’s all too easy for staff to leave if they’re unhappy or dissatisfied. Over the last several years, the average turnover rate for hospitals has been creeping upward. In 2018, hospitals experienced the highest turnover rate in over a decade, and since 2014, the average hospital has turned over 87.8% of its entire workforce. And the numbers suggest that things may only get worse. These high turnover rates are costing hospitals millions. The cost of replacing a bedside nurse is about $52,100, resulting in the average hospital losing $4.4M – $6.9M a year. Employee Burnout Burnout is caused in part by staffing shortages, and it has a compounding effect on employee turnover. Recent surveys have found that burnout rates for nurses are as high as 70 percent, while burnout rates for doctors and nurse practitioners can reach as high as 50 percent. These statistics reflect an epidemic, the ramifications of which include poorer patient health. There’s a significant correlation between these burnout rates and increases in patient infection rates. Patients can see the impact of burnout, too; they report lower satisfaction rates in facilities where burnout rates are higher. Those decreased satisfaction rates could be the result of emotional distance on the part of clinicians. Burnout tends to create a disconnect between providers and patients, with providers developing unfriendly, cynical, and less empathetic attitudes. This disconnect makes them less sympathetic to the needs of patients and leaves everyone involved unhappy about the experience. Staff Shortages The Bureau of Labor Statistics “projects the need for an additional 203,700 new RNs each year through 2026 to fill newly created positions and to replace retiring nurses.” Besides, it’s estimated that there will be a total of 1.2 million vacancies for nursing positions by 2022. Several factors are contributing to this problem. First, as members of the baby boomer generation continue to age, their massive numbers create a considerable workload for medical professionals. It’s affecting the problem from the inside as well, as nurses from that generation are beginning to retire and leave the workforce in droves. Add to that the limited capacities of nursing programs, and there’s just not enough supply to meet the growing demand. This shortage has left employers desperate to differentiate themselves and attract prospective employees. The issue is only exacerbated by the shift toward a millennial workforce, whose priorities are very different from their predecessors. Unlike baby boomers and Gen Xers who primarily sought competitive compensation, millennials value benefits, and advancement opportunities more than their predecessors. This means that employers looking to hire the next batch of medical professionals need to make changes now to appeal to their young candidates. Accountability of the workforce Patient care, in general, is teamwork and not an individual task. The team mix is a hybrid comprising of uneducated, unskilled workers to the highly qualified doctor(s). In such a scenario, it is important to fix the accountability for each job performed by each individual, to ensure the seamless delivery of quality healthcare. Documentation of the responsibilities of each individual in the health care delivery system is very important for achieving the desired results. This is again a challenge before us. Managing the Younger Workforce The population demography of the country is heavily skewed with the youth making up for a substantial percentage of our population. Many of the fresh recruits are barely into their twenties when they are inducted into the workforce. Their attitude is different from the more seasoned seniors. The younger generation needs to be handled with care largely owing to their outlook, upbringing, and attitude. The youth of today are ready to take on any challenge and assume ownership of work and are ready to run the extra mile in pursuit of their ambitions. However, the flip side is that they are fiercely independent and are generally unappreciative of a senior constantly watching over their shoulders. Training them, aligning them to the organizational culture, maintaining high decorum, maintaining a safe workplace keeping up with their self-actualization objectives is a challenge in itself. Hospitals must try and maintain a workplace that would cater to the dynamic needs of the workforce. The deserving employees need to be recognized, encouraged, and rewarded for getting the best out of them.