Introduction
Employee performance is one of the major factors ensuring the productivity of any company. In the healthcare industry, the quality of a company’s services directly depends on the total performance of staff. The patient’s health and treatment outcomes are connected with the medical providers’ performance. Therefore, the employee’s productivity is associated with the patient’s health in the healthcare industry. As a result of such a correlation, human resource managers should implement strategies to improve employee productivity. The current paper will discuss five methods to achieve a high level of employee performance.
Pareto Principle
The first method is related to implementing the Pareto principle, which can be efficiently applied to minimize healthcare spending. According to this principle, the organization of the company’s structure benefits patients and employees through the efficient distribution of the activities and budgeting (Hardtstock, 2020). The principle shows that a minor part of the actions (20%) leads to most of the achievements (80%), and all other efforts (80%) will bring insignificant results (20%). The main idea is to soberly assess the effectiveness of activities and focus on the most important things that will achieve maximum results.
The manager needs to make efforts to ensure that his employees perform their duties qualitatively. According to the discussed strategy, only twenty percent of the staff contribute to the development of the medical organization. Therefore, the manager needs to make efforts in the field of motivating employees so that they want to work for the good of the company. Another way is to eliminate employees who are dragging the team down. By doing so, the general productivity of the team can be increased. Offboarding the employees is a complicated process that should be held without harming the dignity of the people. Such an approach also establishes trustful relationships in a team which helps to motivate employees better.
Moreover, the Pareto principle can be used in planning the employees’ activities. In order to achieve and efficiently plan goals using the Pareto principle, it is necessary to evaluate employees’ capabilities and focus on the most critical tasks. Removing unnecessary plans from the list of tasks will help employees to focus their attention primarily on the specific needs increasing the quality of their work. Planning schemes based on the Pareto principle include the following rules: focus on the 20 percent of activities that are a priority; start with the most challenging tasks; do the rest of the work on the residual principle.
Values, Goals, and Mission
The second technique is setting clear goals, values, and the mission of the company. At present, all HR processes are built around values. The company’s values affect the factors in forming the image of the ideal candidate, the process of recruitment, onboarding, promotions, development, training, and dismissals. The presence of a common goal that is known to all participants and equally significant for each of them improves motivation (Akbarisari et al., 2018). It helps to define the concepts necessary for guiding the personnel. It helps to define the concepts necessary for guiding the personnel. The third technique is related to the strategic planning of the motivation and reinforcement of the employees. Human resource managers should research the needs of employees in order to motivate them by satisfying these needs.
Values ​​help achieve business goals by forming a cultural code. It will work to increase engagement, satisfaction, productivity, and other metrics that HR loves so much. Many successful companies have gone further and created a distinctive corporate culture of continuous development, which involves the improvement and learning of personnel (Akbarisari et al., 2018). The company forms a unique attitude towards work and effective behavioral models among employees. The work focuses on implementing transformations and initiating progressive changes in the training and development of personnel. A culture of continuous improvement develops an appropriate mindset throughout the company, with all employees involved in the process of improvement and innovation.
Organization of Working Process
The fourth principle is the rational organization of the working process. It can include allocating the strategies to reduce costs for work processes or implementing new technologies. In order to reduce the physical and mental burden on workers, it is necessary to pay attention to new technologies that can be used to improve medical equipment and instruments (Akbarisari et al., 2018). The new technologies can prevent the occurrence of medication errors and professional burnout. Electronic health records are the perfect example of the innovations that contributed to the efficient improvement of employee performance.
nnovations in personnel work represent an innovative approach to the staff. Today HR practices require managers to consider each employee as an individual contributing to the company’s development. The technology of managing medical personnel in a hospital should be focused on meeting the following three criteria: to be continuous, to have different methods of quality assessment, and to have internal and external approaches to monitoring the quality of medical care. There are three main strategic directions for improving the medical personnel management system (Akbarisari et al., 2018). The first one is the optimization of the organizational and personnel structure in the medical care system. The second includes the organization of a method for ensuring and supporting the quality of medical care with its standardization and regular revision of the introduced standards. The last emphasizes the introduction of evidence-based medical practice organization of medical care with a focus on the patient.
Efficient Communication
The last technique is creating an environment for communication and removing barriers. The key to an organization’s effectiveness is in communication between employees and patients. To improve the effectiveness of information exchange in the company and, consequently, the efficiency of the medical organization, it is necessary to regularly check communications for the presence of barriers and eliminate them promptly (Cerne & Miminoshvili, 2021). A significant role is assigned to the personnel service in implementing these functions. Human resource managers should timely diagnose the communication environment, identify the leading causes of the difficulties that arise in the exchange of information, and offer management an action program for their prevention and elimination.
Communication at the workplace can be based on the attitude towards minorities: culture and gender. Some researchers believe that the effectiveness of personnel management is proportional to the effectiveness of communication processes in the organization (Cerne & Miminoshvili, 2021). Carelessly organized communication links increase the time spent on solving any issue, creating difficulties in achieving results, and provoking conflicts and misunderstandings. In addition, tuned internal communications improve the process of managing the organization and, therefore, reduce the time spent on the adaptation of employees and soften the staff’s resistance to change (Cerne & Miminoshvili, 2021). The ideal model of communication within the organization is that all management decisions should be communicated to subordinates, and the decisions themselves should be based on the information flows that come from various structural units with established communication links.
Conclusion
The methods to improve employee productivity mentioned in the current paper can be implemented in almost any medical organization. Increasing the company’s efficiency is an essential task for every leader in a highly competitive world. However, one of the most obvious ways to achieve it is to increase employees’ productivity. The quality of employee performance is extremely vital in the sphere of healthcare. Clinicians, nurses, and other medical workers’ services are directly connected with patient health. As a result, human resource management in a medical organization is vital to sustaining proficient working conditions for the staff.
References
Akbarisari, A., Esfahani, P., & Mosadeghrad, A. (2018). The success of strategic planning in health care organizations of Iran. International Journal of Health Care Quality Assurance, 31(6), 563–574. Web.
Cerne, M., & Miminoshvili, M. (2021). Workplace inclusion–exclusion and knowledge-hiding behaviour of minority members. Knowledge Management Research & Practice, 20(2), 422–435. Web.
Hardtstock, F., Knapp, R., Maywald, U., & Wilke, T. (2020). Health care spending and the Pareto principle: The minority that causes the majority. Communications of the ACM, 23(2), 604–606. Web.