Staffing in Human Resources

Brianna Bower, Cody Bowen, Jordan Aunet, Megan Brinkos, & Iqra Baig

Nittany Lion Medical Center Acquisition

•Acquisition: an act of purchase of one company by another

•Goal: Address the need for more specialty physicians and services provided within the health system

Demographics

Total Population- 42,034

Median Age--21.5

Asian Ethnicity- 10.9%

Hispanic Ethnicity- 3.9%

Black Ethnicity- 3.9%

White Ethnicity- 79.4%

Role of Human Resources

•Facilitate the merger by supporting specific departments

•Areas of concentration include:• Staffing Ratios• Layoffs/Hires• Job Descriptions• Workplace Culture• Training and Development• Benefits

Staffing Ratios Recommended by MGMA

Position Number of Staff per Physician

Administrators 0.19

Housekeeping/Maintenance Too low

Medical Receptionist 0.8

Transcriptionists/Medical Receptionists 0.2

Medical Records 0.31

RN’s 0.34

LPN’s 0.38

MA’s 0.68

Medical Group Management Association. (2004). Physician compensation and production survey. Heggie Enterprises.

Suggested Staff and Staffing Ratios for the Practice

• Physicians: 16 (1:1)• Housekeeping: 4 (1:4)• Administrators: 1 (1:16)• Medical Receptionists: 16 (1:1)• Medical Secretaries/Transcriptionists: 8 (1:2)• Medical Records: 12 (3:4)• RN’s: 8 (1:2)• LPN’s: 24 (3:2)• MA’s: 12 (3:4)

Comparing with MGMA’s Recommendations

Type of Employee MGMA Recommended Ratio Actual Ratio

Physician 1:1 1:1

Administrators about 1:5 1:16

Housekeeping/Maintenance too low 1:4

Medical Receptionists 4:5 1:1

Medical Secretaries/Transcriptionists 1:5 1:2

Medical Records about 1:3 3:4

RN’s about 1:3 1:2

LPN’s about 1:3 3:2

MA’s about 2:3 3:4

Reasons for Some of the Differences-

• Not a very large practice, so 1 administrator should be sufficient

• Will need more medical records employees to assure the successful implementation of Cerner

• Desire more LPN’s than RN’s because they cost less and can provide the basic bedside care needed

• There are 3 LPN’s for every 1 RN, but the RN’s should be expected to be leaders and direct LPN’s when necessary

Temporary Workers

•Utilize Part time workers•Especially for weekend/floater shifts

•Core vs Variable Staff•Temporary staff used to supplement full time

staff

Job Descriptions

• Sample Job template

SalariesType of Employee Average Annual Compensation ($)

Primary Care 152,478

Pediatrician 158,853

OB/GYN 237,191

Orthopaedic Surgeon 397,059

General Surgeon 264,375

Internal Medicine 159,978

PA 90,000

CRNP 80,000

RN 50,000

LPN 35,000

Midwife 86,000

Medical Group Management Association. (2004). Physician compensation and production survey. Heggie Enterprises.

Layoffs/Hires

•Small acquisitions=minimal job eliminations•Front line workers

•Outsourcing / meeting synergies

Are Employee Layoffs Necessary?

• After considering the demographics and needs of the surrounding area, it is suggested that none of the employees should be terminated

• Actually need to add more employees (nurses, medical records) to provide the supporting staff needed by each physician

• It is very important for HR leaders to assure employees that they have job security after an acquisition is made

Workplace Culture

•Workplace culture encompasses the values and beliefs in which employees follow that bring meaning to a position as well as drive rules and behaviors in the workplace.

•Potential Acquisition Problems:•Value alignment•Backlash of new/existing employees

Onboard Training

•Orientation Training Required by the Occupational Safety and Health Administration

•Make new employees feel welcome•Provide background information on Nittany Lion Medical Center and specific job information

•Integration of new employees into the workforce

•Costs associated with training

Mentorship Program

•Oversee Mentorship Program•Assign new staff to existing staff member in

similar department

•Benefits •Guidance for acquired employees•Benefit both existing and acquired employees

EMR Training

•Training provided by Cerner•2-3 hours a day per provider

•Replaces rounds/paperwork

•3 physicians a day•3-4 weeks of training

Benefits

•Vacation and Holiday•Time off with Pay•Insurance Coverage

Benefits Continued

• Pension Plans• Flex Time

Job Security

•Communication

•Honesty

Severance Packages

● A severance package is pay/benefits an employee leaves the organization.

● Sample severance package may include . . .

WORKS CITED

•Centre-County Pennsylvania. (2012) Centre County Demographics. Retrieved from http://www.city-data.com/county/Centre_County-PA.html.

• Meister, J. (2013). Lessons For Human Resource Departments. Retrieved from http://www.forbes.com/sites/jeannemeister/2013/07/10/lessons-for-human-resource-departments-from-huffington-post.

• Smithsonian Astrophysical Observatory (2013). Human Resource Functions. Retrieved from http://www.cfa.harvard.edu/hr/functions.html.

• The Times 100. (2013). How roles and functions contribute to competitive advantage. Retrieved from http://businesscasestudies.co.uk/tarmac/how-roles-and-functions-contribute-to-competitive-advantage/the-human-resources-function.html#axzz2l7jNsX1z.

• Flynn, W.J., Mathis, R.L., & Jackson, J.H. (2007). Healthcare human resource management  (2nd ed). Mason, OH:Thomson South-Western

• Benefits." Of Working for Valley General Hospital. Valley General Hospital, 2013. Web. 19 Nov. 2013.

• "Merger & Acquisition (M&A) Services." Deloitte. N.p., n.d. Web. 19 Nov. 2013.