Is Outsourcing Human Resources Right for your Practice?
As the CEO of a solo or small group practice, it is challenging to balance time, energy and knowledge to manage every aspect of the business. Hiring the right people and delegating tasks that you no longer want to do can feel like negotiating a minefield barefoot.
Are you spending too much time on the hiring process because turnover has become a revolving door in your office? For some practices, it is akin to a hamster on a wheel. We know that hiring by “feelings” or “instinct” can give false readings. Have you ever asked yourself what your hiring retention rate is? What position has the most turnover and why? Divide the number of employees who left during a period by the total number of employees at the end of that period to get the percentage. Some sources in the industry state that 85% or higher is considered a healthy employee retention rate.
Dental practices, large or small, face HR challenges that come along with hiring the right team, creating and maintaining a company culture, and complying with ever-changing laws and regulations. HR requirements for small dental practices include abiding by all applicable regulations and maintaining an appealing and competitive office culture.
Outsourcing all or even part of the HR duties is viewed by many dentists as an expense that is not necessary. This is true if you have 15 or less employees, but I have witnessed chaos ensue when the Office Manager is continually trying to find and train staff while keeping the practice (or practices) productive and profitable at the same time.
The demands of staffing range from finding coverage for the dental assistant whose child woke up sick this morning, to the dental hygienist who wants to take a two-week vacation and now must reappoint 16 pre-scheduled patients. Some duties of the Office Manager that cannot be outsourced should be weighed against those that can to achieve practice harmony and profitability.
Four Facts to Consider for your HR Department
1. Follow Employment Regulations Law
2. Ensure that Employee Files are Orderly and Private
3. Paychecks on Time
4. Have an Employee Policy Manual
A full service Human Resources management company may be too much as far as the costs, but consider outsourcing some of the time-consuming parts of the process that require professional protocol.
Some human resource duties to outsource and save money:
One of the main reasons to outsource HR functions is the potential cost savings it can bring. Many small businesses only need HR to help ensure they are being compliant, while larger businesses will need HR to support full functions of the business.
Want to learn more about managing the human resource department of your practice? Call McKenzie Management today and schedule a business training course.Forward this article to a friend
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