DESIGN A RETENTION PLAN FOR FUTURE RADIOLOGY EMPLOYEES Assignment

DESIGN A RETENTION PLAN FOR FUTURE RADIOLOGY EMPLOYEES - Assignment ExampleIn addition, most programs fail to plan and period the hiring of physicians when multiple providers are needed. They have failed to develop short-and long-term strategic staffing plans. The other problem is absence of a clearly defined recruitment process, a forces of hospitalist programs have failed to create a well-planned and choreographed recruitment process, leading to missed opportunities and/or a hiring mismatch (Simone, 2009). The other problem is hiring mismatch, many programs hire providers who do non fit in with the practice culture. There is a mismatch between vision, values, and objectives of the hospitalist program and the newly hired physician (Harris & Hartman, 2001). This can translate to disruptive behaviors within the hospitalist practice, low morale, and can military issue in poor provider and program performance. The last problem and which is the focus of this study is lack of a reten tion plan. around programs have been successful in finding a good physician-practice fit but failed in support and integration of the new physician into the practice, hospital and community. A poorly developed retention plan or the absence of one can lead to physician turnover (Mathis & Jackson, 2010). Physician turnover can result in staff shortages, which may lead to program instability, such as being disruptive to the chemistry of a practice, provider job dissatisfaction, provider burnout, and accompanying poor clinical outcomes. Provider turnover can be quite costly to a hospital program, as numerous costs are associated with heir of providers (Simone, 2009). These costs include those associated with recruitment, such as sign-on bonuses, medical school loan repayment, relocation expenses, bewildered productivity for hospitalist and hospital staff during the recruitment process, headhunter fees, and revenues lost during