Review the slide deck, 10 Human Resources Pitfalls
1. In your initial post (minimum 300 words) , list what you feel are the top three , why you think so, and what would you do to address these with your HR department?
Top 10 HR Pitfalls for Medical Practices
Presented by: Patrick McCann,
Senior Sales Manager, National Accounts
ExtensisHR
January 10, 2023
Employment-At-Will
• At-will means that an employer can
terminate an employee at any time for
any reason.
• Civil Rights Act of 1964 was amended
in 1991 to included all discrimination
in employment.
• Burden of Proof is on the employer.
• However, an employee is free to leave
a job at any time for any or no reason
with no adverse legal consequences.
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Pitfall #1: Medical Practices Not Embracing HR’s
Role as a True Business Partner – cont.
Being Proactive vs. Reactive to HR
Basics:
• Written out polices & procedures
• Employee performance appraisals
• Have open lines of communication
• Being consistent with all employees
• Allocating resources to HR
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Pitfall #1: Medical Practices Not Embracing HR’s
Role as a True Business Partner
Following the policies and
procedures and don’t cut corners.
4
Pitfall #2: Turning a Blind Eye to Employee-Related
Issues
• When employees come to HR or
their manager with an issue,
they should be addressed
quickly and appropriately.
• HR should be empathetic and
show compassion.
• Sympathize and identify, and
have next steps to find a
resolution.
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Pitfall #3: Not Preparing for the Looming Shortages
of Employees – cont.
• The Great Resignation is having an
impact on nearly every industry.
• Altogether, the hospital subsector’s
workforce has dipped nearly 90,000
people since March of 2020, according
to preliminary November data from the
U.S. Bureau of Labor Statistics.
• Among nurses alone, the American
Nurses Association expects there will be
more than 100,000 registered nursing
jobs available annually this year.
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Pitfall #3: Not Preparing for the Looming Shortages
of Employees
• Being proactive in finding talent- get
ahead of turnover.
• Focus on attracting top talent: with
compensation, benefits, and total
compensation packages (minimize
turnover).
• It’s less expensive to retain an employee
than to hire a new one.
• Rethink staffing to include temporary
workers, job sharing and part-time shifts
to accommodate scheduling issues.
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Pitfall #4: Interviewing the “Same Old Way” – cont.
Incorporate culture-based interview
techniques when making hiring decisions.
• How would you describe the company culture
at your last job?
• Were you comfortable working in that
environment? Why or why not?
• If you could have changed one thing to
improve the culture, what would it be?
• Describe an instance when you and another
employee worked really well together. What do
you think helped make that experience a
positive one?
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Pitfall #4: Interviewing the “Same Old Way”
• Panel interviews with trusted
employees.
• Never rely solely on the interview
itself.
• Bad hires = increased cost, low
morale, high turnover.
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Pitfall #5: Not Having a Clearly Defined Onboarding
Process
• Provide an in-depth overview of the
practice
• Provide job-specific training
• Have an onboarding/orientation plan –
Have a written plan!
• Consider mentors for new hires
• Good onboarding = faster contribution
to practice = better moral
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Pitfall #6: An Unstructured Salary Increase Plan
• Have a plan for structured
performance reviews and
associated merit/salary increases
• Identify quantitative and
qualitative measures.
• Set time frames and milestones
for the next merit increases and
reviews
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Pitfall #7: Punishment-Based Disciplinary Actions –
cont.
• Ensure discipline begins with levelsetting discussions about
expectations. (do the employees know
the rules?)
• Listen to employees in order to
identify appropriate corrective action
steps. (Why did x happen? There may
be a good reason. Respond, don’t
react.)
• Ensure managers are trained on
appropriate delivery. (You can practice
before you give out any punishment –
quick and to the point)
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Pitfall #7: Punishment-Based Disciplinary Actions
Stay consistent and have disciplinary
procedures and policies written down
so every employee is aware.
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Pitfall #8: Employee Retention
• Keep the people you already have!
(It’s easier to keep an employee than
to hire a new one)
• Beware of burn-out even with
remote employees:
a. Emotional, mental and physical
exhaustion
b. Disengagement
c. Increased absenteeism
d. Higher sensitivity to feedback
e. Decreased productivity
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Pitfall #8: Employee Retention
• When an employee does leave,
conduct an “exit” interview.
• See if there is a reoccurring
theme with the employees who
have left.
• Change policies to be flexible to
meet employee needs.
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Pitfall # 9: Subpar to No Management Training
• Untrained managers can put your
organization at risk.
• Ensure managers are trained on
varying topics such as appropriate
communication, progressive
disciplinary procedures, legal and
illegal lines of questioning, practices
and policies and recruiting.
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Pitfall #10: Not Having an EPLI Policy
Employee Practice and Liability Insurance
This insurance covers claims that are related
to employee matters:
✓ Sexual harassment
✓ Non-harassment
✓ Wrongful termination
✓ Discrimination claims
✓ Defamation claims
✓ Wrongful discipline
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