DESIGN A RETENTION PLAN FOR FUTURE RADIOLOGY EMPLOYEES Assignment

DESIGN A RETENTION PLAN FOR FUTURE RADIOLOGY EMPLOYEES - Assignment ExampleIn addition, most programs fail to proposal and time the hiring of physicians when multiple providers ar needed. They have failed to develop short-and long-term strategic staffing stick outs. The other problem is absence seizure of a clearly defined enlisting process, a host 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 not fit in with the practice culture. There is a mismatch between vision, values, and objectives of the hospitalist program and the freshly hired physician (Harris & Hartman, 2001). This trick translate to churning behaviors within the hospitalist practice, low morale, and can result in poor provider and program performance. The last problem and which is the focus of this study is lack of a computer storage plan. Most 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 overturn (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 subsequent poor clinical outcomes. Provider turnover can be quite costly to a hospital program, as numerous costs are associated with replacement of providers (Simone, 2009). These costs include those associated with recruitment, such as sign-on bonuses, medical school loan repayment, relocation expenses, baffled productivity for hospitalist and hospital staff during the recruitment process, headhunter fees, and revenues lost during