Healthcare Performance Management Plan Essay Sample

The National Healthcare Centre of Urological Diseases and Transplantation will look for feasible ways to foster and actualize its goals and objectives. This will be done through correct techniques to ensure success of the organization. To achieve this principle, the organization will recruit and work with individuals with similar interests. For it to become a successful organization the human resource department ought not to hire individual just on credentials on their resume, but on their personality and ability to serve whole heatedly. This gives the organization the strength and competitive advantage to survive in a competitive business world.
During hiring for the National Healthcare Centre of Urological Diseases and Transplantation, prospective candidates shall be asked to display their hands on skills and knowledge about kidney disease and community service (Smith, 2008). This ensures that only the best and most reliable candidates are hired. Similarly, the organization holds high the process of internal hiring as a method of promoting members who have increased their education, learnt a new skill or shown exemplary display of skills to deserve a more challenging assignment. Internal hiring may also a closer check on interns and volunteers when a vacancy opens up in due course.
Rigorous and continuous training of staff on emerging issues will equip staff with relevant knowledge in the field. This is a priority for Healthcare Centre of Urological Diseases and Transplantation in its continued growth. Promising talent will learn how to deal with clients who may not afford to pay their medical bills but have to get treatment. Communication plays a major role especially in ensuring success of healthcare organizations. Well framed communication channels also provide employees with information whenever they need it (Levoy, 2007). This is a priority for any healthcare organization to achieve quality in performance. Just as the relationship between the organization and clients is important, the relationship between the organization and employees is of significant interest.

Strategies for employing and retaining top talent at Healthcare Centre of Urological Diseases and Transplantation:

Technology enhanced resume screening and selection
Simulations to gauge specific job related abilities and skills
Sufficient motivation to employees
Proper training in trending and upcoming strategies
Quality assessment to evaluate effectiveness of plans
Employee retention is one of the difficult tasks any human resource department can face in execution of their duties. The Healthcare Centre of Urological Diseases and Transplantation will provide a specific framework for employees to work with no pressure so they can deliver their best and remain relevant in the organization (Smith, 2008). Long serving employees are motivated for their unrelenting services and successful employees awarded for their selfless service to patients and care givers around the clinic. This will raise the bar and act as a benchmark for incoming employees.
Empowerment will play a major role in the success of Healthcare Centre of Urological Diseases and Transplantation. This involves giving people the ability and authority to undertake certain activities on their own. For patients, families and community around the hospital frequent activities and meeting will yield important when formulating policies for empowerment. The basic idea is to ensure a rise in social, economic and spiritual lifestyles of all the stakeholders involved in the activity.
Patient empowerment for instance, ranks the patients high in service delivery. The facility will develop and design healthcare products and social care services inclusive of people in all classes of life to ensure people can take control of their healthcare needs. Empowered patients understand the condition of their health and how it affects their body. The patient may also participate with medical professionals in making informed decisions about their healthcare.
Patients, family members and community will understand why the patients need to adjust their lifestyle accordingly so as to manage their health condition. The patient will be free to ask questions to the professionals providing health care services (Levoy, 2007). They take responsibility for their health and will automatically seek professional help if they so require. Finally empowered patients will seek, evaluate and make use of information about healthcare whenever they get an opportunity.
Incorporating patients and families as advisors is an important aspect that leads to measurable improvements in quality and safety of care to patients. At Healthcare Centre of Urological Diseases and Transplantation patients and family relationships with the centre are vital. These relationships significantly reduce medical errors while upholding ethical practices in care giving.
Similarly, working with patients as advisors at organizational level helps bring the perspectives of the family and the patient on board in planning and delivery or health care. Subsequently, measurement and evaluation of the services can be done easily to establish falls and make better decisions. The advisors will give opinions about the hospital strengths and areas where improvement is required. They will also give feedback on practices and policies of the hospital and how each impacts on their wellbeing. In return the hospital will realize how to provide better services to clients. Better services in areas such as: better health outcomes, reduced errors, reduced risk of malpractice, employee satisfaction, improved financial performance among many others.

References

Empowerment in policy and practice | Practice | Nursing Times. (n.d.). Retrieved from http://www.nursingtimes.net/home/specialisms/infection-control/empowerment-in-policy-and-practice/200858.article
Levoy, R. P. (2007). 222 secrets of hiring, managing, and retaining great employees in healthcare practices. Sudbury, MA: Jones and Bartlett Publishers.
Patient and Family as Advisors | UW Medicine. (n.d.). Retrieved from http://www.uwmedicine.org/uw-medical-center/patient-resources/patient-advisors
Smith, K. (2008). The recruiter's hiring secrets: For getting a job in the healthcare field. S.l: s.n.