In the intricate world of managing a dental practice, where precision and expertise are essential, dentists stand out as dedicated professionals committed to delivering optimal patient care. However, there’s a crucial aspect of practice management that often takes a back seat – the strategic coordination of human resources (HR).
Many dentists combine the roles of office manager and HR manager, which, although seemingly cheaper at first, can be costly in the long run. Despite their extensive medical education, dentists commonly lack formal training in management and strategic planning. Recognizing this gap is essential to acknowledge the tremendous potential for growth and success when dental practices embrace the specialized expertise of HR professionals.
In this blog post, we’ll explore why hiring HR is not merely a strategic move but a vital one for fostering the growth and success of your dental practices. By understanding the fundamental role that HR plays in aligning with the overall mission and vision of a business, we uncover the potential that lies in leveraging HR expertise for enhanced patient care and improved staff satisfaction.
Here are some important and complex functions that HR professionals take on for themselves, thus avoiding the piling up of duties that could otherwise be left for the practitioner to handle.
1. Strategic Planning and Management Education:
- Aligning HR functions with overall strategic goals.
- Participation in the development and implementation of a dental office’s strategic plan.
2. Regulatory Compliance:
- Ensuring compliance with ever-changing federal and state laws.
- Following the laws and regulations regarding nondiscrimination, sexual harassment prevention, employee benefits, occupational safety, and maintaining efficient compliance.
3. Recruitment and Employee Management:
- Writing clear job descriptions, recruiting, and retaining skilled employees.
- Providing appropriate training, conducting effective performance evaluations, and defining staffing requirements are critical tasks.
4. Mission and Vision Statements:
- Formulation of vision and mission statements for the dental practice.
- Following mission statements in hiring decisions and setting benchmarks for goals and behavior.
- Alignment of current and future employees with organizational values.
5. Organizational Strategy and Performance Metrics:
- Development of an organizational strategy consistent with the practice’s mission.
- Inclusion of short-term and long-term objectives, steps to achieve goals, and performance metrics in the strategic plan.
- Evaluation of team members based on metrics, setting incentives for performance, and establishing grounds for dismissal if standards are not met.
6. Differentiation in a Fragmented Industry:
- Defining what differentiates the dental practice from others in a fragmented industry.
- Incorporating differentiation based on patient service, satisfaction, and effective communication into performance standards.
7. Outsourcing and Contract Management:
- Careful examination of contracts, reputation investigation of management companies, and consultation with legal and financial experts.
- Analyzing potential challenges and considerations when selling a dental practice to a management company.
Entrusting HR responsibilities to outsourcing partners creates a safety net, freeing you from the intricacies of tasks outside your core expertise. As you relax knowing that specialized professionals are handling these aspects with precision, you gain the freedom to channel your energy into what you do best. It’s a strategic move that not only ensures efficiency in the delegated tasks but also grants you the peace of mind to focus wholeheartedly on advancing your expertise and driving success in your primary areas of proficiency.
If you found this article helpful, you can read more about dental practice management in our blog here.
