2023 State of HR in Healthcare

Insights and Trends for Practice Owners & HR Professionals in the Healthcare Industry

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Overcoming HR Pain Points in the Healthcare Industry

At HR for Health, we are committed to helping healthcare organizations of all specialties and sizes navigate the complex and constantly evolving landscape of HR management and compliance. To better understand the challenges and trends shaping the HR landscape in healthcare, we conducted a comprehensive survey of over 1,500 key decision-makers across a diverse range of specialties, including dental, medical, chiropractic, optometry, physical therapy, and veterinary.

Our survey covered a wide range of HR topics, from compliance and employee claims to employee handbooks and policies. By gathering data from such a diverse group of healthcare organizations, we were able to gain valuable insights into the unique challenges facing different healthcare specialties, as well as identify common themes and trends across the industry.

As a result of our survey, we are able to offer customized solutions that are tailored to the specific needs of each healthcare specialty. Whether you are a dental practice looking to stay compliant with changing regulations, a chiropractic clinic dealing with employee claims, or a veterinary clinic seeking to improve your employee handbook, we have the expertise and resources to help you succeed.

In the following sections, we will delve into the specific findings of our survey and provide actionable insights and solutions to help healthcare organizations improve their HR function, streamline their operations, and stay compliant with HR laws and regulations.

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A Deeper Look Into the Data

Now that we have introduced our survey and the diverse group of healthcare specialties we have gathered data from, it's time to dive deeper into the findings. Our survey covered a wide range of HR topics, from compliance and employee claims to employee handbooks and policies, and we have uncovered some valuable insights that can help healthcare organizations of all specialties and sizes improve their HR function and stay compliant with HR laws and regulations.

In the following sections, we will take a closer look at the data and provide actionable insights and solutions for each healthcare specialty. We will highlight the most pressing HR issues facing each specialty, as well as provide recommendations for how healthcare organizations can address these challenges and improve their HR function.

We believe that by leveraging the data from our survey and applying our expertise and resources, healthcare organizations can streamline their HR tasks, reduce the risk of costly compliance issues and employee claims, and free up valuable time and resources to focus on patient care and practice growth.

So let's dive into the data and discover how healthcare organizations can improve their HR function and thrive in today's competitive healthcare landscape.

Falling Short on Compliance

In our survey of over 1500 key decision-makers across a range of healthcare specialties, we found that 35% of respondents felt that their practice fell short of state and federal policies for compliance. This is a concerning finding, as falling short of compliance requirements can result in costly fines, legal fees, and damage to the reputation of the practice.

Compliance requirements can be complex and ever-changing, and it can be challenging for healthcare organizations to stay up-to-date with the latest regulations and requirements. Failure to comply with these regulations can result in a range of issues, from employee claims and disputes to audits and investigations by regulatory agencies.

At HR for Health, we understand the importance of compliance in the healthcare industry, and we offer a range of solutions to help healthcare organizations stay compliant with HR laws and regulations. From compliance audits to customized policy creation and ongoing education and training, we can help healthcare organizations of all specialties and sizes stay up-to-date with changing regulations and avoid costly compliance issues.

We believe that by partnering with HR for Health, healthcare organizations can reduce the risk of costly compliance issues and free up valuable time and resources to focus on patient care and practice growth. Our solutions are tailored to the specific needs of each healthcare specialty, and we work closely with our clients to ensure that they are receiving the support and guidance they need to stay compliant and successful.

How Employee Handbooks Are Created for Healthcare Practices

In our survey, we found that 41% of respondents identified tardiness as their biggest employee issue. Tardiness can be especially problematic for healthcare organizations, where efficient and timely patient care is crucial. Delays caused by tardiness can result in longer wait times for patients, longer hours for staff, and ultimately, impact the quality of care provided. In some cases, tardiness can even result in patients missing appointments or needing to reschedule, which can further disrupt workflows and impact patient satisfaction.

Moreover, tardiness can also disrupt the schedules of other staff members, which can lead to a domino effect of delays and inefficiencies throughout the practice. Healthcare organizations are often fast-paced and require a high level of coordination and collaboration between staff members. Tardiness can disrupt this coordination and create a ripple effect of delays and inefficiencies that can ultimately impact patient care and satisfaction.

At HR for Health, we understand the impact that employee tardiness can have on healthcare organizations, and we offer a range of solutions to help organizations reduce tardiness and improve their HR function. One solution that has proven effective is our time clock, which sends alerts to your phone and reminds employees of policies when they clock in too early or too late.

Our time clock is a powerful tool that can help healthcare organizations stay on top of employee tardiness and reduce the risk of delays and disruptions. With our time clock, employees can clock in and out quickly and easily, while supervisors can monitor employee attendance and receive real-time alerts when employees clock in too early or too late.

Independent Contractors? Are you Sure?

We also found that 69% of respondents classified associate doctors as independent contractors. However, the classification of associate doctors as independent contractors can be a legally complex issue, and healthcare organizations must ensure that they are classifying their workers correctly to avoid costly compliance issues.

While there are some situations where it is appropriate to classify an associate doctor as an independent contractor, such as when they have a high level of autonomy and control over their work, the classification can be problematic in many cases. The IRS and state agencies have specific criteria for determining whether a worker is an independent contractor or an employee, and misclassifying workers can result in costly fines, back taxes, and legal fees.

At HR for Health, we understand the complexities of worker classification in the healthcare industry, and we offer solutions to help healthcare organizations stay compliant with HR laws and regulations. From compliance audits to customized policy creation and ongoing education and training, we can help healthcare organizations of all specialties and sizes stay up-to-date with changing regulations and avoid costly compliance issues.

Becoming Self-Sufficient

In our survey, 31% of key decision-makers across a range of healthcare specialties reported that it takes longer than 30 days for their employees to become self-sufficient at their jobs. This can be a significant financial burden and headache for healthcare organizations, as it means that new employees require more time and resources to get up to speed, resulting in decreased productivity and increased costs.

The healthcare industry is fast-paced and constantly evolving, and it is crucial for employees to become self-sufficient and productive as quickly as possible. Delayed productivity can result in delays in patient care, decreased revenue, and increased stress and frustration for staff members.

That's why we offer customized training and onboarding solutions designed to help healthcare organizations of all specialties and sizes get new employees up to speed quickly and efficiently. Our solutions can help healthcare organizations reduce the time and resources required to onboard new employees and improve overall productivity and efficiency.

Do You Pay For Working Interviews?

A scary trend we uncovered across a range of healthcare specialties is that 21% of respondents reported conducting working interviews without paying the interviewee. However, this practice is illegal under federal and state laws and can result in costly fines and legal fees.

A working interview is a common practice in the healthcare industry, where an employer may ask a job candidate to perform job-related tasks as part of the interview process. However, under federal and state laws, any time an individual performs job-related tasks for the benefit of an employer, they are considered an employee and must be paid at least minimum wage for their time.

Failing to pay interviewees for working interviews is not only illegal but can also damage the reputation of the healthcare organization and make it difficult to attract top talent in the future. It can also result in costly legal fees and fines, as well as damage to the organization's reputation.

At HR for Health, we understand the importance of complying with HR laws and regulations, and we offer solutions to help healthcare organizations stay compliant with these laws. From compliance audits to customized policy creation and ongoing education and training, we can help healthcare organizations of all specialties and sizes stay up-to-date with changing regulations and avoid costly compliance issues.

Partner with HR for Health:
The Best HR Solution for Your Practice

From compliance issues to employee claims and disputes, tardiness, and onboarding and training, we have uncovered a range of HR issues that can impact the success and profitability of healthcare organizations.

At HR for Health, we understand the complexities and challenges of the healthcare industry, and we offer solutions to help healthcare organizations streamline their HR tasks, reduce compliance issues, and improve productivity and efficiency. Our solutions are tailored to the specific needs of each healthcare specialty, and we work closely with our clients to ensure that they are receiving the support and guidance they need to succeed.

By partnering with HR for Health, healthcare organizations can free up valuable time and resources to focus on patient care and practice growth, reduce the risk of costly compliance issues and employee claims, and create a more efficient and productive workplace for their staff.

We believe that the insights and solutions presented in this survey can help healthcare organizations of all specialties and sizes improve their HR function and thrive in today's competitive healthcare landscape. We encourage healthcare organizations to take action and leverage these insights to improve their HR function and enhance their overall success.

35%

35% of respondents felt that their practice fell short of state and federal policies for compliance.

41%

41% of respondents identified tardiness as their biggest employee issue.

69%

69% of respondents classified associate doctors as independent contractors.

31%

31% of key decision-makers across a range of healthcare specialties reported that it takes longer than 30 days for their employees to become self-sufficient at their jobs.

21%

21% of respondents reported conducting working interviews without paying the interviewee.