The complexity and requirements of contemporary human resource management pose great challenges for those working in the health sector – but they also offer opportunities.
The emerging generational change, increased competitive demands, legal requirements, shortage of specialists and financing aspects represent just a few examples of the challenging framework conditions in hospitals. When the gap between revenues and costs widens and at the same time minimum staffing limits have to be met, this often requires creative solutions in personnel management. Especially in structures that cannot be changed spatially, good and sensible processes are needed.
At first glance, a hospital doesn’t have much in common with New Work. At second and third glance, however, you can see that some approaches have already been established for years. Part-time models are already the order of the day in some facilities, even at management level. Nevertheless, there is much need for development, especially in the medical sector. Drivers such as digitization are creating new opportunities and making jobs more attractive.
At first glance, a hospital doesn’t have much in common with New Work. At second and third glance, however, you can see that some approaches have already been established for years. Part-time models are already the order of the day in some facilities, even at management level. Nevertheless, there is much need for development, especially in the medical sector. Drivers such as digitization are creating new opportunities and making jobs more attractive.C62
Major restructuring measures in clinics are closely monitored by politicians and the general public and require a great deal of sensitivity. The focus is on securing hospital locations and the associated health services, but also jobs for the population.
Our consulting services include the preparation of social plans, the transfer and release of personnel, the short-term takeover of personnel management as well as support in reorganization and restructuring measures.
We always keep an eye on implementation options – that’s what Oberender stands for: no fantasies, but realistic recommendations, which we help you implement if you wish.
Personnel requirements and personnel deployment planning
Human resources work in healthcare facilities makes an enormous contribution to the satisfaction and stability of managers and employees. It has a very sensitive effect on internal and external stakeholders and shapes a large part of the corporate culture in addition to the executives. Optimal processes, staff deployment times and clear task profiles play a decisive role in smooth operations. Duplication of work, working time violations and conflicts occur frequently and represent only a few disruptive factors in day-to-day business.
The core of our service is, for example, the personnel extrapolation or determination of personnel requirements, DRG refinancing, taking into account the special features of the facility. We offer appraisal and new design. We also develop competence and requirement profiles. Our consulting services also focus on the creation of job descriptions including evaluations, workplace assessments as well as the analysis and redevelopment of working time models and management systems.
We are also happy to assist with the introduction or implementation of new HR systems. In doing so, we support both in the selection of the appropriate system as well as in the migration, for example in the definition of newly created processes.
Meeting future challenges: This means balancing both the needs and requirements of the company and (potential) employees. Sustainable personnel development makes an enormous contribution to employer attractiveness and thus to the recruitment and retention of personnel.
We offer competent support in the following areas, among others:
It is often worthwhile to scrutinize previously collected and reported personnel key figures and to elicit the knowledge gain for the management. In addition to economic and qualitative aspects, hospitals today should also collect and evaluate key figures for personnel recruitment and retention.
That’s why we focus our cooperation on the assessment of personnel controlling instruments, the development and integration of further suitable instruments, helpful benchmarking and the development of a continuous reporting system.
Finding, hiring and retaining good personnel costs enormous human and monetary resources and is a more than demanding task. High premiums have exorbitantly intensified the war for talents for well-trained personnel in the past.
Our consulting services in the area of personnel recruiting focus on the assessment of the existing recruiting process, the identification of potentials and suitable recruiting channels and the support in personnel selection.
Especially in change processes, accompanying coaching is an effective tool. Due to the decades of practical experience of our experts in the field of personnel management and leadership, we often know and recognize quickly “where the shoe pinches” and are happy to support you in determining and developing your individual strengths and potentials.
We are happy to offer short-term coaching as well as long-term support. We are happy to work with individual managers as well as with (interprofessional) teams.
In our cooperation, the goal is not quick “quick wins”, but a long-term strategic realignment of your hospital. Nevertheless, during the analysis and observation of a hospital, ideas for further optimization often arise, which we are happy to examine more closely in parallel.
In personnel management, our project methodology follows your requirements. Fixed milestones, such as supervisory board meetings or the specific request for an expert opinion, give us the time frame. As a rule, a joint project takes about 6 to 9 months – depending on the client’s communication and decision-making channels. In order not to produce expert opinions for the garbage can, the following phases have developed from experience:
In the joint kick-off, we concretize the objectives and clarify the project approach with the management. You provide us with the most important key figures from your company, i.e. from personnel controlling, so that we can carry out a data analysis.
In workshops and individual interviews with those responsible from the departments and in the course of on-site inspections, we clarify wishes and development opportunities. Interactively, we discuss operational obstacles in the individual areas. It is important for our experts to turn those affected into participants. We are happy to use methods from systemic coaching for this purpose.
We present developed concepts and optimization proposals to the relevant committees. We also take employee representatives, such as the works council, into account. Beyond the pure conception, we stand closely by your side in the implementation of the adopted measures.
Meeting the demands of professional hospital management requires important core competencies and deep insights into the market as a whole as well as into individual departments. Since Oberender AG is entrusted with the management of hospitals throughout Germany, we know the implementation probabilities and know exactly which concepts not only sound good on paper but are actually feasible. Further experts, our own databases and a deep knowledge of the structures in the hospital market are of course part of our cooperation.
Our team is interdisciplinary and interprofessional. The individual experts have many years of strategic as well as operational experience.
The Oberender Research Institute collects, analyzes and validates data from our projects and mandates. This results in studies on individual issues.
Our teams of experts work closely together to incorporate specific know-how into the project. Our process unit, for example, is often involved.
With our expertise, we won’t give you pretty pictures, but strategies that can be implemented to make your hospital fit for the future.
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