Healthcare Operations

Collect the knowledge you’ve gathered (Attached) and prepare a 10+ slide PowerPoint presentation as if you were presenting to your workgroup. Make sure you touch on a topic from each section and describe what things you would like to immediately implement. Your presentation should be APA formatted if outside research is cited and free from grammatical errors.

Gather your research from at least 2 sources, other than your textbook. Cite your sources. All submitted work should be free of grammatical errors.


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1. Company Analysis

Ways to improve healthcare outcomes and reduce cost through new technology

Automating common administrative duties: Automating common administrative duties eases the burden borne by clinical administrative staff and physicians alike, reducing burnout and allowing the focus to shift from paperwork to patients.

Scheduling Apps: Scheduling applications efficiently allocate human resources and allow organizations to meet their needs without resorting to expensive alternatives such as overtime and temp hires.

Managing Employee Accountability: Proper staffing has a direct impact on both costs and patient outcomes. Understaffing of employees can lead to overtime which leads to the extension of managerial staff to fill in the gaps. These options are significantly more expensive than paying for standard hours. Imputing the use of scheduling apps can be quite helpful & better organized & know exactly what their schedule is.

EHR aka Electronical Health Records: It is important to have HER because for one, it eliminates the use of paper. Too much paper can cause a lot of clutter & it’s very costly to have to keep buying paper. We are also hurting our economy by cutting down all these trees that we need for our future. With EHR, many systems have been connected, allowing for faster information transfers and more integrated and efficient care.

2. Pay for Performance


Employee Bonus Policy

Policy brief & purpose

Our employee bonus policy explains how our company distributes bonuses to employees. We want to reward employees whenever possible, since we all contribute to our company’s success with our hard work. This policy clarifies how we choose which employees to reward and how we calculate bonus amounts.

Who gets a bonus?

This policy applies to all regular full-time and part-time employees and employees with contracts of [one year and more.] Seasonal employees, interns and temporary employees with a contract of less than [one year] are not eligible for bonuses. We may modify this policy and our bonus plans at any time without notice. Only written promises of bonuses will be considered valid. If your manager or another executive (including the C-suite) verbally promises you a bonus, they cannot follow through unless they put it in writing and HR approves it.

Types of Bonuses

Our company rewards employees for outstanding individual performance, as well as their contributions that help us achieve company goals. For this reason, we award bonuses in three forms: Lump sum bonus. Year-end bonus. Incentive plans.

Lump-sum bonus: Our Company may award lump-sum bonuses (one-time bonus payments) to employees who show exemplary performance. We define “exemplary performance” as: Exceeding goals, either financial or nonfinancial. Performing additional duties from what is expected.

When managers know their team member deserves a bonus, they should send a formal written recommendation to their Department Head and HR, explaining how their team member showed exemplary performance. HR will: Review and approve recommendations with the input of Department Heads based on available budget.

Year-end bonus: Our Company’s policy gives the executive team the ability to decide on year-end bonuses for all employees. There are two conditions for this bonus: Our Company should have exceeded its annual financial goals. The board of directors must approve the bonuses. If these two conditions are satisfied, then our company will give bonuses to employees who: Are employed by our company on the day when the bonus must be paid. Have not announced they intend to resign either verbally or in writing. Have received at least satisfactory performance reviews. Employees who were employed by our company for the entire year will receive a year-end bonus payment of [10%] of their annual salary. Employees who are employed for at least [six] months will receive a prorated amount. Employees who are employed for fewer than [six months] will receive a [2.5%] bonus.

Bonus incentive plans: Our Company may set up incentive plans at the beginning of each year. These plans may involve: Incentive bonuses to encourage employees to achieve annual company financial goals. Department Heads are responsible for formulating these plans and setting specific goals.

3. Supply Chain Management

Under the supply chain management, a distribution business often transports a large number of products, and it is imperative that it avoids situations of stock out, whereby the stock becomes unavailable at the point of use, like in the case of Dr. Smith. Stock-outs can be very detrimental to the organization because they bring about short term losses in sales and can also bring about long term effects on issues associated with customer loyalty and attrition (Axsäter, 2015). For avoiding such a situation, it is vital to ensure that upon the sale of stock, there is need to initiate inventory procurement to see to it that the required items are not replenished in the stores. Also, avoiding such an unpleasant situation requires a properly functioning supply chain together with a systematic mode of managing inventory.

The first step is to understand the inventory. Inventory encompasses items from raw materials to finished goods. Unavailability of items that may seem insignificant has the potential of causing serious disruption in sales. In this regard, a good inventory management should ensure that all the required materials are packaged and that adequate estimation of all materials is made. In this way, it would be easier to uphold adequate levels of stock. The second step is to automate the process to ensure smooth operation. With the rising number of retailers and goods, workers who have become highly stressed find it hard to keep up with the pace. For this reason, automating the process will meet the demand ad ensure that automatic re-ordering is done when n stock falls below a particular threshold. Automation will equally estimate the delivery time to determine the next period f re-ordering.

The next step is to get right the Re-order threshold. In as much as forces of demand and supply is a primary concern when it comes to deciding the levels of inventory, a large number of organizations often provide disproportionate weight to it or even solely considering it. However, optimal inventory is dependent on several factors that include seasonal supply fluctuations, demand, and promotional campaigns. Proper inventory management should be flexible to adapt to methods that suit different circumstances. Effective forecasting is one method of ensuring optimal stock levels. On the same note, the use of big data analytics is important in not only predicting demand but also forestalling the replenishing periods of new orders.

The last step is to make use of a proactive inventory management system. A proper inventory management system is not just about the management of incoming stock inventory. It should be able to provide a range of proactive services, such as back-in-stock alters, out-of-stock alerts, shipment notification, internal back order adjustments, and so on. A god inventory system should provide real-time information to stakeholders; information relating to re-stock dates, location of the available inventory, out-of-stock units, and so on. These sorts of notifications woks to envision issues of stick outs and in the process makes it possible for managers to uphold their control over stock as well as the supply chain. Since inventory is a vital part of the business process, it needs to have a proper real-time monitoring to address any problem that may come up in the process. There needs to be a strong relationship and connection with the channel partners to ensure effective ordering.

4. Credentialing Providers

A medical professional must complete a credentialing application. They must have this done when they start at a new practice or change states. Modern credentialing reviews a host of different pieces of information for each medical professional, including:

Education and training



Specialty certificates


Career history:

Educational background/Credentials needed may vary. Some of which consist of either having a certification, practitioner’s license or education. In the United States, government agencies grant and monitor licenses; professional organizations certify practitioners. Certification can be either a prerequisite for licensure or, in some cases, an alternative. To get certified or licensed, practitioners must meet specific education, training, or practice standards. Being licensed or certified is not always a guarantee of being qualified.

All health care providers who are HIPAA-covered entities, whether individuals or organizations, must obtain an NPI number.

Depending on the state you are seeking to practice, credentialing requirements may vary. In the state of Florida for example: There are endorsements/Reciprocity if an applicant who has actively practiced medicine in another state for at least 2 of the immediately preceding 4 years; or an applicant who passed a board approved clinical competency exam within the year preceding filing the application. They also have to take an exam.

There is an application that needs to be filled out thoroughly to verify credentials. It is quite lengthy & you have to fill it out accurately & provide all and any necessary documents that may be needed. If you do not fill out the form accurately the process for the application can take longer. Once the application is submitted it can take anywhere from 3-6 months or more.

An onsite visit is part of the credentialing requirement for PCPs, OB/GYNs and behavioral health providers.

The provider’s place of business must meet certain requirements as part of the credentialing process. Some of the requirements are: Facilities/Environments to check for cleanliness, private restrooms for patient’s, waiting & treatment rooms clean & more. They also check for Office Operations such as checking to confidentiality policy for staff & process to identify and contact patients who miss appointments. They also check access to care for patients like Emergency coverage, 24 hours a day, seven days a week, Urgent medical care available within 24 hours, Adult base-line medical exam available within 12 weeks & Routine health maintenance care within four weeks.

The following types of facilities are credentialed:

Acute care hospitals, including critical care access hospitals, Acute rehabilitation hospitals Ambulance, Behavioral health facilities providing mental health or substance abuse services in an inpatient, residential or ambulatory setting, Cardiac rehabilitation services & Clinics, including convenience care clinics & many more.

The majority of facilities are credentialed.

5. Building a Personal Brand

Complex numbers are simpler when analyzed

Complex numbers are simpler when analyzed is my personal brand. Data nowadays is found in numbers and therefore analyzing it is very important. In statistics, collection of data can be challenging but most people prefer data collection to analyzing it. However, people have noticed this and are now venturing into data analysis me being one of them. For this reason, I have created a personal brand that will make me outstanding and will help people choose me for their companies when they need a data analyst, (Nolan, 2015). My personal brand simply states that I am a data analyst but in a way that people are going to be attracted to what I do. Numbers in most cases do not make sense by themselves but analyzing them gives them some meaning and one can get an assumption from them through data analysis and that is what I offer.

As we all know, there are very many graduates but the jobs available are limited. Employers need to find a way of knowing how to differentiate the qualities of the employees they need and as a person, having a personal brand is an added advantage. Having a personal brand will first of all make me outstanding and it will differentiate me from my competitors. I will help me have an added advantage compared to them and this will give me a better chance at pursuing my career and working in a place that I want to, (Brooks, & Anumudu, 2016). This is because, due to the scarcity of jobs, people are ending up pursing different jobs that are not in line with their careers but having a personal brand will give me a better chance of meeting my career goals.

The other way that personal branding can help guide my career goals is by enabling companies or people that are interested in my services to be able to see what I can do before even meeting me. Putting my personal brand out there is more advantageous to my career because I could be what a certain company wants but without branding myself I might not have that opportunity to work for that company, (Kozinets, 2017). Branding myself is a way of selling myself, showing the world what I can do and the king of skills that I possess. It will also help me get only the jobs that are in line with my career and therefore there will be no wasting time going for interviews that at the end of the day will prove useless to my career goals.

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