Choosing the right piece of medical software such as EHR or practice management software can be hard enough, but it’s often made easier because you understand what your practice needs and doesn’t need in order to succeed. You might not be an expert in human resources (HR) but know you absolutely need to have something in place to track key employee needs and candidates, as well as automate some of the more tedious tasks.
That’s where we come in. We talk to hundreds of HR software buyers and narrowed those buyers down to ones who work for medical practices to find out the most common human resource challenges in healthcare.
Current challenges HR departments are facing in healthcare
Because the primary purpose of HR software is to help personnel to manage tasks like logging employee details, managing paperwork, compliance, and payroll, it’s no surprise to see things like “streamlining processes” as one of the top things medical professionals are looking for in HR software.
We’ve taken the most common pain points HR professionals in medical practices have when dealing with software and identified three key factors to consider when making your purchasing decision:
- Practices are looking for more automation to streamline common tasks and reduce errors.
- HR professionals are struggling to track payroll, benefits, and employee hours, so they are looking for software which feature ways to deal with these issues.
- Many practices find that their software doesn’t play well together and are looking for more seamless integration between their medical and HR software solutions.
We’ll dive into each of these with more detail below.
Automating HR streamlines key processes and helps reduce errors
One of the top human resource challenges faced by healthcare professionals is streamlining tedious processes such as managing employee records, compliance, employee payroll, and recruitment. As such, moving away from paper processes to more automatic processes is a key factor for many practices looking for new software.
And it makes sense. Every minute you or your employees spend searching through a filing cabinet for data when you could be using a searchable database is a minute that could be spent doing something more productive.
However, automating key processes doesn’t just save time—it will help eliminate frustration for both your HR personnel and your employees. If done manually, even the easiest tasks take more time and are prone to more errors.
Be on the lookout for HR software that boasts robust automation to make your entire process more efficient and productive, especially if you’re a smaller practice without a large HR staff.
Medical practices need robust tracking options from their HR software
One of the more common human resource challenges we hear from HR staff working at medical practices is that they struggle keeping up with candidate applications and important employee functions such as payroll, tracking hours, and benefits.
HR software enables staff to log their hours, mark attendance, and apply for leaves. Additionally, you can use this functionality with contract workers by exporting all the payroll to calculate payments.
We also saw that many practices are looking for ways to track applicants and job openings more easily. With applicant tracking, you’ll know where all your candidates are in the hiring process for whichever position they applied for. It also allows you to post job openings and store resumes.
Whether it’s helping employees track their time or tracking potential candidates through the hiring process, medical practices should be on the lookout for solutions that have much more robust tracking options.
Make sure your current solution integrates with any new HR software you purchase
Software is becoming more and more necessary for businesses to grow, so the odds of needing more than one type of software is increasingly likely. A common challenge businesses have is integration as they grow and acquire new types of software.
When making software purchasing decisions, you’ll need to make sure all your software plays nicely together, particularly when you’re trying to find solutions to your HR challenges.
When vetting new software, it’s important to talk to potential vendors to find out if the current practice management software you use has any financial integrations to the new system that is required to automate payroll. It’s especially important because you run the risk of double entries and poor data management with any new HR solutions you bring in-house if your software isn’t compatible, which will only hurt your business as you continue to scale.
When two pieces of software integrate correctly, you have access to much richer data when making key decisions. If you don’t take integration into consideration when purchasing software you will potentially lose data or have to pay extra money down the line to switch to a more compatible software solution.
Software can help solve your HR challenges
It’s important to identify which common human resource challenges are applicable to your practice, because this will put you ahead of the curve in your own search. But pain points are tricky to pin down because they’re often specific to your business, and only you know the challenges your medical practice faces.