As doctors are put into hospitals to keep patients alive and healthy, Hospital Administrators are put in hospitals to keep the facility alive and healthy. The day- to- day job of a Hospital Administrator is rigorous and detail oriented. He or she was chosen to keep the hospital operating efficiently, within budget while keeping many parties happy at the same time. Hospital Administrators work long and odd hours, possibly even coming in on call to resolve and issue they may not be able to wait.
As doctors are on call for their patients’ problems; Hospital Administrators are on call for the entire hospitals problems (The Princeton Review, 2013). The services that the Hospital Administrator provides are numerous; however, three vital services include: employee evaluations, public relations, and program development. Workforce roles within the public relations service includes: appearing at professional conventions and meetings as the face of the facility, appearing at public events as the spokesperson of the facility, and facilitate interaction with the hospital and the community (Wolfe, 2013).
Workforce roles within the program development service include: development of new methods of treatment for the facility, engaging in new techniques, and possibly helping develop new managerial structures to help increase performance (Wolfe, 2013). Program development starts with identifying a problem either for the patient or the provider and coming up with a solution to resolve the problem. Employee evaluations are a vital service to the hospital because they administrator works long and hard at recruiting, interviewing, and hiring the best employees to help the facility grow.
The workforce roles within employee evaluations include: orientation, training, feedback, and appraisal (Mayhew, 2013). The administrator orients new employees with their job description, provides all the necessary tools to new and existing employee to do their jobs, and give tasks that fit to each employee to maximize his or her potential. Within the role of training the administrator identifies new employee’s personality and capabilities and may delegate training of day-to-day tasks to an existing employee with high marks.
The administrator is also responsible for constantly developing each employee’s skills to maximize potential and keep to date with standards (Mayhew, 2013). Within the role of feedback, the administrator gives constructive feedback (whether good or bad) on a regular basis. The administrator is also responsible for supporting and counseling employees and addresses any performance issues as they arise.
Finally, within the role of appraisal under evaluating, the administrator has to acquire the ability to rate the employees according to the job expectations and standards. Over time the administrator must constantly observe and assess employees whether new or existing, from nurses to doctors and assistants (Mayhew, 2013). Administrators must always be encouraging and pushing each employee to achieve his or her individual goals, so that the organization’s goals are always met.
The impact of the Hospital Administrators services and roles to the hospital are tenfold. The organization depends of the administrator to always put the facility first when in the public eye. Any public mishaps by the hospital administrator could have a negative impact on the entire facility. The organization depends on the Hospital Administrator to keep interaction with the community and relay solutions to any problems that may arise (Wolfe, 2013). The service of program development also impacts the hospital either positively or negatively.
The organization depends on the administrator to keep ahead of development and always think outside the box for new innovative ideas from medical treatments all the way to managerial structure to improve the performance of the organization as a whole. Finally, the organization is dependent on all of its employees to function and is very dependent on the administrator not only to hire the best employees, but also retain the employees, and evaluate the employees as necessary to keep them functioning at their highest capacity (Wolfe, 2013).