Human resource management for solo and small group medical practices

This article provides an approach to the recruitment and selection of staff with a review of indirect cost and complements. In screening candidates, sensitivity to discrimination issues can avoid liabilities. Compensation and benefits should be structured to both attract and retain competent personnel. Performance management coordinates short- and long-term objectives, individual goals, and business objectives. Documentation of performance and grievance and appeal procedures are important tools for any practice. Use of part-time staff is a popular cost control measure.