Saudi Hospital System

post has two assignments

1: Finances Healthcare

Order Description

Incorporate what you learned in your accounting and finance classes to estimate your required start-up funding and financial projections. Download the Excel budget template (file attached) and create a sample budget for one year that you will take to a commercial lender when applying for a start-up loan for your business. You may request a start-up loan in the amount of $0 to $500,000, but the loan can be for no more than $500,000.

Assignment is based on the creation of a Pain Management facility that offers interventional procedures like: Epidurals, Nerve Blocks, Intrathecal Pain Pump Implants and Spinal Cord Stimulators, etc **
(Please research this type of business)

Excel (budget) portion of assignment:

Download the Budget Template that has been provided to you. You will notice that the 12 months of the calendar year have been inserted for you, as have the categories of Revenue and Operating Expenses. Prepare a 12-month annual budget by doing the following:

1. Under the Revenue section, list the payers from whom you will receive revenue. For ease of developing this budget, list no more than five payers. For example, this may include sources such as Medicare, Medicaid, and other—from which other payer groups will you receive reimbursement? PAYERS: Medicare, Tricare, Sharp Rees-Stealy, Sharp Community Medical Group, Scripps Coastal Clinic

2. Under the Operating Expenses section, review the list of expenses that has been provided to you. Delete any expenses that will not affect your business and add any additional expenses line items that you believe are needed in your type of business.

3. Be sure to NOT delete the Loan Payment line item, as this is the amount of money that you will pay back towards your loan each month. Assume that the loan is received on January 1st and the first loan payment is also due in January.

4. Insert numbers for each month for all line items. How much revenue do you expect will come in from each payer source each month and what will be the total revenue for the month? How much money do you believe will flow out of the business in the form of expenses each month and what will be the total of all expenses? Be sure to use Excel to total all rows and columns. Be realistic here! Conduct external research, as needed, to determine what figures should be inserted for each line item. For example, if you start a two physician medical practice that also employs one nurse, one medical assistant and an office manager, what would be the total salaries for all of these individuals? The annual salary figure for each individual must then be divided by 12 (for 12 months in a year) to determine your monthly total salary expense. PRACTICE WILL START WITH: 1 Physician, 2 Physician Assistants, 1 Procedure Technician, 2 Medical Assistants, Office Manager, 1 Billing, 1 Back Office Assistant, 1 New Patient Coordinator, 1 Procedure Scheduler, 1 Front Desk Receptionist.

5. Using the Excel features, build a formula for the Net Income/Net Loss row to see if you will be earning a profit or a loss for each month of the first year.

Narrative portion of assignment:

Prepare a two-page paper summarizing your financial needs and discussing any assumptions or limitations of your budget. Be sure to also address any unexpected things that might occur (downturn in the economy, policy or legislative changes to insurance, etc.). This written narrative will be given to the commercial lender in support of your application for the loan, along with your pro forma Excel budget.

LEVEL 2
Points Possible: 35
15 for complete Excel start-up budget showing revenue, expenses and net income or net loss
20 for written narrative to accompany budget when applying for start-up loan

2: Saudi Hospital System

Order Description

Organizational Change and Workforce Management

Saudi Hospital System (SHS, a fictitious organization) has been facing many serious issues including leadership problems, staffing deficiencies, and financial hardship. Challenges include:

• High staff turnover, which doubled to 20% in the past two years, is expected to rise.
• SHS is in the process of implementing complex and expensive multi-year healthcare information systems such as Electronic Health Record and other critical-need clinical information systems.
• SHS is facing significant competition from other local healthcare facilities.
Last year, a new Chief Executive Officer (CEO) was hired. He identified the current organizational culture as apathetic, leaderless, and resistant to change. He also noted that the staff was under stress, resisting teamwork, accepting mediocrity, and compromising patient safety values and industry best practices. The CEO noted that critical human resources functions were broken and that financial performance was suffering. He attributed this to a variety of process issues as well as to the lack of focus on the core business of patient care.

In response, he decided to implement the following strategies:

• change the organizational culture
• improve human resources and workforce practices and outcomes
• ensure the organization’s solvency and financial viability in the long run
• cut costs across the board, including implementing a labor-reduction strategy (salary and benefits), with an aggressive timeline to turn around the financial bottom line.
Within a few months after these strategies were implemented, the SHS started to show less of a financial loss and seemed to stabilize financially. The morale of the staff, however, took a significant hit in the wrong direction. Staff turnover increased as the sense of job security decreased and as an increasing number of valued and critical staff in all areas left. Soon, SHS experienced an increase in patient complaints and lowered customer service, with signs of impact on clinical patient outcomes.

Now the CEO wants to create a dynamic long-term organization and human resources strategic plan to put SHS on the right track. To formulate and implement this plan, the CEO hired a well-known consultant who is tasked with performing a system-wide organization and human resources assessment.

Within the scope of this assessment is the development and formulation of a multilevel strategic program. This new program is to be implemented system-wide with the goal of helping SHS leaders to understand the link among finances, employee morale, human resources functions, and patient satisfaction. The end goal of this assessment is to create a culture of accountability; to shift the culture to one of services after two years; to attract, hire, and retain quality staff; and to implement best practices in workforce management.

Assume that you are the consultant whom the CEO hired to do this assessment project. Your main task is to identify the key components involved in changing the organizational culture and to identify the steps needed to generate sustainable change. Here are the deliverables that the CEO wants to see from you:

1) Develop a comprehensive organization and human resources strategic plan. The plan has two major sections: Organization Development and Human Resources. The CEO expects you to create your plan using benchmarking and by integrating human resources and organization development best practices from other healthcare organizations, as well as from other industries.

2) The Organization Development section will address the following items:

• Workplace communication
• Motivation
• Conflict Management.

3) The Human Resources section will address the following items:

• Organizational and human resources systems that need to be in place to effect positive organizational outcomes
• Performance management system
• Process of training and development and the contribution to the organization’s bottom line
• Key action steps required to develop the plan.

Healthcare