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Overview
AMN Healthcare is an American company that provides medical staffing services. The company addresses strategies and crises that require increased qualified medical personnel. The organization promotes improvement in healthcare: school segment, financial segment, leadership and qualifications, and educational segment. The company was founded in 1985 and started simultaneously: the first traveling nurse was Doris Ward. Gradually, the company expands its reach, first at the state level and then spreading throughout the country. In the mid-2000s, the company grew and improved its human resources network with PROs. Over the last decade, AMN Healthcare has acquired several smaller companies, which have improved its leadership and human resources strategies.
AMN Healthcare has a typical structure: CEO Susan Salka, with a board of directors. The next level has divisions responsible for different goals: CIO & Digital, Talent, Allied, Locum Tenes, and many others. At this level, Jeffrey Knudson (CFO) is in charge, reporting to the following two significant branches: Enterprise strategy and Finance. AMN Healthcares mission is to use the best talent and ideas to help healthcare organizations optimize their operations (AMN Healthcare, 2022). In addition, the organization focuses on the need to empower every employee. The companys vision is to innovate the organization and successfully orient it toward the right health care goals. The company adheres to various values: respect, trust, customer focus, passion, continuous improvement, and innovation.
Strategic Planning
The planning starts with a grounding phase, in which the coordinators explain the solutions that would be beneficial to the company. In addition, the coordinators listen to the proposals of the future project participants. In a second phase, an evaluation of the environment takes place: it will be carried out with the involvement of several groups (Ebender & Smith, 2015). The care specialists and allies (nursing staff) are assigned the implementers sent to the segment to be changed. It is important to involve IT specialists who can optimize the search for employees. In addition, they will be given the role of creating intelligent tools to transform the analyzed environment. In addition, point managers, change control and tracking volunteers, and support from partner companies will be involved.
The planning stage will take about a month: during this period, the coordinator assesses the degree of preparedness of the parties involved, propose new mechanisms for managing human and other resources, and lay down strategic goals. It is worth noting the number of potential resources: they will consist of medical personnel (care specialists and allies), the management and optimization segment, as well as from financial investments. It is vital to leverage monetary resources as rationally as possible, as they may be needed to expand the skills of the focus organizations staff (Rasouli et al., 2020). It is a comprehensive stage consisting of formulating questions, finding answers, and specifying the steps to be taken. At this stage, the coordinators also establish the criteria for measuring the result: for example, whether enough volunteers are involved in evaluating changes; how often after optimizing the search, customers turn to the companys services.
In the last two planning phases, reserved for communicating the vision of the future and responsibility for change, the coordinators have the most crucial role. Their primary task is to create small groups and lay down the idea of what the outcome should be. It is essential to find implementation support and move quickly into change (Ebender & Smith, 2015). If optimization was laid down it should be started the day after approval, and the first results should be evaluated in 1.5 months. If it was required to develop evaluation plans for implementing a new program the results could be obtained in 2-3 weeks. The managers of the first level and regional coordinators will make the final decision.
References
AMN Healthcare. (2022). Our core values. AMN Healthcare. Web.
Ebener, D. R., & Smith, F. L. (2015). Strategic planning: An interactive process for leaders. Paulist Press.
Rasouli, A., Khoonsari, M. H. K., Ashja, a. S., Saraee, F., & Ahmadi, F. Z. (2020). The importance of strategic planning and management in health: A systematic review. Journal of Health Management and Importance, 7(1), 1-9.
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