what are some assistance plans human resources for a health care administrator should have in the company's strategic plan?

The obvious ones (obvious to me, that is!) are

~~medical coverage for the employee, with buy-in possibilities for employee's family
~~vision coverage, as above
~~dental coverage, as above
~~psychological assistance, if not included in the medical coverage
~~detox and rehab services, probably limited to one round per employee
~~assistance for retiring employees at age 65 when transitioning to Medicare

Other tutors here may have additional ideas.

=)

In addition to the excellent list provided by Writeteacher you may want to add:

noncontributory pension
paternity leave
monetary car allowance for home visits
paid attendance at professional meetings
paternity leave
paid vacations
personal days
some type of reward system for outstanding work
secretarial help
private office for interviews with patients and help
time and a half or double-time for overtime
good patient professional ratio
recognition for outstanding employees

Your question was not clear if assistance plans are for the administrator or other employees.

When creating a strategic plan for a healthcare company, human resources should consider implementing various assistance plans for the benefit of the employees. These plans are designed to support the well-being and job satisfaction of the employees. Here are some assistance plans that could be included:

1. Medical coverage: Provide comprehensive medical insurance coverage for employees and allow them the option to extend the coverage to their family members. This ensures that employees have access to healthcare services without financial burden.

2. Vision coverage: Include vision benefits as part of the employee health insurance plan. This covers eye exams, glasses, and contact lenses, promoting good eye health among employees.

3. Dental coverage: Offer dental insurance to cover basic dental treatments, preventive care, and major dental procedures. Good oral health is important for overall well-being.

4. Psychological assistance: Ensure that the health insurance plan includes mental health services, such as counseling and therapy sessions. This can support employees' emotional well-being and help them cope with work-related stress.

5. Rehabilitative services: Provide coverage for detox and rehab services for employees struggling with substance abuse or addiction issues. Limiting the coverage to one round per employee encourages seeking help when needed.

6. Retirement transition assistance: Offer assistance to employees approaching the age of 65, helping them understand the process of transitioning to Medicare and providing resources to ensure a smooth retirement.

7. Noncontributory pension: Consider including a pension plan that does not require employee contributions. This can provide future financial security for employees after retirement.

8. Paternity leave: Allow male employees to take paid time off when they become fathers, promoting work-life balance and family support.

9. Car allowance: Provide a monetary allowance to employees who need to use their personal vehicles for home visits or work-related travel.

10. Professional development support: Allocate funds for employees to attend professional meetings and conferences, enabling them to stay updated with industry developments and enhance their skills.

11. Reward system: Implement a reward system to recognize exceptional work and provide incentives for high-performing employees, motivating them to continue excelling in their roles.

12. Secretarial help: Provide administrative support to healthcare administrators, such as a dedicated secretary or administrative assistant, to facilitate efficient workflow and organizational tasks.

13. Adequate staffing ratios: Strive for a good patient-to-professional ratio to ensure that employees have a manageable workload and can provide quality care to patients.

14. Time-off benefits: Offer paid vacations and personal days to employees, allowing them to take time off to rejuvenate and attend to personal matters.

It's important to note that the inclusion of these assistance plans would depend on various factors, such as the company's budget, employee needs, and industry standards. Conducting employee surveys or seeking input from a human resources professional can provide valuable insights into the specific assistance plans that should be incorporated into the strategic plan.