Which of the following HR activities is NOT mentioned as part of physician practice management?

Real estate management is not typically considered a core function of human resources within the context of physician practice management. HR activities generally focus on managing personnel-related tasks such as recruitment, training, compensation, and performance evaluations. These aspects are foundational to maintaining an effective workforce and ensuring that all employees are well-equipped and evaluated for their roles in the healthcare setting.

Compensation involves determining salary structures and benefits for staff, which is a crucial responsibility of HR in attracting and retaining talent. Performance evaluation pertains to assessing employee performance and providing feedback, essential for employee development and organizational growth. Training is also a fundamental HR activity aimed at enhancing the skills and capabilities of staff members, ensuring they meet the evolving demands of the healthcare environment.

In contrast, real estate management falls outside the conventional HR domain, as it relates more to managing physical assets and facilities rather than human capital. This delineation clarifies why real estate management is the correct choice as not being part of the standard HR activities in physician practice management.