Question

Chapter 20 Real World Cases; review the real world case 20.1 within the Health Information Management and Technology: An applied approach (Sayles & Gordon)

Answer the following questions regarding each case. Be sure to support your answers with detail responses.

Background

?A busy HIM supervisor with a limited understanding of what a release of information (ROI) specialist does was asked to make a hiring decision for the position at his hospital. A bright woman interviewed well, her references checked out, and she was hired. The new employee participated in general hospital orientation. In a rush to get the employee started, she was given a brief introduction to the job. The normal high-volume of requests for information continues over her first three months on the job, but the processing rate slowed dramatically. Complaints came in to the HIM superviosr's manager. During her 90-day probationary interview, the new employee was given a written warning to speed up. She complained that she did not recieve the same training on ROI processing procedures or systems as provided to other staff. She threatened to file a grievance then abruptly quit. A job opening notice is once again posted.

1. Briefly, outline what went wrong in this scenario. Name at least three areas of concern.

2. What roles could job analysis and job description play in a scenario such as this?

3. What training recommendations can you make for this unit to avoid repeating history with the next hire?

Answer 1

1. In this scenario, the HIM supervisor has limitted information about ROI. So when she hired a new staff, failed give proper orientation . The main areas of concern that went wrong are

- failure to provide appropriate hospital orientation.

- No proper information given to staff about her job, how to work in certain situations and what are her responsibilities etc.

- Failure to provide a preceptor to the new staff. If provided, she might have get information about the routiine work of that particular department.

2. The job analysis covers such key areas as the purpose or reason the job exists, job location or setting, and qualifications in terms of skills and knowledge necessary to complete the tasks. Once you have completed your job analysis, you are ready to develop your job description, which outlines a position’s responsibilities and requirements. In this case job analysis and description at very important role. It help thenew employees to under about their roles, duties and responsibilities.

3. To avoid further mistakes, as a supervisor, can make many changes

- when a new employee comes to the unit, provide the job description and responsibilities .

- Allow the new staff to learn the routine work of the department

- provide her a preceptor, so that they can easily familiar with the correct works following in the unit.