Case Study 11 - ROI

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School

William Rainey Harper College *

*We aren’t endorsed by this school

Course

220

Subject

Health Science

Date

Dec 6, 2023

Type

docx

Pages

Uploaded by ChiefPigeonMaster993

HIT220 Caste Studies 1. Decide what steps Martha should take to attract ROI candidates with stronger HIM backgrounds. Martha should do the external analysis to see how other facilities around hers are compensating for the same type of work. With this knowledge, she could determine if the money issue is not causing additional pushback for new HIM candidates. By interpreting information given to us, we can see that under-qualified personnel were being hired for ROIs position, and maybe it was due to the departmental budget that was being kept at the minimal. Certainly, HIT backgrounded person should be paid more than internal transfer form a different department. After external benchmarking, she should have a good idea of the salary and benefits for ROIs with HIM background to make this position attractive to future candidates. With the help of SWOT analysis, Martha could identify the weaknesses behind the lack in prospective candidates with HIT experience that could give her more insights with this issue. 2. Identified at least four key areas where the HIM supervisor could positively impact retention and select methods for that improvement. Provide proper HIPPA regulations training, seminars to overcome that lack in knowledge. Provide some background training in HIM department’s duties to make newly hired or transferred more accustomed by taking them on informational tours of that department. Provide a way of giving feedbacks on a daily basis for newly hired (and not only) by being available or by delegating more experienced ROI techs to be a chaperone until newly hired gets comfortable. Make more effort in simplifying this ROI position by, for example, doing flowcharts of daily processes that would be available for different ROIs scenarios. 3. Identify two other steps that Martha and/or the supervisor could take to improve retention for ROI tech. • Make all the effort to hire the proper amount of staff so that the newly hired would not be overworked or feel overloaded with backlogs. • As a team, Martha along with the superior could go over the job description of ROI to make any classification corrections to come with better design for that particular position. • Reevaluate their time, Martha’s and the supervisor’s, to see if they could use some of it for side-by-side training of the new techs and at the same time, it would give them the opportunity to discover any other reasons behind the issue of lack in ROI personnel.

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