Task 1 Healthcare Compliance and Coding Management

The job description developed in accordance with the standards of the JCAHO should clearly mention the qualifications and competencies required for the job. This is an important requirement of the JCAHO standards where the health care organization is expected to derive the job description for each position on the basis of the care, treatment and services requirement for the entire organization. Since the organization may invite applications on its own or delegate the function to a third party, it is necessary that the job descriptions explicitly identify and define the competencies required for the position.

Today in the 21 century HR is the pipeline for every organization. However, when you think of HR you really done think about how import they are in an organization being able to reach their goals. In relation to Target, the HR department is continuously involved in helping the organization with their strategy and achieving goals. No as a Team Leader within Target I cannot emphasize enough how important the HR department is important. From helping with recruitment, employee retention, total rewards, performance management, while also taking into consideration employee law with ever decision or situation the HR department supports and give an organizations strategy the foundation for success.

The HR Department wears many hats and is most cases responsible for many areas: budget controlling, conflict resolution, training, employee satisfaction, cost saving measures, strategic planning, and of course the big one…the hiring of the “right “individuals. The hiring process needs to be an organized and well thought out set of procedures from identifying who will be needed to the hiring and training of that individual. There are many steps, some of which have legal ramifications, so the procedures need to be followed and reviewed to ensure that the procedures are not only capturing the best candidates but the procedures comply with all of the laws.

The hospital charge description master (CDM) or “Chargemaster” is extensive, containing separate and specific charge items and procedures for all departments providing patient services. In order perform a comprehensive hospital (CDM) for every item that is chargeable to be accurate, for hospital services and procedures.

First, it should serve employees. HRDM needs to establish and maintain harmonious relations between employees. It needs to design mechanism to protect employees’ benefits and maintain their legal rights. Also, it needs to help employees manage their career plan by providing guidance. Second, HRDM needs to be responsible for

Department Organization: This 358 hospital bed acute care facility. The HIM department is staffed with twenty one individuals who hold various positions. There is one with a RHIA credential, and two with RHIT credential. The other members of the department include Certified Coding Specialists (4), Certified Coding Associates (1), Birth Recorders (1.5), Clerks (2.2), Technicians (6), System Technician (1), Registry (.8) and Document Specialists (2.2) with many tasks shared among the entire team. The information flow begins with the patient discharge. A new chart is created for each discharge. The chart is assembled, coded and then analyzed by senior HIM Specialist for deficiencies. If the chart is complete the chart goes to the main file. If not, complete MD is notified.

Chargemaster is the electronic list of all the service, procedure and supplies that are charges to the patient for the service they get in healthcare organization. To provide quality of service, Price transparency and value-based care it need to be updated in a regular basis. At minimum, chargemaster should be updated in a quarterly basis but if there is need for the change, department may need to add or remove the charges and regulatory in flux demand updates (Pallardy, 2015).

HR liaise between management and employees to ensure that policies and procedures are applied fairly and consistently and interaction with the HR department is

A charge master typically is a file utilized by a large number of providers nationwide for creating patient charges including the outpatient services and supplies. The primary purpose of a charge master is to ensure accuracy of the patients’ records and analysis of services provided and the billing information. The Charge Master is unique in that it can directly impact the financial performance and efficiency of the hospital. Every healthcare facility, for the most part, has its own charge master to make the charge capture and billing process easier and efficiently. According to Malm (2016), a charge master consists of five essential components:

In order for goals to be accomplished, the HR department helps the entire organization work together so those goals can be adequately accomplished. The HR department makes sure the right candidates are brought in for job openings within the organization, and works with each employee to ensure he or she knows his or her duties and has the proper training on those duties. The HR Department evaluates employees to make sure he or she is fulfilling his or her duties and makes sure the organization is compliant with state and federal laws. If a business wants to be successful and effective, they must connect with the HR department as it will help the organization work together to accomplish goals because the HR Department ensures the

An HR manager includes many duties such as recruiting staff (Bureau of Labor Statistics, 2015). It includes conducting the interview with the potential employee if the manager gives them that task (Bureau of Labor Statistics, 2015). HR managers are very knowledgeable about the rules and regulations that face their company about employees (Bureau of Labor Statistics, 2015). They make sure these rules are being followed by all levels of staff members (Bureau of Labor Statistics, 2015). They are also responsible for employees getting the needed training to complete their tasks

HR also serves organisations by handling administrative duties such as payroll, supporting workplace safety and advising line managers regarding employee relations (Mayhew, 2014).

A human resource manager is responsible for employee compensation, recruitment, employee policies, and regulatory compliance. The positions is no longer simply administrative, human resources has become the heart of organizational culture. Human resources help companies make the best of their human capital by hiring intelligently, providing incentives towards retention and creating growth opportunities for the employees. If a company has successful human resource personnel the company stands

The role of the HRM department basically three: human relations, organization theory and decision making. Their responsibilities could be either individual, organizational or career development. And it has four basic implementation strategies: Acquisition, Development, Compensation and Maintenance.

The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the