All organizations strive for the highest levels of success
All organizations strive for the highest levels of success, a process that necessitates the involvement of all parties. The process's effectiveness is totally dependent on how the relevant bodies plan and execute everything. Furthermore, identifying the time frame for the change and allocating sufficient resources are crucial to the firm achieving its goals and objectives.
Role of Human Resources Department
Any organization's heart is the Human Resources Department. They play a critical role in ensuring that personnel and the organization as a whole function properly (Gashi, 2013). They should adopt good leadership abilities in order to ensure that everyone in the organization has an equal opportunity of survival and contribution. The healthcare sector embraces quality in all aspects. To make the process effective, they must go an extra mile through training of the staff and other relevant activities. Therefore, this analysis focuses on outlining a successful training and implementation program for a coding department in a healthcare organization.
Creating a team for implementation
Creating a team to implement the changes is the first step towards the process. The human resource must identify an eligible team that will undergo the training and help in making necessary changes. Additionally, the people involved in the entire process must be from the respective department (Hernandez, 2009). In this scenario, staff that code healthcare must be given top priority so that the entire process is a long-term success. However, selecting individuals from other areas is also imperative so that the entire organization is involved.
Outlining the problem and areas for improvement
The next step entails outlining the problem and citing areas where improvement is needed. By doing so, the human resource team can inform the staff that ICD-10 has been reviewed and it is imperative for them to undergo refresher training on the program. However, there should be focus on the specific areas that need to be reviewed considering that the entire program does not change.
Outlining the objectives of the training
Any training program aims at achieving a certain objective. Therefore, the third critical step in training and implementation is outlining why the training is crucial to the healthcare system. By outlining these objectives, the human resource team can make the relevant staff understand why the need to understand the new system.
Designing a change-oriented system
Every system that aims at achieving change must design a way through which the change is to be attained. The design system must address several factors such as problems likely to be encountered and the course towards achieving the stated objectives. By doing so, it gives the entire system a sense of direction because it is objective-oriented and ready to face challenges.
Conducting preliminary tests
For a system to be considered effective, carrying out preliminary tests is very crucial. Therefore, the human resource must design ways through which tests should be carried out to determine whether the new changes are effective (Sridharan & Nakaima, 2011). Moreover, the process should take place over a given period before the new changes are fully implemented. By doing so, it ensures quality in a way that loopholes are identified and gotten rid of in advance.
Developing an implementation plan
Before implementing a new system, developing a plan is imperative. However, the process only takes place after the new system has been tested and approved (Sridharan & Nakaima, 2011). Developing a good implementation plan must be done to ensure that no setbacks are encountered in the long run. Additionally, the plan should be easy, affordable, and must focus on the requirements of the healthcare organization.
Continuous improvement and periodic review
The greatest challenge faced in healthcare is maintaining quality standards. To solve this problem, most organizations embrace continuous improvement. Therefore, the healthcare system must design an ongoing improvement program to help in ensuring that the newly implemented program is a success. Periodic review is one of the ways that can ensure continuous improvement.
Establishing communication channels
Communication is essential to any organization that dreams of achieving short and long-term goals. A good healthcare system must provide a link through which all members can access information needed to make the organization progress towards achieving the set goals (Sridharan & Nakaima, 2011). Therefore, by establishing suitable communication channels, implementation of the new system is assured.
Putting it all together and conducting a final review
After all activities are undertaken independently, every requirement is put together so that the healthcare organization can have a full package of programs to implement (Sridharan & Nakaima, 2011). All the specific steps discussed above are combined to enable the team to have a step by step understanding of the entire process. Reviews are critical in every system. Therefore, the final step in implanting the coding program is reviewing all the specifications discussed earlier (Sridharan & Nakaima, 2011). A review is done by a team of professionals who focus on ensuring that everything discussed ultimately brings a positive impact to the organization. The process should be involving to make sure that all the associated parties are satisfied with the issues discussed.
Conclusion: ICD-10 Training Plan
Developing an ICD-10 Training Plan is very essential to the existence of a healthcare organization. However, the process can be effective only if the above steps are effectively drafted and implemented. Additionally, the team should prepare adequately for the training and implementation so that few setbacks are encountered. Dealing with arising setbacks should be done according to the regulations of the organization.
References
Gashi, R. (2013). Strategic Human Resources Management: Human Resources or Human Capital. Academic Journal Of Interdisciplinary Studies. Retrieved from http://dx.doi.org/10.5901/ajis.2013.v2n9p88
Hernandez, S. R. (2009). Strategic Human Resources Management in Health Services Organizations, 3e, 3rd Edition. [VitalSource Bookshelf version]. Retrieved from http://online.vitalsource.com/books/1133140998
Sridharan, S. & Nakaima, A. (2011). Ten steps to making evaluation matter. Evaluation And Program Planning, 34(2), 135-146. Retrieved from http://dx.doi.org/10.1016/j.evalprogplan.2010.09.003
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