According to Bookboon (2012) there are 5 golden principles of goal setting. Based on the case study by Layman. E. (2011) I will try and explain how these principles have been applied in the case study.
Clarity in the HIS department is a clear goal that is understood by all employees. Managers and directors of HIS should routinely and periodically asses work for alignment with current processes. Socioeconomic events, cultural shifts, new technologies, new and or revised regulations, accreditation and certification standards are some of the processes that should be monitored and clearly communicated so at make sure employees and management are operation on the same level.
A goal should be challenging yet achievable. One of the key expectations of the healthcare enterprises is the service orientation. The implementation of the Recovery Audit program under Section 302 of the Tax Relief and Health Care Act 2006 was a sudden change to the HIS department. It came with new tasks of receiving, reviewing, coordinating and tracking responses and appeals to queries and denials of Recovery Audit Contractors (RACs).Despite their usual tasks a new challenge was added alongside and HIS had to comply. To achieve maximum effectiveness and performance, management has to look at ways to
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Feedback is a chance to correct or clarify before the goal has been reached Bookboon (2012).
Healthcare sector experiences changes every so often and therefore feedback is an ongoing exercise. Socioeconomic events, cultural shifts, new technologies, new or revised regulations, accreditation are constantly affecting the day to day feedback. For this managers and directors in HIS have to use periodic assessment to determine whether a rearrangement is warranted or not, are the employees satisfied with the job processes and changes, new roles and responsibilities