Healthcare Action Plan Paper

Healthcare Action Plan At many hospitals, there are going to be serious concerns with the competence of the facility’s billing and coding staff, and as the healthcare executive, it is my responsibility to deal with these concerns and develop an action plan that will ensure that all staff members are competent to get the job done right so no more concerns arise. To develop a successful action plan, I must determine policies and procedures to monitor abuse or fraudulent trends, create and implement staff orientation and training programs, evaluate initial and ongoing training programs, and facilitate the use of enterprise-wide information assets to support organizational strategies and objectives. All hospitals and physicians try their best

There must be both a new employee orientation program and an ongoing training program for medical billing and coding. The training programs that I will use for new employees and ongoing training are one-on-one training, group training with all other employees, in-service training and computer-based training. One-on-one training is when a manager oversees an employee and the employee observes the task then performs it, this training is good for new employees (Oachs, Eichenwald & LaTour, 2010). Group training teaches employees to work together to make decisions, and find solutions to problems (Oachs, Eichenwald & LaTour, 2010). In-service training updates the employees with new information and teaches them “about skills, facts, attitudes, and behaviors largely through internal programs” (Oachs, Eichenwald & LaTour, 2010). Training is very important whether for a new employee or an existing employee. Orientation is very important to both also because it teaches new and existing employees how to act, work, and all the skills for their job, as well as showing them around the organization. Orientation also includes introducing new behaviors and expectations they must meet (Oachs, Eichenwald & LaTour, 2010). On-the-job training is part of the one-on-one training. The steps in on-the-job training are preparation of the learner, presentation of the operation, do a try out, and

Using this model can help me train everyone. The steps in this model are performing a needs analysis, set training objectives, design the curriculum, determine the location, and method of delivery, pilot the program, implement the program, evaluate the effectiveness of the program, make changes as needed, and provide feedback to interested groups (Oachs, Eichenwald & LaTour, 2010). Employees need to be trained in all aspects of healthcare, such as safety, and discrimination. Their training should be evaluated often so we know they have the skills they need and are up to date with any new changes, laws, and regulations. “A successful and effective plan for employee training and development requires a substantial investment of time, money, and personnel” (Oachs, Eichenwald & LaTour, 2010). There are 8 steps I will use to evaluate effectiveness of each training program and these are performing a training needs assessment, such as identify the organizations goal, and determine what tasks workers need to do, keep adult learning principles in mind, such as, are they goal oriented, or self-directed, develop learning objectives, such as, can they address knowledge, skills, or attitudes, design training materials, such as creating a plan, develop your training materials, which can be through power point or word,