Explain the benefits and return on investment to the HIM department, its budget, personnel and morale if the hospital would invest in employee training and development
Martha, the HIM Director for Richmond Medical Center, has lost her third Release of Information (ROI) technician in the past year. It seems as though shortly after the new hires pass the probationary period, they quit. Exit interviews have provided the following information:
*Job is too stressful (unfamiliar with HIPAA regulations, backlog high)
*Job is too much for one person
*Job is too confusing
*Lack of departmental training
*Lack of feedback
The last three ROI technicians have come from other departments in the hospital, but none have had an HIM educational background. Martha has discovered that the HIM supervisor conducts one day of orientation and one day of training, but no feedback is provided, especially early in the new hire’s service.
1. Explain the benefits and return on investment to the HIM department, its budget, personnel and morale if the hospital would invest in employee training and development
2. Decide what steps Martha could take to attract ROI candidates with stronger HIM backgrounds
4. Identify at least four (4) key areas where the HIM supervisor could positively impact retention and select methods for that improvement
5. Identify two (2) other steps that Martha or the supervisor could take to improve retention for the ROI tech position.
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