Medical Coders & Analysts: Data Privacy & Integrity - Essay Sample

Medical Coder

Their role is to assist the practitioners in reimbursement in the health insurance companies. They work in healthcare facilities, and they convert the patient's information into standardized codes.

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Medical Research Analyst

They may act as a liaison by supervising the physicians and other medical staffs, such as nurses. Its rationale includes cording and clinical research study by identifying, tracking inventory, patients, interacting with patients, overseeing protocols, and data collection.

Health Care Data Analyst

The primary role is by assisting in the delivery of free healthcare and communicating the findings to the management. The rationale is they are responsible for compiling and analyzing data to deliver optimal control on health.

Clinical Documentation Specialist

They access the systems and recommend strategies for improving records keeping in the betterment of services to patients and staff. The rationale is checking of medical documents to comply with federal laws in the way they are stored and composed. (Mosser, Mosser, & Begun, 2013).

Retention and Turnover

The retention rate reduced from 2010 toward the end of 2017 with a percentage of 90% in 2010. It implied that it was high during the year, while in 2017, it decreased to 58%. These showed there were no more employees.

The percentage started at 3% and reduced to 2% then, from 2011 to 2012, the rate was stationary. From 2012 to 2013, there was an increase in employee turnover; from 2013, there was a considerable increase from 5% to 15%. From 2014 to 2015, there has been a decrease from 15% to 14%, then also a reduction in percentage from 14% to 12% in the year 2015 to 2016. From 2016 to 2017, there was an increase from 12.5 to 13%. It implies that the rate of employee turnover was high that year.

The staffing budget in 2010 was very high as compared to 2017. This shows that the graph is decreasing horizontally. In 2010 the budget was very high. It shows that the staffs were more than in 2017. From 2017 to 2010, there was an increase in staffing budget from 0 to $300000, and this implies that the staffs were few in 2017 as in 2010, and the employee was not more in that year due to a decrease in the data. In the retention rate, the graph is decreasing from 2010 to 2017, and the percentage is also decreasing. In turnover rate data, there was a decrease from 3% to 2% from 2010 to 2011. After that, there was a constant data rate, then afterword, it increases in data from 2013 to 2014, and there is a slight decrease from 2014 to 2016, then an increase from 2016 to 2017. In the staffing budget, there was a decrease from 2010 to 2017.

The emerging challenges within the health care to management and health leadership are represented into four levels historical, societal, cultural and demographic. In most levels, human resource management changes performance measures, structure, and intensified management. At micro, the expectation and roles shift in the workplace to health care managers. They have an advocate in the building of national health information infrastructure, which provides health care and exchange data. RHIO's have more essential strategies, and the likelihood of success links the future in enabling the federal exchange. The electronic health information exchange and RHIOs are evident, and their regional infrastructure represents handing in specific health and volume (Apker, 2011).

This electronically exchanges the data and other providers. You should set up steps for electronic exchange with the multiple provider organization in the community. In independent, three parties bring support to the HIE network and stakeholders. HIE creates financial value through efficiency gain which can be captured by fund ongoing exchange. There was a study to determine the existence of RHIOs in the United States. The type of data exchanging and the sources of revenue as per the snapshot are captured in the progress of RHIOs to date then identify efforts and success that could serve as models. The RHIOs are defined by a federal government that supports the regional project or state. The structure of RHIOs is based on local health care on stakeholders and the delivery market. However, for the study, we classified RHIOs so that they meet inclusion criteria, which help us understand types of entities in data exchange, which supports the trade among the independent bodies. Nonparticipating and participating entities distinguished funding sources. With specific forms of funding, the respondents and are listed in each source of moderate, minor, or substantial (Finnegan, 2012).

Action Plan for Improvement

In retention, the people were not in good terms with each other, so the work done was not well done which makes the data decrease. The performance was not suitable due to many people being lazy and not doing work on time. There were conflicts between the team members, and a lot of issues with the subordinate caused a decrease in the data retention rate (Allen & Bryant, 2012). There was an increase in gender consideration, race, sexual orientation, and religious belief. In the turnover rate, there was a slight decrease due to conflicts between the subordinate. A considerable increase in data shows that the work done was excellent, and the employees were cooperating well. However, there was a slight decrease, and this indicates that the employee relaxed shortly and gets back to work seriously.

Conclusion

In conclusion, the different organizations should increase employee turnover and reduce the retention issue due to poor communication and conflicts. Also, there should be a well-configured means of achieving the best strategies for management and leadership in the health sector. The three critical components for better performance of an employee in any given firm that should be put into consideration include team organization, development of action plans for advancement and control of turnover and retention for employees.

References

Allen, D. G., & Bryant, P. C. (2012). Managing employee turnover: Dispelling myths and fostering evidence-based retention strategies. New York: Business Expert Press.

Apker, J. (2011). Communication in Health Organizations. Polity Press.Finnegan, R. P. (2012). The power of stay interviews for engagement and retention. Alexandria, VA: Society for Human Resource Management.

Mosser, G., Mosser., & Begun, J. W. (2013). Understanding teamwork in healthcare.