Imagine that you are the HR Director for a community hospital that needs to prep
ID: 460891 • Letter: I
Question
Imagine that you are the HR Director for a community hospital that needs to prepare for ICD-10 implementation. The HIM Manager has asked for your help to create and implement a training plan that introduces ICD-10 to the Coding Department. The HIM Manager has the content knowledge about ICD-10, but has never created a training plan. You don’t have content knowledge about ICD-10, but you are the expert on training planning and implementation because you have studied training and development at Herzing University. create a training plan and implementation schedule for the Coding Department. create a plan that includes all of Kirkpatrick’s “Critical Steps in Training Planning and Implementation (see below).” For each of the 10 steps, include a paragraph or two that proposes how the HIM Manager can accomplish that critical step in the process. Remember that the HIM Manager knows the subject content on ICD-10, but has no idea of how to structure a training program. Your paper will guide the HIM Manager in delivering an effective training program to ensure that the Coding Department will be ready to embrace the conversion to ICD-10. Be sure to propose specific steps that the Manager should follow for each of the 10 steps.
10 steps are: GIVE AN ANSWER FOR THESE 2 STEPS
Determining Needs
Setting objectives
Explanation / Answer
Determine Needs: Study the group background, their professional qualifications, and experience etc. Get inputs from their reporting manager about the training requirements and it is required refer the last year appraisal reports. Need identification is essential to design the training plan. Sometimes trainers collect information on training needs from target groups mini-survey or direct interview to collect first-hand information directly. The questionnaire should be brief and should not be more than 6 to 8 questions. Analyze the data and identify the knowledge gaps and use the information to finalize the training needs. Before you finalize the training needs, need to take final signoff from the group reporting Manager and make necessary changes if it required. This phase helps to assess the current level of skill-sets.
Setting Objective: Once the training needs are identified, setting right objectives are equally important for training. These goals should be measurable and quantifiable. e.g number of coding lines generated per employee, a number of process improvements per employee, current process lead times and current productivity level of employees. We should follow SMART (Specific, Measurable, Assignable, Realistic, and Time-Related) approach while setting goals. We should take only right indicators after consulting group reporting Manager. These measurable objectives are our training goals.