Policies and Strategies in Implementing Electronic Health Records in the Healthcare Sector - Free Paper

Introduction

Organizational changes frequently occur due to several reasons. The following are the generalization of the organization's changes, the crisis of the organization's progress, and gaps in performance with changes required to fill the gaps. The new technological requirement to make the organization more effective in economic and technical needs. Identification of opportunities, eternal and internal reaction to pressure, planned abandonment, sounds need of goodness and achievements. Finally, changes for the sake of differences change.

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Background

The organization is a health establishment that needs of modernization, and the dynamic evolution of technology needs to have an organization's internal and external adjustment of pressure. Electronic health record changes need an organization to have new policies in place (Huguenin & Jeannerat, 2017). The employees in the sector need to meet the requirement policy in the area to have the effectiveness of the electronic medical record sector.

Scope

The employees in the health records need to be skillful in recourse to the organization in the computer literate requirements deeply understand the data sector. Those not meeting the qualification needs and already working in the manual sector records the organization will shift to another section to avoid employees resisting changes (Nobles et al., 2015). A model for change needs to be employed in the organization.

Policy Requirements

The police in place are that every employee in keeping a record of the health sector needs to be computer literate, know data compliments and record keeping. The age to get employment is 24, meeting the qualification of education necessary for electrical health record-keeping (Pantalone et al., 2017). The credential for identification of any changes of the records electronically is essential to hedge personality differences in case of corruption.

Minimum Requirements

For the effectiveness of change, there is a need to employ the skills arraigned in organizational model changes. Compute studies, knowledge, and skills are required for everyone. Scientific data record system knowledge like Excel and RStudio. The ethical knowledge on the organization standard level. Be 18 years and above on age requirements. The employees need to have two-year working experience in health data recording and ethical consideration of requirements baseline.

Documentation Required

The documentation requirement is to have a maximum number of 6 employees in the sector. Have clear elaborative skills on practical computer testing. Identification of the employer on the level of job group in the industry and age (Nobles et al., 2015). The data information on analysis key in and general processing to the backup extent of the employees in the sector (Zhang et al., 2016). The orientation meeting requirements of training, recordings’ and handouts for the enrolments with a credible certificate of the completion of the orientation document.

Specific Time On Completion And Before Termination

The completion time for the recruitment needs to have a retirement age set specific. The failure to present a reliable presentation of completion of a task when termination on the job is set to meet the course (Zhang et al., 2016). The time limit for the task performance needs to have termination completion of the late task.

Administrative Areas

The administration areas need to have login credentials on the data to be a record of getting the overview of the baseline requirement for the policy (Nobles et al., 2015). Electrical health records must be managed by high-rank personnel in the management to necessitate severe and productive work on health records (Zhang et al., 2016). The rights of the employees need to be protected by the security of the job on consideration of the labor panel union of employees’ rights protection.

Conclusion

following the change models on the requirements of the employees on electrical health records of data in the hospital. The policy needs to be set and the minimum requirements of the change to be effective and hedge the employee’s resistance to change. The administration's consideration of effective management, with the need to document the requirements for the fulfillment of the qualification.

References

Huguenin, A., & Jeannerat, H. (2017). Creating change through pilot and demonstration projects: Towards a valuation policy approach. Research Policy, 46(3), 624-635. https://doi.org/10.1016/j.respol.2017.01.008

Nobles, A. L., Vilankar, K., Wu, H., & Barnes, L. E. (2015). Evaluation of data quality of multisite electronic health record data for secondary analysis. 2015 IEEE International Conference on Big Data (Big Data). https://doi.org/10.1109/bigdata.2015.7364060

Pantalone, K. M., Hobbs, T. M., Chagin, K. M., Kong, S. X., Wells, B. J., Kattan, M. W., Bouchard, J., Sakurada, B., Milinovich, A., Weng, W., Bauman, J., Misra-Hebert, A. D., Zimmerman, R. S., & Burguera, B. (2017). Prevalence and recognition of obesity and its associated comorbidities: Cross-sectional analysis of electronic health record data from a large US integrated health system. BMJ Open, 7(11), e017583. https://doi.org/10.1136/bmjopen-2017-017583

Zhang, X., Hayashida, D., & Peyerl, F. (2016). Analysis of COPD comorbidities and their impact on hospital 30-Day readmission rates using electronic health record data. Value in Health, 19(3), A110. https://doi.org/10.1016/j.jval.2016.03.426