...Health informatics professionals are required to possess an effective working knowledge of the Health Insurance Portability and Accountability Act (HIPAA) Privacy Rule and Security Rule. At some point in your career, you may be asked to participate in policy development and to apply specifications included in new HIPAA Law to existing policies. Health informatics professionals need to be aware of new laws and regulations, how they impact the healthcare organization, and how best to educate staff on any workplace changes. This task will provide you with two documents. First, read the attached “Health Record Policies,” which includes policy draft excerpts. Next, read the attached “Sections of Montana Code,” which includes definitions from Montana law pertaining to the validity of consent of minor for health services (41-1-402), confidentiality of health information (50-16-603), patients’ examination and copying (50-16-541 and 50-16-542), and reasonable fees allowed (50-16-540). Task: A. Evaluate the two policies in the attached “Health Record Policies” by doing the following: 1. Discuss what information should be included in an addendum pertaining to a shadow chart. 2. Discuss how information technology staff can help decrease incidents of security breaches. B. Discuss one situation from Montana Code 41-1-402 (2a through 2d) that may result in criminal liability to the organization if not followed. 1. Summarize how HIPAA defines criminal liability. 2. Explain which part...
Words: 2207 - Pages: 9
...of trained matrons and nurses throughout Britain and the world. This work raised nursing from its unsavory past as a poor-paying job, with benefits from bribes and the patients' gin, to a new profession, with ethical standards and (increasingly rigorous) skill requirements (McDonald, 2013). It is important that all nurses continue their education in order to give quality care to their patients. Education There are two types of registered nurse programs, Associate-Degree Nursing and Baccalaureate -Degree Nursing, both will take the National Council Licensure Examination (NCLEX). Many people take into consideration the amount of time required and the financial responsibility of each program when choosing a degree program and college institution. In today’s world, the demands placed on nursing in the emerging health care system are likely to require a greater proportion of registered nurses who are prepared beyond the associate degree or diploma level (Creasia & Friberg, 2011). Associate Degree Nursing The Associate Degree Nursing (ADN) program was originally developed by Mildred Montag in 1951 due to the nursing shortage following World War II (Creasia & Friberg, 2011, p.15). ADN entails two years of college plus clinical hours, the number of which is based upon the number of classroom hours required by each university....
Words: 959 - Pages: 4
...You Decide Week 6 Little Falls Hospital Risk Management HSM 542 Health Rights and Responsibilities Purpose A risk management plan is created so as to support Little Falls Hospitals mission and vision statements as it pertains to the clinical risk of the hospital, patients, visitors, volunteers, and employee safety, and any possible operational, business, and property risks. Culture Principles The Patient Safety and Risk Management program will support Little Falls Hospitals philosophy; everyone is responsible for patient safety and risk management. It is essential to have participation and teamwork among providers, management, staff and volunteers. The Patient Safety and Risk Management program will be implemented with the coordination of multiple organizational and department functions and activities. Little Falls Hospital will support the introduction of a just culture with emphasis on evidence based best practices, learning from errors, and providing feedback instead of punishment and blame. In a just culture any unsafe conditions or hazards will be identified quickly, medical or patient care errors will be reported and analysed, open discussions of mistakes and suggestions for improvements are welcome with patient safety and risk management practices. Individuals will still be held accountable for compliance. When evaluation and investigation into errors reveals there has been reckless behaviour or there has been wilful violation of policies then disciplinary...
Words: 1558 - Pages: 7
...Pergamon PII: European Management Journal Vol. 19, No. 5, pp. 534–542, 2001 2001 Elsevier Science Ltd. All rights reserved. 0263-2373/01 $20.00 S0263-2373(01)00067-6 Cross-Functional Issues in the Implementation of Relationship Marketing Through Customer Relationship Management LYNETTE RYALS, Cranfield University School of Management SIMON KNOX, Cranfield University School of Management There is a major change in the way companies organise themselves as firms switch from productbased to customer-based structures. A key driver of this change is the advent of Customer Relationship Management which, underpinned by information systems convergence and the development of supporting software, promises to significantly improve the implementation of Relationship Marketing principles. In this paper we explore the three main issues that can enable (or hinder) the development of Customer Relationship Management in the service sector; the organisational issues of culture and communication, management metrics and crossfunctional integration — especially between marketing and information technology. 2001 Elsevier Science Ltd. All rights reserved. Keywords: Customer relationship management, Cross-functional integration, Information technology, Relationship marketing keting debate were made by Reichheld and Sasser (1990) reporting on the customer retention work of Bain and Co. These findings indicated that a 5 per cent increase in customer retention resulted in an increase in average...
Words: 5922 - Pages: 24
...Leadership for Health and Social Care and Children and Young People’s Services (England) (3978-51/52/53/54/55/56) December 2011 Version 3.1 (February 2012) Qualification at a glance Subject area City & Guilds number Age group approved Entry requirements Assessment Fast track Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (England) 3978 19+ There are no entry requirements Portfolio of Evidence, Practical Demonstration/Assignment. Automatic approval is available for centres offering the 3172 Level 4 NVQ in Health and Social Care – Adults 100/4794/3 and the 3078 Level 4 NVQ in Leadership and Management for Care Services 500/4105/8 Learner logbook and Smartscreen Consult the Walled Garden/Online Catalogue for last dates City & Guilds number 3978-51 Accreditation number 600/0573/7 Support materials Registration and certification Title and level Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (Children and Young People’s Residential Management) Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (Children and Young People’s Management) Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (Children and Young People’s Advanced Practice) Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (Adults’ Residential Management) Level 5 Diploma...
Words: 65883 - Pages: 264
...Health Net Access Member Handbook A helpful guide to getting services (Combined Evidence of Coverage and Disclosure Form) Benefit Year 2014 1 HELP IN ANOTHER LANGUAGE AND FOR THE DISABLED: HOW CAN I GET HELP? As a member of Health Net, you have access to a service that offers interpretive services in over 150 different languages. If you need this handbook or other health information in another language or in an alternative format such as large font, audio or accessible pdf, please contact Member Services at [1-888-788-4408 TTY/TDD: 1-888- 788-4872]. Also, if you need interpretive services, please call Member Services at least five (5) days before your medical appointment to arrange language interpretive services in time for your appointments. There is no cost for language interpretation services. You are not required to use family or friends to interpret for you. Como afiliado a Health Net, usted tiene acceso a servicios de interpretación en más de 150 idiomas. Si necesita este manual u otro tipo de información sobre salud traducido a otro idioma o en un formato diferente (como letra grande, audio o PDF accesible), comuníquese con el Departamento de Servicios al Afiliado al 1-888-788-4408 o a la línea TDD/TTY 1-888-7884872. Además, si necesita servicios de interpretación, comuníquese con el Departamento de Servicios al Afiliado al menos cinco (5) días antes de su cita médica para coordinar los servicios de interpretación de idiomas; así podrá disponer de ellos en sus citas...
Words: 17524 - Pages: 71
...EDITION THIRTEENTH EDITION MANAGEMENT GARY DESSLER FLORIDA INTERNATIONAL UNIVERSITY PEARSON Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Hong Kong Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Singapore Tokyo G O N T E N TS Preface 23 Acknowledgments PART ONE 1 INTRODUCTION 27 28 28 30 Introduction to Human Resource Management What Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated, "Talent Management" Approach to Managing Human...
Words: 5053 - Pages: 21
...EDITION THIRTEENTH EDITION MANAGEMENT GARY DESSLER FLORIDA INTERNATIONAL UNIVERSITY PEARSON Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Hong Kong Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Singapore Tokyo G O N T E N TS Preface 23 Acknowledgments PART ONE 1 INTRODUCTION 27 28 28 30 Introduction to Human Resource Management What Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated, "Talent Management" Approach to Managing Human...
Words: 5053 - Pages: 21
...Author Online forum: http://www.manning-sandbox.com/forum.jspa?forumID=542 1 MEAP Edition Manning Early Access Program Copyright © 2010 Manning Publications For more information on this and other Manning titles go to www.manning.com ©Manning Publications Co. Please post comments or corrections to the Author Online forum: http://www.manning-sandbox.com/forum.jspa?forumID=542 Licensed to Andrew M. Tearle 2 Table of Contents Part 1 LEARNING POWERSHELL 1 1 Welcome to PowerShell 2 Foundations of PowerShell 3 Working with types 4 Operators and expressions 5 Advanced operators and variables 6 Flow control in scripts 7 PowerShell Functions 8 Advanced functions and scripts 9 Using and Authoring Modules 10 Module Manifests and Metadata 11 Metaprogramming with ScriptBlocks and Dynamic Code 12 Remoting and Background Jobs 13 Remoting: Configuring Applications and Services 14 Errors and exceptions 15 The PowerShell ISE and Debugger Part 2 USING POWERSHELL 16 Working with paths , text, and XML 17 Getting fancy—.NET and WinForms 18 Windows objects: COM, WMI and WSMan 19 Security, security, security appendix A Comparing PowerShell to other languages appendix B Admin examples appendix C The PowerShell grammar appendix D Additional PowerShell Topic ©Manning Publications Co. Please post comments or corrections to the Author Online forum: http://www.manning-sandbox.com/forum.jspa?forumID=542 Licensed to Andrew M. Tearle 3 1 Welcome to PowerShell ...
Words: 186534 - Pages: 747
...social state of the investment. Preparation Instructions The following points should assist you in completing this form. Please be descriptive in your responses and attach additional information as needed. • • • IFC’s Investment Agreement requires designated Grameenphone Ltd. personnel to complete and submit annual environmental and social monitoring reports in compliance with the schedule stipulated in the Investment agreement. Grameenphone Ltd. must report qualitative and quantitative project performance data each year of the investment for the environmental and social monitoring parameters included in this report format. The main purpose of completing this form is to provide the following information: Environmental and Social Management Occupational Health and Safety (OHS) Performance Significant Environmental and Social Events...
Words: 7216 - Pages: 29
...information that will help you manage your business, see trends and implement changes. Satisfying the tax requirements is how many small businesses organize this function within their company. I would rather see you focus on the management information systems, and make sure they do the job for the taxman. The keeping of timely and accurate financial records is imperative if any business is to succeed. You want to set up a system that is as simple as possible, yet acquires the necessary information to help you better manage the business. Over time, you will learn to read your financial reports so that at a glance you can determine how you are doing, and look at making changes which will correct those things that you are not comfortable with. Should I hire an accountant? This depends on what your skills, time availability, and complexity of the business you are starting. In general, most all business should be using the services of a tax advisor or accountant for some matters. The tax codes change rapidly, and keeping up with all the changes and provisions make it difficult to be a do-it-yourselfer in this area. You can do much of the work yourself, and then have an accountant review and make recommendations. Another approach is to use the services of an accountant to begin, and then take over aspects of the job as you are comfortable with it. You should evaluate your time, or the need to hire someone in-house, and determine whether it would be better for you to focus...
Words: 14149 - Pages: 57
...Organizational Change。the adoption of a new idea or behavior by an organization.Disruptive Innovation。Innovations in products, services, or processes that radically change an industry's rules of the game for producers and consumers. (296) Ambidextrous approach。Incorporating structures and processes that are appropriate for both the creative impulse and for the systematic implementation of innovations. (297Product change。Change in the organization's product or service outputs. (297)Technology Change。Change in the organization's production process—how the organization does its work. (298)Creativity。The generation of novel ideas that might meet perceived needs or respond to opportunities for the organization. (298)Idea Incubator。Provides a safe harbor where ideas from employees throughout the company can be developed without interference from company bureaucracy or politics. (300)Horizontal linkage model。The model shows that the research, manufacturing, and sales and marketing departments within an organization simultaneously contribute to new products and technologies. (302) Fast cycle team。A multifunctional, and sometimes multinational, team that works under stringent timelines and is provided with high levels of resources and empowerment to accomplish an accelerated product development project. (303)Open Innovation。Extending the search for and commercialization of new ideas beyond the boundaries of the organization and even beyond the boundaries of the industry. (303)Idea Champion。A...
Words: 2294 - Pages: 10
...TOPIC: LEADERSHIP STYLES CONTENts page INTRODUCTION 3 UNDERSTANDING ON LEADERSHIP STYLES 3-9 DISCUSSION ON LEADERSHIP STYLE OF A LEADER 10-11 THAT IS APPARENT IN THE EFFECTIVE PROVISION OF HEALTHCARE DISCUSSION ON LEADERSHIP STYLE OF A LEADER 11-12 THAT FACILITATES POSITIVE STAFF DEVELOPMENT CONCLUSION 12-13 INTRODUCTION in today ever rapid changing and challenging healthcare environment, nurses are required to develop their leadership skills where effective leadership styles they choose to deliver high quality care with improved patient safety outcome (Treguno et al, 2009); healthy work environments (Shirey, 2009): job satisfaction (Heller et al, 2004; Sellgren et al, 2007); lower turnover rates (Gelinas and Bohen, 2000); and positive outcome for organization and patients (Wong and Cummings, 2007) and healthcare providers (Cummings et al, 2005). It must be emphasized that leadership should not be viewed as an optional role or function for nurses. Nurse leaders nowadays confronting challenges like new roles, new technology, financial constraints, greater participation...
Words: 3138 - Pages: 13
...Associate Level Material Appendix H Business Writing Portfolio XCOM/285 Essentials of Managerial Communication University of Phoenix Associate Level Material Appendix G |Submission Checklist | | |Cover page | | |Reflection | | |Business Writing Graphic Organizer | | | | | |Store Operations Messages | | |Business Letter | | |Memo | | |E-mail | | |E-mail Etiquette CheckPoint | | |Report | | ...
Words: 3420 - Pages: 14
...9 13 16 17 18 18 20 22 22 24 25 27 30 I the arena of contemporary human resource management 1 the nature of contemporary HRM John Bratton Outline Objectives Introduction The development of HRM Keynesianism: collectivism and personnel management HRM in practice 1.1: A new role for HR professionals Neo-liberalism: individualism and HRM Management and HRM The meaning of ‘human resource’ The meaning of ‘management’ The nature of the employment relationship Scope and functions of HRM Theoretical perspectives on HRM HRM in practice 1.2: Twenty-first-century senior HR leaders have a changing role The Fombrun, Tichy and Devanna model of HRM The Harvard model of HRM The Guest model of HRM The Warwick model of HRM The Storey model of HRM HRM and globalization: The HRM model in advancing economies? Ulrich’s strategic partner model of HRM Studying HRM Critique and paradox in HRM viii contents ix Case study: Canterbury Hospital Summary, Vocab checklist for ESL students, Review questions and Further reading to improve your mark 33 34 37 37 37 38 38 39 41 44 44 45 46 48 50 52 54 55 56 56 58 60 62 65 66 69 69 69 70 70 71 72 72 73 73 74 77 78 80 81 88 92 2 corporate strategy and strategic HRM John Bratton Outline Objectives Introduction Strategic management Model of strategic management Hierarchy of strategy Ethics and corporate social responsibility Business ethics Corporate social responsibility HRM in practice 2.1: Killer chemicals and greased palms Exploring corporate sustainability...
Words: 37021 - Pages: 149
