Chapter 7: Job Descriptions and Roles in Health Information Management

Describe jobs

• Job roles are rapidly changing in the HIM industry

  • Traditional Roles

  • Non-traditional roles

• Job descriptions should be kept current

• Policies & procedures should be closely linked to job descriptions and associated job task

What is the terminology of job analysis

• Jobs

• Job descriptions

• Position or job role

• Job analysis

Describe the steps in job analysis

• Perform job needs assessment

• Obtain approval from administration and human resources department to conduct a job analysis

• Create a team or group to evaluate the job tasks

• Identify the sources of data and specific job data to be collected

• Outline methods of collecting data

• Collect and aggregate data

• Create updated job description content

Describe the primary data sources for Job analysis

1. Personal interviews

2. Observations

3. Diary or log method

4. Structure questionnaires or check lists

Describe standardized HR tools for primary data collection

1. Work design questionnaire

2. Job diagnostic survey

3. Job content questionnaire

4. Job content questionnaire

5. Position analysis questionnaire

Select jobs to study → determine information needed → identify sources of data → determine methods of data collection → evaluate and verify data → use data to begin the process of writitng the analysis, then the job description

Describe the position analysis questionnaire (PAQ)

1. Five Categories used to measure job characteristics and relate to human

   1. Information Input

   2. Mental processing

   3. Work Output

   4. Relationships with others

   5. Job context

Describe the secondary data collection

1. Technical conference method

2. Competency model

3. Occupational Information Network

4. Standardized questionnaire and check lists

Describe data aggregation

1. Evaluate job responsibilities relevant to work-related tasks

2. Identify skills or abilities associated with each job responsibility

3. Designated job competencies associated with job responsibilities

4. Task frequency rating scale and task performance scale

Describe job descriptions

1. An official document

2. States the purpose of the job

3. Creates a repository for job tasks

4. Provides a basis for evaluating annual job performance

5. Associate Bloom’s taxonomy with job tasks and levels of learning

6. Job title

7. HIM emerging job titles

8. Reporting relationships

9. Job summary

10. Job tasks or duties

11. Job specifications

12. Job context

Describe Bloom’s Taxonomy

1. Create: produce new or original work

2. Evaluate: justify a stand or decision

3. Analyze: draw a connections among ideas

4. Apply: use information in new situations

5. Understand: explain ideas or concepts

6. Remember: recall facts and basic concepts

Controlling processes for job specifications

1. Job policies

2. Job procedures

3. Flowchart of job tasks

What are the three dimensions of job crafting

1. Tasks

2. Relationships

3. Perceptions

Alignment

Describe job redesign

1. Allow HIM managers to evaluate employee’s job roles without performing a full-blown job analysis

2. Can increase job satisfaction and motivation

3. Job enlargement