Benchmark-Risk Management Program Analysis – Health System Example

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"Benchmark-Risk Management Program Analysis" is a perfect example of a paper on the health system. Risk management in the healthcare sector comprises the administrative and clinical systems and processes utilized to prevent, uncover, or mitigate risks in healthcare facilities (Catalyst, 2018). It proactively and systematically safeguards patients' safety and the safety of organizations' assets, brand values, and accreditation. Human resources or employees are one of the main primary healthcare system inputs (Kabene et al. , 2006). As such, the performance and benefits of healthcare facilities and patient safety, health, and wellbeing depend largely on their knowledge, skills, and motivation.

Therefore, it is essential to develop risk management plans for new employees from the first stage before recruitment down to termination. While new employee risk management programs vary by organization and are contingent on the analysis of existing systems and historical data, there are some fundamental components that are similar in all healthcare risk management plans. They include the recruitment of skillful employees, employee orientation, ongoing training, competency reviews, and event-specific training. The plans must comply with federal and local laws like Medicare Improvements for Patients and Providers Act (MIPPA).

They are regulated by the Occupational Safety and Health Administration (OSHA), and the National Institute for Occupational Safety and Health. New Employee Risk Management Plan Employees are key resources in an organization's operations. They are also a resource for risk management because they possess the knowledge, skills, and experience to solve problems and manage other risks in organizations. Anticipating and managing employee-related risks is a vital part of healthcare operations. New employee risks may originate from the organizations, external sources, or from the employees themselves. They include the risk of having the wrong employees in terms of skills and knowledge, failing to understand the brand, varying cultures, retention, and risks like lawsuits that arise from dismissal or breaching patients' privacy (Karev, V & Tikhonov, 2019).

The plan applies to the Human Resource (HR) Departments in healthcare organizations. Like most organizations, healthcare organizations are concerned with maximizing efficiency by adopting proper management policies and procedures (West et al. , 2006). Hospitals' efficiency is measured on the skills and knowledge of employees to provide effective patient care. Human Resource Management (HRM) plays a role in new employee risk management.

It is in charge of managing the employees in an organization, which includes recruiting, training, appraising, and motivating them (O'riordan, 2017). HRM should develop a risk management plan with the following essential parts. They should appoint a risk manager who will have the support of other staff and segments of their hospitals. The risk manager should meet new employees to acquit them with their responsibilities and train them on safety measures, hygiene measures, and confidentiality. Their risk management plan should include defining, assessing, and controlling all internal and external employee risk factors (Karev, V & Tikhonov, 2019).

Moreover, the plan should help risk managers to screen potential staff. It helps managers to identify applicants' levels of skills and knowledge. Comparing Standard Administrative Steps and Processes in a Healthcare Organization's Risk Management Program Provided Under Federal Law and MIPPA, and the Steps in My Plan Congress passed MIPPA in 2008. It outlines basic compliance standards for organizations that seek accreditation. The standards maintain that qualifications of non-physician personnel must be specified and met, procedures to ensure that the safety of staff and patients are in place, procedures to ensure the efficiency and effectiveness of diagnostic images are in place and are verified, and the qualifications and responsibilities of supervising physicians and medical directors are spelled out and well documented. Further, the Occupational Safety and Health Act (OSHA) enforces workplace standards to ensure that employees are safe and kept away from hazards that compromise their health.

OSHA is a federal law that covers nearly all employees in the United States(U. S.) jurisdiction except those who are self-employed, public employees, or those working in the transport and mining industries.

It establishes occupational standards that are enforced through inspection and penalties. The standards highlight how employers should protect their employees from hazardous chemicals, provide safety equipment such as gloves and masks, and record all workplace injuries and illnesses. Moreover, it requires employees to train employees on risk management and requires medical surveillance for employees who are exposed to blood, tissue, or organs. It also motivates employers to create safety and health programs that can substantially reduce injuries at the workplace and alleviate financial burdens.

Compared to our plan and strategies on new employee-risk management, there is a similarity in the safety and well being of patients and employees through the recruitment of qualified employees and their training to ensure they have the knowledge to handle their complex tasks and manage the risks arising from their lines of duty. Agencies and Organizations that Regulate the Administration of Safe Healthcare in New Employee Risk Management and Their Role in the Risk Management Oversight Process The National Institute for Occupational Safety and Health is the federal agency in charge of researching and making recommendations for the prevention of illnesses and work-related injuries.

On the other hand, OSHA is in charge of developing and enforcing workplace safety and health regulations. Their role in the risk management oversight is to ensure that employees are safeguarded from risks and hazards like illnesses, death, or accidents arising from their line of work. They accomplish this by providing information, research, training, and education in workplace safety. Compliance of the New Employee Risk Management Plan with the Standards of the MIPPA in Relation to Privacy, healthcare Worker Safety, and Patient Safety The MIPPA requires healthcare providers to comply with strict patient confidentiality procedures.

They are encouraged to reduce risks like legal suits by keeping accurate patient records, and records of activities with insurance companies and pharmacies, ensuring that staff is trained to comply with established guidelines and policies, and keeping patient records private. Moreover, it ensures healthcare worker and patient safety by setting compliance standards on procedures to ensure the safety of employees and patients before healthcare organizations get accreditation (Wile, 2010).

Our risk management plan complies with the standards of the MIPPA because it emphasizes employee training on risk avoidance, like safeguarding patient privacy. It also emphasizes employee training to ensure their safety. It also proposes the recruitment of qualified healthcare workers to ensure patient safety. Recommendations or Changes to the New Employee Risk Management Program to Enhance, Improve, or Secure Compliance with MIPPA To enhance and improve compliance with the MIPPA, our study recommends that HRM creates a culture that clarifies what is expected of new employees. They should communicate what is expected of the employees citing MIPPA standards.

Above all, top management should lead by example by following the guidelines under MIPPA. Moreover, healthcare organizations should use suitable reward systems based on results from performance appraisals to steer employees' behavior towards the desired direction. It will enhance patient safety and improve the quality of healthcare as well as comply with MIPPA regulations on patient safety and worker competence. Conclusion The underlying risks in healthcare are caused by human-related problems, inadequate policies and procedures on risk management, and technical failures. Thus, healthcare organizations should formulate risk management programs to guide staff on risk management steps.

Moreover, they should address human-related problems by employing qualified staff and training them on risk management procures as well as offer rewards to employees with exceptional performance records. Finally, they should follow the guidelines provided b MIPPA on healthcare appliances and tools to mitigate the risks of technical failures.

References

Catalyst, N. E. J. M. (2018). What is risk management in healthcare?. NEJM Catalyst.

Kabene, S. M., Orchard, C., Howard, J. M., Soriano, M. A., & Leduc, R. (2006). The importance of human resources management in health care: a global context. Human resources for health, 4(1), 20.

Kraev, V. M., & Tikhonov, A. I. (2019). Risk management in human resource management. TEM Journal, 8(4), 1185.

West, M. A., Guthrie, J. P., Dawson, J. F., Borrill, C. S., & Carter, M. (2006). Reducing patient mortality in hospitals: the role of human resource management. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 27(7), 983-1002.

Wiley, G. (2010). MIPPA Accreditation Countdown: ACR, IAC, or Joint Commission?. Retrieved 23 July 2020, from https://www.radiologybusiness.com/topics/business-intelligence/mippa-accreditation-countdown-acr-iac-or-joint-commission

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