Article Abstract:
In January, 1978, the Special Committee on Cost Containment reported that hospital cost containment is directly related to productivity and encouraged the use of labor productivity systems. In 1979 the Board of Trustees of Sinai Hospital of Detroit approved the implementation of a labor performances monitoring system (LPMS) with the proposed objectives of monitoring productivity and quality, evaluating current procedures and developing tools for assessing program change impacts. The LPMS developed for Medical Records includes standards for most of the functions performed in the department. Methods for setting standards are time and motion studies, work sample studies, Delphi techniques, expert opinions, time sheet techniques and industry standards. Documentation sheets are a tool for substantiating and revising standards. Productivity monitoring reports focuses attention on productivity, improves managerial performance, expands management information and identifies uncontrollable costs. Employee involvement is important in the implementation of any system.
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Article Abstract:
The Medical Records department at Holy Cross Hospital in Mission Hills CA installed a word processing (WP) system and at the end of four months experienced a thirty-two per cent increase in productivity as measured by number of lines transcribed per hour. Because of the WP success in Medical Records and the subsequent requests for WPs in other departments, the hospital's administration appointed a WP task force. The objectives set by the task force were to inform hospital personnel of WP capabilities, to identify and evaluate the hospital's WP needs and to develop a hospital WP plan. A shared resource system was chosen over a shared logic system because of its flexibility. The task force also recommended that the system begin in a centralized area. The system implementation was successful because the task force included personnel from many areas of the hospital and because the task force and administration agreed to initial goals and kept an open line of communication.
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Article Abstract:
An in-service training program strengthens employee performance, provides new knowledge, develops flexibility, provides fresh outlooks, and reduces waste, accidents and poor employee attitudes. Training programs also provide a basis for job mobility and self development in employees. A well-designed program will provide activities in the department, section, position and individual levels.
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