Evaluate job tasks performed by two distinct coding positions applying two methods of job analysis

Instruction Details

Evaluate job tasks performed by two distinct coding positions applying two methods of job analysis.

Research current literature for an appropriate job title for a new, combined coding position or job description.

Helpful ideas: Review the following case study and answer the questions posed within the scenario by explaining that contains a comprehensive new job title, identifies two job analysis tools, and explains how the tools will assist in development of a new job description for the new job title.

Scenario

Consider the position of coding specialist at University Hospital, which currently is comprised of two distinct coding positions or job descriptions—inpatient coding specialist and outpatient coding specialist. As the coding supervisor, you have been asked to conduct a job analysis that will be used to determine the need to create one coding position with a new job title. In other words, the two current coding positions will be combined into one position and the job role will have a completely new name.

•   The duties for each job description will be combined into a single job description

•   The title will reflect the job role and position within the HIM department

•   Job analysis tools will be assessed for appropriateness.

·    New (combined) job title and two paragraphs describing why this title was selected.

·    Selection of two job analysis tools and an explanation of how these tools will be used to collect information to assess the combination of the job tasks.

·    Please if you can share 4 references as additional research may be required to complete other classmates.

Answer Guide

In response to the scenario presented, the new combined job title for the coding position at University Hospital could be “Health Information Coding Specialist.” This title was selected to accurately represent the role’s primary function within the Health Information Management (HIM) department. It reflects the coding specialist’s responsibility for accurately coding medical records, which is a fundamental aspect of health information management.

To conduct a comprehensive job analysis for this new title, two job analysis tools will be used: the Position Analysis Questionnaire (PAQ) and Structured Interviews.

1. Position Analysis Questionnaire (PAQ): The PAQ is a widely recognized job analysis tool used to systematically collect information about a job’s duties, responsibilities, and characteristics. It consists of a structured questionnaire that provides a quantitative rating of various job elements, such as information input, mental processes, work output, relationships with others, job context, and other pertinent factors. Using the PAQ will help gather detailed data on the coding specialist’s tasks, such as the complexity of coding, interaction with medical staff, and cognitive demands.
2. Structured Interviews: Conducting structured interviews with current inpatient and outpatient coding specialists will provide valuable qualitative insights into their respective roles. These interviews will explore the intricacies of their daily tasks, challenges faced, and their perceptions of the job requirements. Structured interviews will help identify commonalities and differences between the two positions, facilitating the development of a comprehensive job description.

These two job analysis tools will be instrumental in collecting the necessary information to assess the combination of job tasks and responsibilities. The PAQ will provide quantitative data, while structured interviews will offer qualitative perspectives from current coding specialists. Together, they will assist in defining the specific duties and requirements of the new “Health Information Coding Specialist” position, ensuring that it accurately reflects the job role and responsibilities within the HIM department.

References:

1. Cascio, W. F. (2018). Managing human resources: Productivity, quality of work life, profits. McGraw-Hill Education.
2. Brannick, M. T., Levine, E. L., & Morgeson, F. P. (2007). Job and work analysis: Methods, research, and applications for human resource management. Sage Publications.
3. DeNisi, A. S., & Griffin, R. W. (2018). HR. Cengage Learning.
4. Pulakos, E. D. (2009). Performance management: A roadmap for developing, implementing and evaluating performance management systems. SHRM Foundation.