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xiaxue
Joined: 28 Sep 2019
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Posted: 2020-01-07 08:47
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Introduction
Implementing change is difficult and requires the involvement of different processes to ensure that the change successfully meets its objectives. Therefore
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, management of any changes is a critical component for project success. Understanding the scope and nature of the changes allows for effective planning, execution, and monitoring. This paper describes the methods that will be used to monitor the implementation of Electronic Medical Records. An assessment of the relationship between the organization related processes, systems, and personal or professional roles and their impact on the implementation of Electronic Medical Records will be done. In addition
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, effective communication techniques that will be used to address any implementation issues that may arise will be identified.
Methods used to monitor implementation of your proposed change
There are various methods that are used in monitoring implementation of changes. It is important to establish a monitoring mechanism which guides change monitoring process. The big difference between methods used to monitor is in how the process and measuring are carried out.
Impact data
This technique is effective in assessing changes in a specific variable. In this case, performance standards should be first established before collecting empirical data. The data is then measured against a set standard. With the implementation of Electronic medical records, the data collected may be qualitative or quantitative (Cummings & Worley, 2014). In this case, data collected may include patient-related outcomes
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, the speed of decision making and overall patient care, costs, data on productivity, the accuracy of information, medical errors
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, access to patient records and healthcare convenience (Burke, 2013). Any improvements in these factors when compared to standards clarify upfront different aspects of the use of Electronic Medical records. The results help in determining how well the change is effective meeting set targets.
Log Monitoring
Log monitoring is an approach in monitoring change. A log collects issues of concerns not immediately actionable or solvable. This method is used under the assumption that the team is diligent in reporting change related concerns or issues. The severity or frequency of issues indicates a developing problem, specifically when there is a sudden increase in issues. When issue and concerns log is compared with the risk register, particular organizational change risks can be identified (Cummings & Worley, 2014).
Surveys or questionnaires
Surveys or questionnaires can be used to monitor critical elements linked to Electronic Heath Records. In this approach
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, a survey questionnaires are designed to elicit feedback from members of the organization concerning factors that contribute to the success or failure of the change implemented. By carrying out surveys at regular intervals and compare the result from one survey to the other, areas requiring more attention and intervention can be quickly identified (Burke, 2013). One of the benefits of using this technique is that it is possible to collect feedback from a large number of organization members. The collecting information allows regular and systematic review of the change.
There are Key Questions that may be used while monitoring the status of change. These include:
鈥? Are goals and objectives being attained?
鈥? Will set goals be achieved within specified timelines?
鈥? Are resources adequate to allow achievement of goals?
鈥? What can be learned?
Observations
Observation is appropriate where there is a need to gather accurate information concerning how Electronic Health Records work, particularly processes. It allows the observer to view the change in action. This allows for adjustments or Implementation of remedial measures to get the change back on track.
Relationship between the organization related processes, systems
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, and personal or professional roles and their effect on your proposed organizational change
Organizational related processes, personal and professional roles and systems affect the proposed organizational change. Organizations are characterized by processes. Many modern organizations are hierarchical or functional. These may be characterized poor coordination, isolated departments, and limited lateral communication. All too often, roles and tasks may be compartmentalized and fragmented making it difficult to get things done. The implementation of an organizational change may require some changes in organizational functioning to reduce aggregation and inflexibility.
The processes are likely to negatively impact changes. In the broadest sense, a change must be matched by a change in collections of activities and tasks in order to transform inputs into outputs. Within an enterprise, these inputs and outputs can be as varied as people and information. Personal and professional roles also have an effect on proposed organizational changes. Over the years, leadership has been viewed as a significant factor in change processes. The roles of a leader may determine the effectiveness of changes implemented (Burke
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, 2013). To reduce the impacts of personal and professional roles on change, it is important to involve key people. This means employees, executives and upper-level management whose processes will be affected by the change. For instance, if Electronic medical records are to be installed in all areas of the organization, key people would be not only users but top leadership and lower-level managers who supervise the users of the new technology.
Whether it is a job role
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, process, organizational structure or system change, the implementation of change will only be successful when individual
Commonly used in .
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