What's Your ICD-10 HR Strategy?

Cora Nucci, for HealthLeaders Media , February 24, 2014

If you don't know which competencies your organization lacks and which positions need to be filled, you need a strategy to identify the gaps. One way is to seek a greater understanding of your organization's needs by forging better relationships with the CIO, CTO, and other health information technology leaders.

A Proactive Stance
Don't wait for them to ask for help with recruitment. Ask them to help you identify and anticipate staffing needs as ICD-10 moves through its lifecycle: from preparation to implementation, to training, testing, and into maintenance mode.

Just the training aspect alone requires an HR strategy of its own. Some ICD-9 coders will be lost by attrition. They will have to be replaced with trained ICD-10 coders, and the pool of qualified candidates is not deep (fall into empty swimming pool, initial encounter, W173XXA).

The coders who remain will all need to be trained, which will, for a time, slow productivity and further strain resources. Your organization may need to bring in temporary coding staff and remote workers to make up for the lag (slowness and poor responsiveness, R464).

And depending on the size of your organization, HR may be tasked with securing training resources and documenting employee certifications (other physical and mental strain related to work, Z566.)

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