EHRM: An Essential Professional for Digital Clinical Records Management - Essay Sample

Introduction

HIT is an umbrella term that describes various wide range of professionals with a range of duties. Its certification entails many foundations and a major one is Medical Records Manager.

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Job Description

Today, patients records are going digital are increasing at a high degree. Electronic Health Records Manager (EHRM) minimizes any clinical error but enhances care. They maintain and secure all written and electronic clinical records in the institution. They make sure that entailed data in the record is absolute and correct and is only accessible to sanctioned personnel (Parry and Tyson, 2011). EHRM oversees personnel for the whole department including "health information technicians, medical coding specialist, cancer registrar coders, medical secretaries, and file clerks" (Evans, 2015). Also, they gather data for clinical research and calculate the tenancy rate of the hospital. EHRM are involved in managing, directing, inspiring and assessing their workers while they implement the policies of the department. They are involved in conducting job interviews, hiring staffs and training new personnel (Strohmeier, 2017). Also, they keep abreast of any novel computer technologies or any upcoming policies instilled by Medicare, Medicaid, and insurance firms. Thereafter, the info is taken to all workers through emails, correspondence that is written or through meetings held in the inter-department. Additionally, they manage fiscal operations like accounting, budget strategizing and approving expenditures for innovative instruments and provisions. Furthermore, EHRM sustains the confidence of the patient through keeping the information of a patient confidential.

Education Requirement

To become EHRM, one must be certified and have earned a four-year bachelor degree in Health Information Management. The institution must be credited by the "Commission on the Accreditation for Health Informatics and Information Management Education (CAHIIM)" (Evans, 2015). This is to make sure that scholars are qualified in sitting for the nationwide certification test thus enabling them to acquire credentials for Registered Health Information Administrators (RHIA). A technician at the entry level can be involved in scanning records and processing chart requests while a master level education manager can be involved in implementing projects, developing training programs and measuring progress against benchmarks of the industry (Strohmeier, 2017). To be an EHRM, one requires various skills like communication skills, critical thinking, data entry, analyzing information and medical coding skills. Also, the individual must possess personal maturity and emotional intelligence for managing work under any challenging medical situations. Additionally, one must portray a pleasant and respectful behavior and also have a strong team player so as to bring effectiveness in the place of work. The salary range for EHRM ranges between $74,657- $107,557 with an average base salary of $90,470 per year.

Employment Opportunities

Mostly, EHRM finds job opportunities in hospitals, clinics, doctors' offices, mental health facility or any other health facility that maintains records of the patients and that supervise employees in departments. Also, the federal government is an institution that can create job opportunity for individuals with EHRM.

Reporting Structure

EHRM reports to Medical Records Coordinator who carries out clerical and administrative roles in helping and supporting providers, medical staff and medical support staff in medical care (Evans, 2015). Also, they to report to other managers who then set goals and deadlines for every medical report and report it to the top management of the facility. On the other hand, healthcare information technicians, therapeutic secretaries and file clerks all report to EHRM.

References

Evans, J. A. (2015). U.S. Patent No. 5,924,074. Washington, DC: U.S. Patent and Trademark Office.

Parry, E., & Tyson, S. (2011). Desired goals and actual outcomes of eHRM. Human Resource Management Journal, 21(3), 335-354.

Strohmeier, S. (2017). Research in e-HRM: Review and implications. Human resource management review, 17(1), 19-37.