evalutation

November 25, 2019

SECTION E: IMPLEMENTATION PLAN 1

Implementation Plan

Stakeholders of the healthcare system will be the potential subjects in the implementation plan. The consent of management must be sought out to give an approval for what needs to be done. This calls for a good representation of the grievances of the healthcare officers to the concerned offices (Todaro-Franceschi, 2019). The channels to be followed must be conscious of the pleas of healthcare workers. All departments ranging from finance, and counseling to customer representatives must be involved in the whole agenda. Their role is to ensure their input towards the idea is put into consideration before implementation. There is no need for consent forms because management is aware of the issue.

A notice of six months is necessary to give management time to look into the issue(s). This is based on the working policy of many healthcare organizations that guide their professional environment. They are supposed to register their issues to management to make sure it is looked into in detail. The importance of this is to make sure they are given a workable time frame for adequate consideration and research before implementation. Consultations of the whole issue also take place during this time plan due to the high financial investment and technical input needed. This calls for patience from the healthcare worker(s) despite having their issue submitted for consideration.

The process need the intervention of the human resources department within the organization. This is necessary, as they are the ones who act on behalf of management and are supposed to keep the employee’s best interests at the forefront. They must communicate the concerns of the healthcare workers to the necessary offices, as well as making the employees aware of their value within the organization. The purchase of the clinical tools needed for the electronic health equipment would also need large financial investments. The implication of this is the fact that the process is going to be quite expensive, hence costing the organization (Lien, & Jiang, 2017). They would need technical experts to install the online system, the maintenance resources, as well as consultancy fees for making the system permanently work.

The methods and instruments for monitoring the performance of the system will be a questionnaire in this case. This is because there is a need for feedback from different stakeholders on how the system is serving people. The response of the concerned people will be used as the guiding mechanism of whether to continue with the system or not. The people answering the questions are encouraged to be as honest as possible in order to give the most accurate network. This implies that there is a need for sensitization of people to convince management to implement the solution as soon as possible.

The process of intervening in the solution will depend on the response of management. The proposal to make the system work will have to be accepted since the welfare of the healthcare worker(s) is a large priority. Since they are the ones having issues, they will have to undergo some short training on how to use the new systems. The electronic system where the patient data will be kept will help the healthcare worker(s) to have a reduced interaction with patients, which is a contributing factor towards their burnout (Fong, 2016). Healthcare workers will need to be taught how to efficiently use the system to the benefits of their organization, and themselves, in the end.

The departmental head will manage the data collection plan. This will be managed from the main server under the guidance of the Chief Information Officer (CIO). The healthcare officers in charge will keep the other staff informed of their performance based on the analyzed data. They will be sending individual results to staff to show them how efficient they are in the new system. The data interpretation process from the servers provided by the CIO will be given to the individual healthcare officers to rate their performance. They will have developed healthcare systems that make interpretation and analysis of the data easier.

This implementation plan is feasible in the healthcare setting.

The personnel cost will be used to make sure technical support people are compensated for their service(s). The consumables supplies will be the cost incurred to make sure the welfare of the staff will be taken care of. The computer-related costs will include installation, maintenance, and repairs. Other related costs of travel and development are inevitable in the organization. There are plans to revise the contents of the implemented plan to ensure the welfare of the staff is given maximum attention.

References

Fong, C.M. (2016). Role overload, social support, and burnout among nursing educators.

Journal of Nursing Education, 29(3), 102-108.

Lien, A.S.Y., & Jiang, Y.D. (2017). Integration of diffusion of innovation theory in diabetes

care. Journal of Diabetes Investigation, 8(3), 259.

Todaro-Franceschi, V. (2019). Compassion fatigue and burnout in nursing. Enhancing