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Health Information Technology and Healthcare Information System01:30

Health Information Technology and Healthcare Information System

Health Information Technology (HIT)
Health Information Technology, commonly called HIT, integrates advanced information systems and technology in healthcare settings. Its primary functions include:
Methods of Documentation III: PIE01:21

Methods of Documentation III: PIE

Problem-intervention-evaluation (PIE) is a systematic approach to documentation used in healthcare settings for clinical decision-making and patient care planning. It is a structured approach to organizing patient data based on problems, interventions, and evaluations. Here's a breakdown of its key features and considerations:
Compensation Mechanisms01:28

Compensation Mechanisms

The human body employs intricate mechanisms to counteract changes in blood pH, preventing conditions like acidosis (pH < 7.35) and alkalosis (pH > 7.45). These compensatory responses aim to restore normal arterial blood pH by engaging respiratory or renal systems, depending on the source of the imbalance.
Respiratory Compensation
This mechanism addresses metabolic-induced pH imbalances by adjusting breathing rates. Respiratory compensation begins within minutes of detecting a pH...
Negative and Positive Feedback01:18

Negative and Positive Feedback

Animal organs and organ systems constantly adjust to internal and external changes through a process called homeostasis ("steady state"). Examples of these changes include regulation of the level of glucose or calcium in the blood or internal responses to external temperatures. Homeostasis requires  maintaining an internal dynamic equilibrium:
Methods of Documentation II: POMR01:26

Methods of Documentation II: POMR

The Problem-Oriented Medical Record (POMR) revolutionized medical record-keeping by introducing a systematic approach focusing on the patient's problems rather than merely listing symptoms. Dr. Lawrence Weed's introduction of this method in the 1960s marked a significant advancement in medical documentation. The POMR framework consists of four key components: the database, problem list, plan of care, and progress notes.
Decision Making: P-value Method01:09

Decision Making: P-value Method

The process of hypothesis testing based on the P-value method includes calculating the P- value using the sample data and interpreting it.
First, a specific claim about the population parameter is proposed. The claim is based on the research question and is stated in a simple form. Further, an opposing statement to the claim  is also stated. These statements can act as null and alternative hypotheses:  a null hypothesis would be a neutral statement while the alternative hypothesis can have a...

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Related Experiment Video

Updated: Jul 17, 2026

The Participant-Reported Implementation Update and Score (PRIUS): A Novel Method for Capturing Implementation-Related Data Over Time
06:05

The Participant-Reported Implementation Update and Score (PRIUS): A Novel Method for Capturing Implementation-Related Data Over Time

Published on: February 19, 2021

The performance management system: applying and evaluating a pay-for-performance initiative.

Corey Helm1, Courtney L Holladay, Frank R Tortorella

  • 1University of Texas M.D. Anderson Cancer Center, Houston, Texas, USA.

Journal of Healthcare Management / American College of Healthcare Executives
|February 10, 2007
PubMed
Summary

Implementing a new performance management system effectively aligned individual goals with institutional objectives and improved recognition of high performers. This initiative enhanced talent retention and overall employee performance, positively impacting patient experience.

More Related Videos

Movement Retraining using Real-time Feedback of Performance
08:16

Movement Retraining using Real-time Feedback of Performance

Published on: January 17, 2013

Related Experiment Videos

Last Updated: Jul 17, 2026

The Participant-Reported Implementation Update and Score (PRIUS): A Novel Method for Capturing Implementation-Related Data Over Time
06:05

The Participant-Reported Implementation Update and Score (PRIUS): A Novel Method for Capturing Implementation-Related Data Over Time

Published on: February 19, 2021

Movement Retraining using Real-time Feedback of Performance
08:16

Movement Retraining using Real-time Feedback of Performance

Published on: January 17, 2013

Area of Science:

  • Healthcare Administration
  • Organizational Psychology
  • Human Resources Management

Background:

  • The University of Texas M. D. Anderson Cancer Center's clinical operations and programs division initiated a performance management system overhaul.
  • The initiative aimed to align individual performance goals with institutional objectives and link performance to rewards, distinguishing high from low performers.

Purpose of the Study:

  • To evaluate the effectiveness of a new performance management system in aligning individual and institutional goals.
  • To assess the system's success in linking performance to rewards and differentiating employee performance levels.
  • To provide insights for other organizations implementing similar performance management initiatives.

Main Methods:

  • A two-phase initiative involving a pilot group and the entire clinical area.
  • Progress monitoring through a dedicated performance management survey, an institutional employee opinion survey, and performance review/merit data.
  • Correlation analysis to examine the link between performance and merit data.

Main Results:

  • Survey findings supported the goal of aligning individual and institutional objectives.
  • Employee opinion survey results indicated success in linking performance to rewards.
  • Correlation analysis confirmed the initiative's positive effect on distinguishing high performers from low performers.

Conclusions:

  • The performance management initiative demonstrated significant progress in achieving its stated goals.
  • A holistic performance management system, including goal alignment, education, communication, and feedback, is crucial for recognizing top talent.
  • Effective performance management contributes to talent retention and improved employee performance, ultimately enhancing the patient experience.