Upskilling the Health Information Workforce: Strategies to Adapt to Emerging Technologies and Trends

The healthcare industry in the United States keeps facing many problems with staffing, especially in the health information (HI) field. According to the American Health Information Management Association (AHIMA), about 66 percent of health information workers say there have been ongoing staff shortages over the last two years. Also, 83 percent have seen more open jobs that are not filled in their organizations. These shortages affect important areas like data quality, patient health information, billing, privacy, risk, and following rules. For medical office managers, owners, and IT leaders, fixing these shortages is important to keep things running well, keep patient data accurate, and make sure billing works smoothly.

Also, technology is quickly changing, especially with artificial intelligence (AI) and machine learning (ML). These changes affect how healthcare groups work. This creates new chances but also means workers must learn new skills. Teaching health information workers new skills is important to handle these changes and keep quality care going. This article talks about staff shortages, AI’s role, why teaching new skills matters, and ways medical managers, owners, and IT leaders can prepare their teams.

Health Information Workforce Shortages: Causes and Consequences

The health information workforce is very important for managing data in healthcare. These workers handle patient records, billing, privacy rules, data analysis, and more. But AHIMA shows there are big gaps in staffing. Reasons include more demand for accurate and safe data, tougher rules to follow, and more work for fewer people.

The effects of not having enough staff go beyond just the numbers. Some main problems are:

• Reduced payments: Mistakes in coding or late claims can cause lower or denied payments, hurting the money flow of a medical practice.
• More claims denied: Errors or slow billing processes cause more rejected claims.
• Lower patient data quality: Wrong or missing information can harm medical decisions and patient care.
• Slower information sharing: Delays in handling medical records slow care and make it harder for patients to get their data.

Managers and IT leaders must know that just hiring people won’t fix these problems, especially because it is hard to find skilled workers. Instead, they should spend on training the current workforce and using technology smartly.

The Role of Upskilling and Reskilling in Healthcare Information Management

Upskilling means improving current employees’ skills for their present jobs. Reskilling means teaching workers new skills to do different jobs. Both things are important because healthcare and technology are changing fast.

Some facts about workforce learning show:

• By 2025, 85 million jobs worldwide might change or disappear because of automation and AI, but about 97 million new jobs could be created.
• LinkedIn Learning says 94% of workers would stay longer if companies help them learn and grow.
• Healthcare information groups are focusing more on clear career paths, training programs, and technology education.

For medical managers, owners, and IT leaders, some actions to take are:

• Check where staff skills are not enough for current technology or rules.
• Create training focused on coding updates, data privacy, AI tools, and data analysis.
• Use easy learning methods like online classes, short lessons, webinars, and quizzes that fit busy schedules.
• Help workers see chances to grow in the company to keep them longer.
• Keep encouraging workers to learn new skills as technology changes.

These steps take time and money, but they help make a more able workforce that can handle new tools and make workplace processes better.

Educational Resources and Continuous Learning Opportunities

The American Health Information Management Association (AHIMA) helps health information workers by offering many continuing education choices. They provide expert-led webinars and quizzes that give Continuing Education Units (CEUs). These help workers stay updated.

Topics include:

• AI use in healthcare operations
• Data privacy and cybersecurity, including rules like those from the National Institute of Standards and Technology (NIST)
• Information on social factors affecting health and fairness in care
• Coding and clinical documentation that follow new ICD-11 and CPT standards
• Workforce issues like hiring, keeping workers, burnout, and handling staff shortages
• Leadership skills focused on adopting technology and following rules

Medical office managers and IT leaders can encourage their teams to join AHIMA’s programs. This helps staff build skills without stopping daily work. These programs cover not just technical knowledge but also smart ways to handle healthcare’s changing rules.

AI and Workflow Automation: Transforming Health Information Management

Artificial intelligence and workflow automation are changing how healthcare offices and health information teams work. These tools help manage growing administrative work and staff shortages.

AI-Driven Front Office Phone Automation

Companies like Simbo AI use AI for phone systems in front offices. For medical offices, this means:

• Automating phone calls to ease pressure on receptionists and office staff.
• Giving patients quick answers about appointments, insurance, and common questions.
• Collecting call data accurately and linking it with Electronic Health Record (EHR) systems.

Using AI answering systems lets staff spend more time on important tasks like talking with patients, following up on billing, and coordinating care. This helps improve patient experience and office workflow.

AI in Coding, Documentation, and Revenue Cycle Management

AI tools using natural language processing (NLP) help with clinical documentation, coding, and managing money flow.

• NLP takes useful information from unstructured medical notes to find important social factors, diagnoses, and procedures.
• Automated coding supports staff by following the latest billing rules (ICD-11 and CPT), reducing mistakes and claim rejections.
• AI analytics find patterns and risks in billing processes, helping to get accurate payments.

These tools do not replace people. They help take care of routine tasks so health information staff can focus on harder decisions and rule compliance.

Challenges with AI Adoption in Health Information

Even with benefits, adding AI also needs:

• Training workers to use AI tools and workflows well.
• Extra watchfulness to check AI accuracy and ethical use of patient data.
• Clear plans and training to make the transition smooth.

AHIMA’s survey shows 45 percent of health information departments already use AI and machine learning. But 75 percent say more training is needed to use these tools correctly.

Strategic Workforce Planning for Medical Practices and IT Departments

Workforce Analysis and Skill Gap Assessment

Knowing what skills workers have and where gaps exist is the first step. This includes:

• Reviewing job descriptions to match future technology needs.
• Getting feedback from staff about training needs.
• Using tests to measure skill levels.

Designing Upskilling and Reskilling Programs

Training must be useful, engaging, and easy to access. Options include:

• Short learning sessions that staff can do during breaks or after work.
• Live or recorded webinars on new coding rules, AI tools, and privacy.
• Interactive quizzes to strengthen learning and offer CEUs.

Employers should give time and rewards to support these efforts.

Promoting Career Pathing and Internal Mobility

Helping employees see how new skills can lead to promotions boosts motivation and keeps workers. Clear career paths let staff:

• Know the skills needed to move up.
• Keep track of progress toward promotions.
• Look into new jobs within the healthcare group.

This helps organizations find hidden talents and manage workers better.

Supporting Staff Through Change

Changing to new technologies may cause worries or pushback. Ways to help include:

• Open talks about benefits and challenges.
• Hands-on training with expert help.
• Coaching and mentoring programs.
• Recognizing staff effort and progress.

Leaders play an important role in guiding workers through tech and work changes.

Final Thoughts for U.S. Healthcare Administrators and IT Leaders

The current staff shortages in the U.S. health information workforce may continue if not handled well. These shortages affect both office tasks and the quality and timeliness of patient data. Teaching new skills is an important way to help health workers adjust to new tools and work demands.

Many health information teams are using AI tools to ease some work, but these tools also bring challenges that need careful management and training.

Medical office managers, owners, and IT leaders can lead by investing in ongoing education, supporting AI and automation workflows, and creating clear career paths. Doing this can help healthcare groups keep data accurate, improve money management, protect patient privacy, and prepare staff for future needs in a changing healthcare world.