Scenario1 First I would least the responsibilities. The employee vacancy is health records management expert. The best strategy would be to hire an experienced person who has worked in an environment as large as the organization. Scenario2 As a manager, I would train them in phases first then adopt joint sessions to achieve skill exchange. The training should be more practical probably letting them help the RNs so they could obtain on the job training. Scenario3 Key responsibilities of this position should be brainstormed. The administrator should consult the employees to have shared views on what and how to market. Finally, the goals of the organization should be taken into account. The role of the given employee after a given duration should be stipulated in order to align the specifications on the job advertisement with the organization's strategic plan. Scenario4 The administration should weigh the tradeoffs on the cost and benefits of the equipment. The equipment's relevance is also important to consider, for instance, if it is a necessity in the current clinical trends. Of the four scenarios, the fourth is the most challenging. It affects all the aspects of the organization from human resource to the organization's layout. If the expertise is not available, outsourcing means the other three scenarios are also in play. It may involve a further cost of training of personnel.

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