Please help me come up with solutions for this table following the above scenario and instructions!

Scenario Susan has been directed by her boss, the CFO, to plan for specific positions in the department to be converted to remote positions because the hospital needs space to increase cardiac services. In the four months Susan has been leading the department, she has realized that there are serious knowledge gaps for many of the employees and many of them are not mecting monthly productivity or quality performance standards. Susan knows that there is a real risk to sending many of these individuals home to work because of the identified performance issues. She has decided a training and development plan will be necessary to prepare the majority of the workforce to work remotely. . Two transcriptionists with no credentials Two release-of-information (ROI) coordinators, one Registered Health Information Technician (RHIT) and one trained on the job Five coders, of which two hold RHITs, two with the Certified Coding Specialist (CCS) credential only, and one with the Certified Coding Associate (CCA) credential only One HIM supervisor who is RHIT-eligible, newly hired, with less than a year of management experience . Four document imaging specialists with no credentials Two chart completion clerks with no credential . One data quality specialist which is an open position, RHIT credential required Deliverables Create a training and development plan for the HIM department that includes the following items: 1. Develop a training and development program for each of the employee categories listed above. Use the spreadsheet for Chapter 9 case study to complete your training plan and you may modify it to show additional information not listed. The plan should consist of the following: 1. Identify at least two training topics that all employees have in common that would need to be listed under training topics.(Hint: HIPAA) b. Create a CE plan for each credentiale position: ROI coordinator, coder, HIM supervisor, and data quality specialist. Include both on-site and off-site CE opportunities. c. Create a delivery method training and or CEU needs (Hint: Think about settings for learning) d. Be mindful of budgetary constraints.(Hint: salary increase) d. A template is provided in figure 9.2 for guidance. A different template may be created Training and Development Plan Template Department: Health Information Management Date: Position Training needs Continuing Method of Budget impact education needs delivery