HRM 635 Acquiring Employees

Grand Canyon University HRM 635 Acquiring Employees-Step-By-Step Guide

This guide will demonstrate how to complete the HRM 635 Acquiring Employees assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for HRM 635 Acquiring Employees

Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Acquiring Employees depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for HRM 635 Acquiring Employees

The introduction for the Grand Canyon University HRM 635 Acquiring Employees is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for HRM 635 Acquiring Employees

After the introduction, move into the main part of the HRM 635 Acquiring Employees assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for HRM 635 Acquiring Employees

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for HRM 635 Acquiring Employees

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for HRM 635 Acquiring Employees

Needs Assessment Matrix

The following is a needs assessment matrix that was performed in my organization. The matrix identifies the different departments that were assessed, their required functions, employee/department needs, jobs/tasks, and current trainings. The matrix guides the identification of interventions to improve the overall organizational performance by addressing the diverse needs of the departments and staff.

Department	Required Functions	Department or Employee Needs	Jobs or Tasks	Current Trainings
Medical-surgical	Patient assessment and management Provision of emergency medical and surgical operations Provision of care to critically ill patients	Training Staff shortages (registered nurses) Scarcity of medical supplies	Patient assessment Patient education Medication administration Inter-professional collaboration Emergency management of health problems Documentation and coordination of care (DeNisco, 2019).	None
Maternity	Care of pregnant mothers Delivery of newborns Management of emergency obstetric issues Health education for pregnant mothers and their families	Staff shortage (registered nurses) Lack of training opportunities on current issues in obstetrics	Patient assessment Management of emergency conditions Patient education Medication administration Documentation Maintenance of records Coordination of care (Cooper & Gosnell, 2018).	Advanced life support in obstetrics
Laboratory	Laboratory investigations such as complete blood count Specimen processing Undertaking clinical experiments	Staff shortage	Sample collection Specimen storage Specimen analysis Monitor tests and procedures Perform scientific experiments Participate in continuous professional development	None

Overall, the performed needs assessment identified issues that should be addressed in the organization. The most evidence issue in the assessment is staff shortage, which may affect quality, safety, and efficiency of care. In addition, the organization does not provide training programs to improve practice competencies of its staff. Therefore, the results of the needs assessment will guide the interventions to be adopted in the organization.

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References

Cooper, K., & Gosnell, K. (2018). Foundations and Adult Health Nursing E-Book. Elsevier Health Sciences.

DeNisco, S. M. (2019). Advanced Practice Nursing: Essential Knowledge for the Profession: Essential Knowledge for the Profession. Jones & Bartlett Learning.

Sample Answer 2 for HRM 635 Acquiring Employees

Organizations have different needs that vary with their type, people, workplace demands, and other factors. One of the consistent needs is employee training since job demands change, necessitating skill development. A needs’ assessment is a crucial tool for determining whether employee training is needed (Niles, 2019). The purpose of this paper is to provide the needs assessment results and a job analysis for a position in the organization.

Needs Assessment Matrix

Department	Required Functions	Department or Employee Needs	Jobs or Tasks	Current Trainings
Education department	A service-line approach to teaching	Medical-surgical educator	Content teaching in critical care, emergency care, and perioperative services, etc. Foundational duties: teaching basic life support (BLS) advanced cardiac life support, etc.	Communication essentials, emergency, critical care, etc.
Rehabilitation department	Blending physical medicine and rehabilitation	Advanced/specialized training on physical medicine and rehabilitation	Speech therapy, occupational therapy, physiotherapy	Vocational training
Human resource department	Employee development centered on motivation and retention	Resilience and self-care opportunities	Employees’ needs assessment, organizing appropriate training, and developing opportunities for development	Resilience training, motivation, adaptability, and communication.
Pharmacy department	A tech-based approach to medication administration	Technology adoption in drug administration and professional communication	Guiding employees on technology adoption, risk avoidance, efficient delivery, etc.	Medication confirmation, barcode use, etc.
Nutritional/dietary department	Need-based nutrition planning	Dietary/nutrition specialist responsible for food service. Health teaching specialist	Health teaching on proper diet upon discharge Food service management	Healthy eating, healthy living

Job Description

Like other organizations, health care facilities require adequate and qualified staff in every position. Adequate staffing is critical to quality patient care since it ensures that patients get ready and expert support when needed (Haegdorens et al., 2019). The staff should also be motivated, aware of patient needs, and embrace change. Adequate staffing also prevents burnout and loss of morale (De Oliveira et al., 2019; Hancock et al., 2020). As illustrated in the needs assessment matrix, the organization has various departmental needs that would be better addressed by hiring the appropriate personnel. The personnel will be pivotal in providing expert opinions on different aspects of care, helping in employee development, and introducing new approaches to decision-making and organizational growth.

The need for a medical-surgical educator seems more urgent than other job positions. To achieve the much-needed change in the hospital, there needs a service-line approach to teaching where an expert will specialize in a specific service line. This implies that the educator will be dealing with a specific education line such as critical care, emergency care, maternal-child care, or perioperative care, among other areas. As a result, the education role in the education department will not be a general responsibility to conduct education programs but to focus on a specific area to achieve the best results.

The medical-surgical educator will also have foundational duties such as teaching basic life support (BLS), pediatric advanced life support (PALS), and advanced cardiac life support (ACLS). Other roles include developing and updating educational programs to address current and emerging departmental needs. Excellence in this role is expected to make the education department more productive in terms of empowering health care professionals and creating an informed patient population. Challenges hampering patient care are expected to reduce significantly.

Conclusion

A needs assessment evaluates departmental needs to determine whether employees need some training. Such training could be organization-wide or focus on employees’ inadequacy. The needs assessment shows various areas where training is needed. However, the position of a medical-surgical educator should be the priority area.

References

De Oliveira, S. M., de Alcantara Sousa, L. V., Gadelha, M. D. S. V., & do Nascimento, V. B. (2019). Prevention actions of burnout syndrome in nurses: An integrating literature review. Clinical Practice and Epidemiology in Mental Health: CP & EMH, 15, 64. https://doi.org/10.2174%2F1745017901915010064

Haegdorens, F., Van Bogaert, P., De Meester, K., & Monsieurs, K. G. (2019). The impact of nurse staffing levels and nurse’s education on patient mortality in medical and surgical wards: An observational multicentre study. BMC Health Services Research, 19(1), 1-9. https://doi.org/10.1186/s12913-019-4688-7

Hancock, J., Witter, T., Comber, S., Daley, P., Thompson, K., Candow, S., … & Kits, O. (2020). Understanding burnout and moral distress to build resilience: A qualitative study of an interprofessional intensive care unit team. Canadian Journal of Anesthesia/Journal canadien d’anesthésie, 67(11), 1541-1548. https://doi.org/10.1007/s12630-020-01789-z

Niles, N. J. (2019). Basic concepts of health care human resource management. Jones & Bartlett Publishers.

Sample Answer 3 for HRM 635 Acquiring Employees

Needs assessment is an important organizational task that nurse managers perform to determine the performance efficiencies in their organizations. Needs assessment focuses on the identification of the existing gaps in an organization and the development of strategies to address them (Blokdyk, 2020; Gulliford et al., 2020). Needs assessment is important because it enables an organization to remain updated on its performance levels, weaknesses, and opportunities that should be explored (Birkhead et al., 2020; Evashwick et al., 2020; Stefaniak, 2020). Information for needs assessment is obtained from the organizational stakeholders such as employees and observation of the staff in undertaking their assigned activities. Therefore, this section of the assignment performs a need assessment of the selected health organization and uses the identified gaps in the organization to develop a job description to address the needs.

Needs Assessment Matrix

Department	Required Functions	Department or Employee Needs	Jobs or Tasks	Current Trainings
Nursing department	Provision of nursing care to patients such as treatment Coordination of nursing care such as ensuring inter-professional collaboration Patient assessment Health education on issues such as healthy diets and behavioral modifications Evaluation of care Health promotion Implementing evidence-based practices Working in collaboration with other departments Adoption of quality improvement initiatives Promotion of continuous quality improvement Promotion of safety in care Infection prevention and control	Coaching and mentorship on issues such as evidence-based practice in nursing Training for professional development Additional staffs due to acute shortage Recognition to motivate them using approaches such as rewards and verbal praises Benchmarks for best practices	There is a need to hire registered nurses to fill the existing gaps in the department of nursing	COVID 19 training Infection prevention and control Promotion of safety in care
Medical laboratory	Carrying out pathology tests Specimen processing Coordinating care with other departments Specimen protection	Training on current best practices in processing specimen and specimen analysis Additional staffs Motivation in the form of incentives	There is a need to hire additional staffs to address the issue of staff shortages	None
Physiotherapy	Help people recover from injuries Maintain optimum health for people of all ages Health education to the public on maintaining optimal health	Training on current practices Incentives for motivation purposes	There is a need to provide training opportunities to the staffs on best practices	None

Description of the Needs Assessment Matrix

The above needs assessment was performed in nursing, medical laboratory, and physiotherapy departments. The assessment results revealed that the departments had issues ranging from staff shortages, lack of training poor motivation among the healthcare providers. The assessment also revealed that besides nursing department, the other departments do not have current training programs that are ongoing. Therefore, the information from the needs assessment matrix led to the development of a job description for a registered nurse and medical laboratory specialist to fill the current shortage of staff nurses and medical laboratory technicians in the hospital.

Job Description for a Registered Nurse

Our hospital is looking forward to hire 10 qualified registered nurses and one laboratory specialist to fill the existing vacancies in the nursing and medical laboratory departments. Our hospital is a tertiary institution that offers specialized and general care to its patients. The mission of the hospital is to provide care that demonstrate excellence, quality, and patient safety. The hospital therefore seeks to achieve its mission by hiring qualified registered nurses to achieve its performance goals and objectives.

Educational and Professional Requirements

Interested candidates for the position should meet the following requirements:

Bachelor’s degree in nursing
Valid nursing license
At least two years’ experience as a nurse in a hospital setting
Ability to perform standard nursing and medical procedures
Excellent communication skills
Flexibility

Roles and Responsibilities

The nurses will perform the following roles and responsibilities

Monitoring patient vitals
Detecting changes in patient’s health status and symptoms
Administering medications
Setting for procedures
Maintaining inventory of supplies
Assisting physicians with procedures
Maintain safe and clean working environment
Maintain patient’s health records
Assess and evaluate treatments
Health education
Communicate with patients clearly and provides emotional support to them

Job Description for Laboratory Specialist

Educational and Professional Requirements

Bachelor’s degree in medical laboratory science
Able to work in inter-professional teams
Excellent documentation skills
Can maintain clean and safe working environment
Excellent communication skills

Roles and Responsibilities

Label, check, and sort specimens
Organize all the patient information and request in the computer system
Analyze and interpret laboratory investigations
Inform provider about abnormalities in laboratory investigations
Create clean and safe working environment
Work with other healthcare providers in the coordination of care
Maintain dataset with the existing blood banks and prepare blood for transfussions

Application Procedure

Interested candidates should send their applications alongside contacts of their referees to the following address. The applications should be received on or before 6 November 2020 at 6 pm. For any inquiries, kindly contact the head of Human Resources. Our hospital is an equal opportunity employer.

Conclusion

In summary, needs assessment is an important tool that organizations can utilize to obtain insights into their performance levels. Needs assessment provides information that can be used to implement change initiatives in health organization. The current investigation has shown that the organization experiences issues related to staff shortage and inadequate professional development opportunities for the staffs. Therefore, job descriptions for the registered nurses and medical laboratory specialist have been developed to assist the hospital in hiring the right staffs that will drive the desired excellence.

References

Birkhead, G., Morrow, C. B., & Pirani, S. (2020). Public Health: What It Is and How It Works.Burlington, MA: Jones & Bartlett Learning.

Blokdyk, G. (2020). Health Management Information System a Complete Guide—2020 Edition. Emereo Pty Limited.

Evashwick, C. J., Singh, S. R., Jackson, P., & Sinay, T. (2020). Hospitals’ Benefit to the Community: Research, Policy and Evaluation. Frontiers Media SA.

Gulliford, M., Jessop, E., & Jessop, H. P. of P. H. E. (2020). Healthcare Public Health: Improving Health Services Through Population Science. Oxford University Press.

Stefaniak, J. E. (2020). Needs Assessment for Learning and Performance: Theory, Process, and Practice. Taylor & Francis Group.