HRM 635 Acquiring Employees
HRM 635 Acquiring Employees
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.
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.