HRM 635 Leveraging Human Capital GCU

Sample Answer for HRM 635 Leveraging Human Capital GCU Included After Question

Assessment Description

Throughout this course, you have analyzed your current work environment to identify the acquiring, developing, and training practices. Employees are the biggest asset and contribute to the culture and overall performance of the organization. This project requires you to determine how to leverage the human capital within your organization. Use the research you have complied throughout this course to determine how to appropriately develop and motivate your employees.

Develop a written proposal (1,000-1,250 words), discussing performance indicators, rewards and incentives, and a plan for motivating employees. Your proposal must include the following:

Describe tasks and performance indicators that contribute to the overall employee performance on the job.
How will you identify an employee’s strengths and skills to leverage their performance?
Develop strategies to improve employee performance. How will you provide employees with rewards and incentives for performance improvement?
How will you integrate rewards and incentives to remain competitive in the marketplace and recruit and retain the employees?
Describe a vision for the overall culture you aspire to develop in your organization, relative to the employees being the biggest asset.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.

This assignment uses a rubric. Review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

A Sample Answer For the Assignment: HRM 635 Leveraging Human Capital GCU

Title: HRM 635 Leveraging Human Capital GCU

Section 1- Introduction

Human capital is defined as specific employee traits that can ensure success of a business. Often, human capital forms the greatest asset in any organization. Therefore, leveraging human capital is a vital requirement for a success of a company. Amply, leveraging human capital characterizes a growing trend in the contemporary society where organizations creates more emphasis on human capital, right from initiating basic measurement of the efficiency of all aspects from training initiatives to employee engagement (Aryee, Walumbwa, Seidu & Otaye, 2016). Essentially, after getting the best talents, the role of leveraging employees is to keep and inspire them to achieve great things with the ultimate goal of connecting employee’s performance to workplace outcomes. It is against this backdrop that this paper seeks to delve into leveraging human capital in the present organization, particularly for the critical care nurses including the Emergency Department (ED) nurses and the Intensive Care Unit (ICU) nurses. To achieve this objective, the paper will explore specific areas including an evaluation of the current employee status, reward and motivation strategies, leveraging on the strengths of the employees, description of the organizational culture, and rewards and incentives to ensure employees remain competitive.

Section 2- Job Performance & Evaluation

Critical care nurses are tasked with various responsibilities of caring for critically ill patients who are at high risk of life-threatening conditions. Their roles include examining the conditions of the patients, evaluating patient’s conditions closely and planning and executing care plans for the patient, playing the role of advocate between the patient and their family, providing education to patient and their family, and collaborating with other critical care team members. Moreover, the critical care nurses also have vital responsibilities towards patients such as provision of advanced life support, helping physicians in conducting procedures, ordering diagnostic tests, responding to life-saving incidences through application of nursing standards and treatment protocols, and ensuring proper functioning of medical equipment such as monitors and ventilators. Besides, some critical care nurses act as administrators, case managers, and policy makers.

To determine the overall performance of critical care nurses, various performance indicators are used to gauge the effectiveness of the nurses in the organization. Some of the performances indicators that contribute to the overall job performance include reduction in the cases of readmission of ICU and ED patients with unplanned readmission to ICU within a period of 72 hours following discharge, elimination of avoidable days in the ICU that ranges from four hours after discharge is given, reduction in ICU mortality number, reduction in hospital mortality number, especially the patients who die after being discharged from ICU during the same hospitalization, reduction in ICU length of stay, and patient and family satisfaction rate.

Section 3- Reward & Encouragement Strategies

Essentially, critical care nurses’ work is demanding and characterized by significant emotional burden owing various factors such as making life and death decisions to patients, high number of patients, and witnessing patients facing untold pain and suffering (Laerkner, Egerod & Hansen, 2015). As such, it is imperative to reward these nurses and keep them motivated. Developing inspired critical care nurses requires that managers should each nurse an individual, empower them, and offer proper reward system. Consequently, the critical care nurses can be rewarded by both monetary and non-monetary incentives (Greene, 2018). The monetary incentives may include bonuses, shopping voucher, and a fair and equitable handout rewards to demonstrate gratitude for their exceptional job performance. On the other hand, the nurses can also be rewarded by non-monetary incentives. The incentives may include celebrating with them their successes frequently, routinely giving the appreciation notes such as “thank you” notes, hand out movie tickets, displaying their achievement on banners, and asking the staff to join in celebrating a particular person some specific achievement. Essentially, rewarding and appreciating critical care nurses for their achievement ensures they are kept motivated and help in developing a feeling of being valued and belonging to the organization.

As already established, critical care nurses face many challenges such as working without break, burnout, and compassion fatigue that often result in negative attitude, feeling hopeless, stress and anxiety, and sleep issues. Therefore, nurses can be supported during difficult times by ensuring that the hospital managers create a positive working environment, committed towards empowering them, ensure nurses have the opportunity to identify their challenges and facilitate their participation in solving such problems, and providing training programs to nurses to develop problem solving and coping techniques for the challenges.

Section 4- Levering on Employee Strengths

In an attempt to leverage on employee assets in the organization, the best strategies to use is to help the critical care nurses to identify, understand, and routinely utilize their outstanding skills to ensure they remain more inspired, engaged, and productive. These strategies can also help the nurses to stay on point during working periods that are often characterized by heavy and demanding tasks. On the other hand, the strengths of the critical care nurses can be identified by actively listening and paying attention to their job aspects and their individual lives including the things they like and enjoy and they ones they do not like or enjoy. The organization can facilitate this process by using a leadership approach of StrengthsFinder to help in gaining an in-depth understanding of the leaders and the employees (Janke et al., 2015). Essentially, good leaders acknowledge their strengths and invest in the strengths of others to establish a team of employees with impeccable strengths capable of realizing specific needs of the organization.

Essentially, focusing on these strengths is one of the ways to better the performance and skills of individual nurse. An effective leader should always look at the strengths of the employees and not flaws to make the employees make the most of their talents and skills, while ignoring the urge to help employees correct their weaknesses (Sorenson, 2014). Moreover, focusing on the positive side of employees is crucial in enhancing the confidence, hope, and productivity of the employees. In addition, staying passionate is also crucial in betterment of performance and skills of the critical care nurses by triggering them to notice the bigger picture and to be critical and creative in their work approach. Finally, leaders can also better the performance and skills of individual nurses by being flexible and visionary, sharing the visions, and putting the employees first.

Section 5- Culture Within the Organization

The vision for the overall culture I aspire to develop in the organization is to be honest, compassionate, and impactful healthcare organization that is known globally within the health care industry for provision of maximum health across the lifespan the customers we serve. The healthcare setting will be committed to become the leader in delivering value-based care to patients and to pride itself as the most trusted health care partner.

Section 6- Rewards & Incentive to Remain Competitive

Presently, there is a great concern that baby boomers will mostly retire in the next five to seven years, thus, creating workforce crisis that will bring challenging times that will force organizations to take radical steps to ensure they have best talents in the organizations. Consequently, for organizations to remain competitive, they need to robustly pursue talent to enhance productivity and profitability, while also leveraging human capital to ensure a competitive advantage. To address this challenge, therefore, the present health care organization ought to devise a clear and convincing strategy for implementation of reward or compensation system such as rewards and incentive plan attract, retain, and inspire top talents. The reward and incentives may include benefits, total compensation, work-life balance, and training for career development and individual growth opportunities.

Essentially, the rewards and incentives will ensure the organization remain competitive in the market by ensuring the top talents are identified, attracted, and motivated, thus, leading to an overall employee engagement. It is undoubted that companies that effectively engage employees tend to realize organizational goals and achieving their visions, missions, strategic goals, and values (Waqas & Saleem, 2014). The present organization will, therefore, strive to formulate a reward system that aligns with health care industry, cost considerations, and the life cycle of the organization to ensure the establishment and implementation of the right program to realize retention of the best behaviors necessary in achieving the needed business results, which eventually help in maintaining competitive advantage. Moreover, rewards and incentives can also help in appealing to employees by making them believe they are valued and appreciated.

References

Aryee, S., Walumbwa, F. O., Seidu, E. Y., & Otaye, L. E. (2016). Developing and leveraging human capital resource to promote service quality: Testing a theory of performance. Journal of management, 42(2), 480-499.

Greene, R. J. (2018). Rewarding performance: Guiding principles; custom strategies. Routledge.

Janke, K. K., Farris, K. B., Kelley, K. A., Marshall, V. D., Plake, K. S., Scott, S. A., & Yee, G. C. (2015). StrengthsFinder signature themes of talent in doctor of pharmacy students in five Midwestern pharmacy schools. American journal of pharmaceutical education, 79(4), 49.

Laerkner, E., Egerod, I., & Hansen, H. P. (2015). Nurses’ experiences of caring for critically ill, non-sedated, mechanically ventilated patients in the intensive care unit: A qualitative study. Intensive and Critical Care Nursing, 31(4), 196-204.

Sorenson, S. (2014). How employees’ strengths make your company stronger. Gallup Business Journal.

Waqas, Z., & Saleem, S. (2014). The effect of monetary and non-monetary rewards on employee engagement and firm performance. European Journal of Business and Management, 6(31), 73-82.

HRM 635 Leveraging Human Capital GCU

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Rubric Criteria

Total110 points

Criterion	1. Unsatisfactory	2. Less than Satisfactory	3. Satisfactory	4. Good	5. Excellent
Integration of Rewards and Incentives to Remain Competitive Integration of Rewards and Incentives to Remain Competitive	0 points The written proposal does not include a description of the integration of rewards and incentives to remain competitive.	12.21 points The written proposal includes a thorough description of the integration of rewards and incentives to remain competitive in the marketplace and recruit and retain employees.	13.04 points The written proposal includes a vague description of the integration of rewards and incentives to remain competitive in the marketplace and recruit and retain employees.	14.36 points The written proposal includes an appropriate description of the integration of rewards and incentives to remain competitive in the marketplace and recruit and retain employees.	16.5 points The written proposal includes a clear description of the integration of rewards and incentives to remain competitive in the marketplace and recruit and retain employees.
Documentation of Sources Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)	0 points Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.	4.07 points Sources are not documented.	4.35 points Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.	4.79 points Sources are documented, as appropriate to assignment and style, and format is mostly correct.	5.5 points Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.
Paper Format (use of appropriate style for the major and assignment) Paper Format (use of appropriate style for the major and assignment)	0 points Appropriate template is used, but some elements are missing or mistaken. A lack of control with formatting is apparent.	4.07 points Template is not used appropriately or documentation format is rarely followed correctly.	4.35 points Appropriate template is used. Formatting is correct, although some minor errors may be present.	4.79 points Appropriate template is fully used. There are virtually no errors in formatting style.	5.5 points All format elements are correct.
Culture Within the Organization Culture Within the Organization	0 points The written proposal does not include a description of the culture within the organization.	8.14 points The written proposal includes a description of the culture within the organization but is incomplete or lacks details.	8.69 points There is some description of the aspired culture within the organization relative to the employees being the biggest asset.	9.57 points There is a detailed description of the aspired culture within the organization relative to the employees being the biggest asset.	11 points There is a well-developed description of the aspired culture within the organization relative to the employees being the biggest asset.
Strategies to Improve Performance Strategies to Improve Performance	0 points The written proposal does not include strategies to improve employee performance.	12.21 points The written proposal includes strategies to improve employee performance but they are incomplete or lack details.	13.04 points The written proposal includes a detailed description of strategies to improve employee performance and adequately discusses rewards and incentives for performance improvement.	14.36 points The written proposal includes strategies to improve employee performance and discusses rewards and incentives for performance improvement.	16.5 points The written proposal includes a comprehensive description of strategies to improve employee performance and thoroughly discusses rewards and incentives for performance improvement.
Tasks and Performance Indicators Tasks and Performance Indicators	0 points A description of the tasks and performance indicators that contribute to the overall employee performance is included but is incomplete or lacks details.	12.21 points The written proposal does not include a description of tasks and performance indicators.	13.04 points A description of the tasks and performance indicators that contribute to the overall employee performance is included and minimally describes the tasks and performance of employees.	14.36 points A clear description of the tasks and performance indicators that contribute to the overall employee performance is included.	16.5 points A comprehensive description of the tasks and performance indicators that contribute to the overall employee performance is included.
Mechanics of Writing (includes spelling, punctuation, grammar, language use) Mechanics of Writing (includes spelling, punctuation, grammar, language use)	0 points Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is used.	4.07 points Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) or word choice are present. Sentence structure is correct but not varied.	4.35 points Some mechanical errors or typos are present, but they are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed.	4.79 points Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech.	5.5 points Writer is clearly in command of standard, written, academic English.
Thesis Development and Purpose Thesis Development and Purpose	0 points Thesis is insufficiently developed or vague. Purpose is not clear.	5.7 points Paper lacks any discernible overall purpose or organizing claim.	6.08 points Thesis is apparent and appropriate to purpose.	6.7 points Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear.	7.7 points Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the arguments and appropriate to the purpose.
Argument Logic and Construction Argument Logic and Construction	0 points Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources.	6.51 points Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility.	6.95 points Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis.	7.66 points Argument shows logical progressions. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative.	8.8 points Clear and convincing argument that presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.
Identifying Employee Strengths and Skills to Leverage Performance Identifying Employee Strengths and Skills to Leverage Performance	0 points The written proposal does not include leveraging on human capital.	12.21 points The written proposal includes a description of leveraging on employee strengths and skills but the description is incomplete or lacks details.	13.04 points There is some description of leveraging on employee strengths and skills to improve performance.	14.36 points There is a detailed description of leveraging on employee strengths and skills to improve performance.	16.5 points There is a well-developed description of leveraging on employee strengths and skills to improve performance.

Criterion

1. Unsatisfactory

2. Less than Satisfactory

3. Satisfactory

4. Good

5. Excellent

Integration of Rewards and Incentives to Remain Competitive

Integration of Rewards and Incentives to Remain Competitive

0 points

The written proposal does not include a description of the integration of rewards and incentives to remain competitive.

12.21 points

The written proposal includes a thorough description of the integration of rewards and incentives to remain competitive in the marketplace and recruit and retain employees.

13.04 points

The written proposal includes a vague description of the integration of rewards and incentives to remain competitive in the marketplace and recruit and retain employees.

14.36 points

The written proposal includes an appropriate description of the integration of rewards and incentives to remain competitive in the marketplace and recruit and retain employees.

16.5 points

The written proposal includes a clear description of the integration of rewards and incentives to remain competitive in the marketplace and recruit and retain employees.

Documentation of Sources

Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)

0 points

Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.

4.07 points

Sources are not documented.

4.35 points

Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.

4.79 points

Sources are documented, as appropriate to assignment and style, and format is mostly correct.

5.5 points

Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.

Paper Format (use of appropriate style for the major and assignment)

Paper Format (use of appropriate style for the major and assignment)

0 points

Appropriate template is used, but some elements are missing or mistaken. A lack of control with formatting is apparent.

4.07 points

Template is not used appropriately or documentation format is rarely followed correctly.

4.35 points

Appropriate template is used. Formatting is correct, although some minor errors may be present.

4.79 points

Appropriate template is fully used. There are virtually no errors in formatting style.

5.5 points

All format elements are correct.

Culture Within the Organization

Culture Within the Organization

0 points

The written proposal does not include a description of the culture within the organization.

8.14 points

The written proposal includes a description of the culture within the organization but is incomplete or lacks details.

8.69 points

There is some description of the aspired culture within the organization relative to the employees being the biggest asset.

9.57 points

There is a detailed description of the aspired culture within the organization relative to the employees being the biggest asset.

11 points

There is a well-developed description of the aspired culture within the organization relative to the employees being the biggest asset.

Strategies to Improve Performance

Strategies to Improve Performance

0 points

The written proposal does not include strategies to improve employee performance.

12.21 points

The written proposal includes strategies to improve employee performance but they are incomplete or lack details.

13.04 points

The written proposal includes a detailed description of strategies to improve employee performance and adequately discusses rewards and incentives for performance improvement.

14.36 points

The written proposal includes strategies to improve employee performance and discusses rewards and incentives for performance improvement.

16.5 points

The written proposal includes a comprehensive description of strategies to improve employee performance and thoroughly discusses rewards and incentives for performance improvement.

Tasks and Performance Indicators

Tasks and Performance Indicators

0 points

A description of the tasks and performance indicators that contribute to the overall employee performance is included but is incomplete or lacks details.

12.21 points

The written proposal does not include a description of tasks and performance indicators.

13.04 points

A description of the tasks and performance indicators that contribute to the overall employee performance is included and minimally describes the tasks and performance of employees.

14.36 points

A clear description of the tasks and performance indicators that contribute to the overall employee performance is included.

16.5 points

A comprehensive description of the tasks and performance indicators that contribute to the overall employee performance is included.

Mechanics of Writing (includes spelling, punctuation, grammar, language use)

Mechanics of Writing (includes spelling, punctuation, grammar, language use)

0 points

Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is used.

4.07 points

Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) or word choice are present. Sentence structure is correct but not varied.

4.35 points

Some mechanical errors or typos are present, but they are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed.

4.79 points

Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech.

5.5 points

Writer is clearly in command of standard, written, academic English.

Thesis Development and Purpose

Thesis Development and Purpose

0 points

Thesis is insufficiently developed or vague. Purpose is not clear.

5.7 points

Paper lacks any discernible overall purpose or organizing claim.

6.08 points

Thesis is apparent and appropriate to purpose.

6.7 points

Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear.

7.7 points

Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the arguments and appropriate to the purpose.

Argument Logic and Construction

Argument Logic and Construction

0 points

Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources.

6.51 points

Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility.

6.95 points

Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis.

7.66 points

Argument shows logical progressions. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative.

8.8 points

Clear and convincing argument that presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.

Identifying Employee Strengths and Skills to Leverage Performance

Identifying Employee Strengths and Skills to Leverage Performance

0 points

The written proposal does not include leveraging on human capital.

12.21 points

The written proposal includes a description of leveraging on employee strengths and skills but the description is incomplete or lacks details.

13.04 points

There is some description of leveraging on employee strengths and skills to improve performance.

14.36 points

There is a detailed description of leveraging on employee strengths and skills to improve performance.

16.5 points

There is a well-developed description of leveraging on employee strengths and skills to improve performance.

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Grading Rubric

Performance Category	100% or highest level of performance 100% 16 points	Very good or high level of performance 88% 14 points	Acceptable level of performance 81% 13 points	Inadequate demonstration of expectations 68% 11 points	Deficient level of performance 56% 9 points	Failing level of performance 55% or less 0 points
Total Points Possible= 50	16 Points	14 Points	13 Points	11 Points	9 Points	0 Points
Scholarliness Demonstrates achievement of scholarly inquiry for professional and academic topics.	Presentation of information was exceptional and included all of the following elements: Provides evidence of scholarly inquiry relevant to required TD topic(s). Presents specific information from scholarly sources to develop a comprehensive presentation of facts. Uses at least one outside scholarly reference that is relevant, less than 5 years old (use of older references requires instructor permission) and reliable for the required topic.* Uses in-text citation and full reference at end of posting when presenting another person’s thoughts as quotes or paraphrase of information.	Presentation of information was good, but was superficial in places and included all of the following elements: Provides evidence of scholarly inquiry relevant to required TD topic(s). Presents specific information from scholarly sources to develop a comprehensive presentation of facts. Uses at least one outside scholarly reference that is relevant, less than 5 years old (use of older references requires instructor permission) and reliable for the required topic.* Uses in-text citation and full reference at end of posting when presenting another person’s thoughts as quotes or paraphrase of information.	Presentation of information was minimally demonstrated in all of the following elements: Provides evidence of scholarly inquiry relevant to required TD topic(s). Presents specific information from scholarly sources to develop a comprehensive presentation of facts. Uses at least one outside scholarly reference that is relevant, less than 5 years old (use of older references requires instructor permission) and reliable for the required topic.* Uses in-text citation and full reference at end of posting when presenting another person’s thoughts as quotes or paraphrase of information.	Presentation of information is unsatisfactory in one of the following elements: Provides evidence of scholarly inquiry relevant to required TD topic(s). Presents specific information from scholarly sources to develop a comprehensive presentation of facts. Uses at least one outside scholarly reference that is relevant, less than 5 years old (use of older references requires instructor permission) and reliable for the required topic.* Uses in-text citation and full reference at end of posting when presenting another person’s thoughts as quotes or paraphrase of information.	Presentation of information is unsatisfactory in two of the following elements: Provides evidence of scholarly inquiry relevant to required TD topic(s). Presents specific information from scholarly sources to develop a comprehensive presentation of facts. Uses at least one outside scholarly reference that is relevant, less than 5 years old (use of older references requires instructor permission) and reliable for the required topic.* Uses in-text citation and full reference at end of posting when presenting another person’s thoughts as quotes or paraphrase of information.	Presentation of information is unsatisfactory in three or more of the following elements Provides evidence of scholarly inquiry relevant to required TD topic(s). Presents specific information from scholarly sources to develop a comprehensive presentation of facts. Uses at least one outside scholarly reference that is relevant, less than 5 years old (use of older references requires instructor permission) and reliable for the required topic.* Uses in-text citation and full reference at end of posting when presenting another person’s thoughts as quotes or paraphrase of information
	16 Points	14 Points	13 Points	11 Points	9 Points	0 Points
Application of Course Knowledge Demonstrate the ability to analyze and apply principles, knowledge and information learned in the outside readings and relate them to real-life professional situations	Presentation of information was exceptional and included all of the following elements: Applies principles, knowledge and information from scholarly resources to the required topic. Applies facts, principles or concepts learned from scholarly resources to a professional experience. Application of information is comprehensive and specific to the required topic.	Presentation of information was good, but was superficial in places and included all of the following elements: Applies principles, knowledge and information from scholarly resources to the required topic. Applies facts, principles or concepts learned from scholarly resources to a professional experience. Application of information is comprehensive and specific to the required topic.	Presentation of information was minimally demonstrated in the all of the following elements: Applies principles, knowledge and information from scholarly resources to the required topic. Applies facts, principles or concepts learned from scholarly resources to a professional experience. Application of information is comprehensive and specific to the required topic.	Presentation of information is unsatisfactory in one of the following elements: Applies principles, knowledge and information from scholarly resources to the required topic. Applies facts, principles or concepts learned from and scholarly resources to a professional experience. Application of information is comprehensive and specific to the required topic.	Presentation of information is unsatisfactory in two of the following elements: Applies principles, knowledge and information from scholarly resources to the required topic. Applies facts, principles or concepts learned from scholarly resources to a professional experience. Application of information is comprehensive and specific to the required topic.	Presentation of information is unsatisfactory in three of the following elements Applies principles, knowledge and information and scholarly resources to the required topic. Applies facts, principles or concepts learned scholarly resources to a professional experience. Application of information is comprehensive and specific to the required topic.
	10 Points	9 Points			6 Points	0 Points
Interactive Dialogue Initial post should be a minimum of 300 words (references do not count toward word count) The peer and instructor responses must be a minimum of 150 words each (references do not count toward word count) Responses are substantive and relate to the topic.	Demonstrated all of the following: Initial post must be a minimum of 300 words. The peer and instructor responses must be a minimum of 150 words each. Responses are substantive Responses are related to the topic of discussion.	Demonstrated 3 of the following: Initial post must be a minimum of 300 words. The peer and instructor responses must be a minimum of 150 words each. Responses are substantive Responses are related to the topic of discussion.			Demonstrated 2 of the following: Initial post must be a minimum of 300 words. The peer and instructor responses must be a minimum of 150 words each. Responses are substantive Responses are related to the topic of discussion.	Demonstrated 1 or less of the following: Initial post must be a minimum of 300 words. The peer and instructor responses must be a minimum of 150 words each. Responses are substantive Responses are related to the topic of discussion.
	8 Points	7 Points	6 Points	5 Points	4 Points	0 Points
Grammar, Syntax, APA Points deducted for improper grammar, syntax and APA style of writing. The source of information is the APA Manual 6th Edition Error is defined to be a unique APA error. Same type of error is only counted as one error.	The following was present: 0-3 errors in APA format AND Responses have 0-3 grammatical, spelling or punctuation errors AND Writing style is generally clear, focused on topic,and facilitates communication.	The following was present: 4-6 errors in APA format. AND/OR Responses have 4-5 grammatical, spelling or punctuation errors AND/OR Writing style is somewhat focused on topic.	The following was present: 7-9 errors in APA format. AND/OR Responses have 6-7 grammatical, spelling or punctuation errors AND/OR Writing style is slightly focused on topic making discussion difficult to understand.	The following was present: 10- 12 errors in APA format AND/OR Responses have 8-9 grammatical, spelling and punctuation errors AND/OR Writing style is not focused on topic, making discussion difficult to understand.	The following was present: 13 – 15 errors in APA format AND/OR Responses have 8-10 grammatical, spelling or punctuation errors AND/OR Writing style is not focused on topic, making discussion difficult to understand. AND/OR The student continues to make repeated mistakes in any of the above areas after written correction by the instructor.	The following was present: 16 to greater errors in APA format. AND/OR Responses have more than 10 grammatical, spelling or punctuation errors. AND/OR Writing style does not facilitate communication
	0 Points Deducted					5 Points Lost
Participation Requirements	Demonstrated the following: Initial, peer, and faculty postings were made on 3 separate days					Failed to demonstrate the following: Initial, peer, and faculty postings were made on 3 separate days
	0 Points Lost					5 Points Lost
Due Date Requirements	Demonstrated all of the following: The initial posting to the graded threaded discussion topic is posted within the course no later than Wednesday, 11:59 pm MT. A minimum of one peer and one instructor responses are to be posted within the course no later than Sunday, 11:59 pm MT.					Demonstrates one or less of the following. The initial posting to the graded threaded discussion topic is posted within the course no later than Wednesday, 11:59 pm MT. A minimum of one peer and one instructor responses are to be posted within the course no later than Sunday, 11:59 pm MT.

Also Read: HRM 635 Acquiring, Developing, and Leveraging Human Capital SYLLABUS