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NURS6221 Recruitment and Selection Plan: Explain how well the job description defines the required employee attributes for the job and how it could be improved

NURS6221 Recruitment and Selection Plan: Explain how well the job description defines the required employee attributes for the job and how it could be improved

Week 2 Assignment (Module 1)

Recruitment and Selection Plan

Think back to an experience, either recent or particularly memorable, in securing a position in a healthcare setting. How did you become aware of the position? Was the job description an accurate representation of the duties and responsibilities of the position? What was the interview process like and were there aspects you would recommend changing? When you were hired, did you feel this was a position that you would want to retain and in which you could grow?

Photo Credit: Getty Images/iStockphoto

This Assignment will involve you in following key steps in the recruitment and selection process. No doubt you have experienced this process from the candidate’s perspective. In keeping with your human resource functions as a nurse executive, for this Assignment, you will consider the recruitment and interview process from the hiring perspective. As you do, consider how you can apply your own experiences and insights, in combination with the Learning Resources you use, to develop the most effective recruitment and selection plan that strengthens a healthcare setting with high-quality employees.

Note: There are two parts to this Assignment. Both Parts 1 and 2 will be due on Day 7 of Week 2. Plan your time accordingly. Access and review the document, Recruitment and Selection Plan: Guidelines and Worksheet (located in the Learning Resources), for support in completing the Assignment. The preparation steps this week are intended to guide completion of Part 1 of your Assignment.

Nurse executives have the primary responsibility for administering and managing patient care services. This function sees them oversee planning and development functions regarding procedures and policies. Although they do not have direct contact with patients, nurse executives shape policies related to nursing and health care. Which places them in a unique position to identify nurse personnel needs in terms of competencies and skills, and ensure that the facility has the right mix of nurse personnel. Besides that, they bear responsibility for the facility’s financial accountability, thus placing them in a unique position to determine the facility’s nurse personnel needs authoritatively. Also, they are responsible for establishing ongoing relationships with other nurse personnel to foster a cohesive work environment NURS 6221 Recruitment and Selection Plan Nursing Essay. These responsibilities strategically position nurse executives to identify the nurse personnel needs of a facility (Finkelman, 2016).

Analyze the job description you have selected as the focus of your Assignment. Include the source of the job description and critique the job description for clarity and accuracy.

The job description under analysis was presented by Northwoods Surgery Center, located in Veterans Parkway, Woodruff, Wisconsin, for an operating room nurse. The report gave the licensing and certification requirements. Also, it offered the job summary, expected duties, and preferred qualifications for the candidates (Northwoods Surgery Center, n.d.). The description is detailed and practical since it offers a refined list of duties and requirements. In fact, it is accurate in defining the role and accountability, thus making the expectations clear. The responsibilities have been refined into fewer points with the tasks grouped into main responsibility areas that reflect personnel expectations at the moment NURS 6221 Recruitment and Selection Plan Nursing Essay. To be more precise, it clarifies expectations, offers a basis for measuring job performance, defines the description of the role, and prevents arbitrary interpretation of role content and limits. Still, there is a need for greater clarity, particularly with regards to pay and grading systems to offer greater job clarity (Hunt, 2015).

Explain how well the job description defines the required employee attributes for the job and how it could be improved. If information is available, describe how the tasks and competencies associated with this job may have changed since the job description was conceived.

The job description has defined the personnel attributes for the job. Firstly, it has identified the certification and licensure requirements, a regulatory need that ensures the practice is regulated to ensure professionalism and protect patients. Secondly, it identifies the essential duties and responsibilities, thus clarifying expectations. Finally, it presents the preferred requirements for the candidates as qualities that increase their odds of getting hired (Hunt, 2015). As such, the job description offers a detailed definition of the required personnel attributes for the job.

There have been some changes in the responsibilities of operating room nurses since the Northwoods Surgery Center presented the job description. The facility does not include providing care to patients as operating nurse during al facets of the surgery processes such as before, during, and after surgery. Since then, there have been additional responsibilities that require operating room nurses to provide patient education and prepare the operating room equipment and instruments within a sterile field (Nursing Jobs, 2020) NURS 6221 Recruitment and Selection Plan Nursing Essay.

Write a new or revised job description that reflects your analysis and which you would use for advertising the position and recruiting candidates for the job.

A revision is warranted for the job description for operating room nurses presented by Northwoods Surgery Center. The review would retain the primary responsibilities and add that they would have the responsibility of providing patient education, and prepare the operating equipment and instruments within a sterile field. Also, education and training requirements would be listed to include education programs, the duration of study, and practicing experience. Besides that, a salary and benefits quote should be included since this will help in identifying the facility as a competitive employer, thereby helping it attract the best talent (Nursing Jobs, 2020).

Explain how you would use social media and online job search technology to maximize presentation of the job description and reach a broader share of potential recruits.

Social media and online job search technology will be used to find and make connections with quality candidates. The two approaches help in reaching elusive passive candidates, finding great culture fits, filtering bad candidates, and saving money. Two different strategies would be applied. The first strategy targeted at social media recruiting would focus on participating in the right conversations, promoting the facility culture, targeting niche networks, involving personnel, and growing social media presence as a recruiter. The second strategy aimed at online job search technology, such as LinkedIn, would create and complete a brand page, use filters to find candidates, and reach out with a personal touch (Hunt, 2015) NURS 6221 Recruitment and Selection Plan Nursing Essay.

Describe two examples of how jobs similar to your chosen position are presented to interested job seekers from the social media and online job sites you visit.

The first example is off M.P. Shah Hospital that presented a job advert on its Facebook page. The facility offers a description of its expectations of the successful candidate, job responsibilities, and how to apply (see Figure 1). The second example is off DaVita Medical Group that placed an advert for an operating room nurse on a LinkedIn page. The description includes the employment location, functions, responsibilities, preferred experience and credentials, and type of employment: full-time (see Figure 2).

Figure 1. Facebook page of job advert by M.P. Shah Hospital

Figure 2. LinkedIn page of job advert by DaVita Medical Group

Part 2: Interview and Selection Plan

Describe the ideal candidate for this job, and explain the sources of information you would use in evaluating applicants.

Five skills would be assessed during the interview process to identify the ideal candidate. The first skill is the ability to work as part of a team. The operating room is a dynamic and complex environment requiring the operating room team members to share the traits of anticipation, organization, respect, and good communication. Another skill includes the possession of excellent communicating abilities. The operating room is a high-stress environment, and it is not uncommon for tensions to run high. Operating room nurses working in these environments must be able to communicate effectively with other team members in a professional and calm demeanor. Communication skills are also useful in easing the fears of family members and educating the patients. The third skill is organization. An operating room nurse must be very organized concerning charting and organizing actions and supplies to ensure the best outcomes throughout the surgical procedure. The ideal candidate must be able to find surgical medical and items quickly, and this is not possible unless the individual is highly organized. The fourth skill is attention to detail. The ideal candidate should be detail-oriented, knowing the location of everything and monitoring them. This requires the ability to pay attention to small details and the overall picture, and always staying alert to the needs of the team, equipment, and patient NURS 6221 Recruitment and Selection Plan Nursing Essay. The final skill of critical thinking and problem-solving. The ideal candidate should be confident and capable of making critical decisions as well as being an excellent problem solver. The individual must be able to judge, evaluate, and respond appropriately and quickly to changing situations (Crawley, Swailes & Walsh, 2013; Finkelman, 2016).

 

Explain an overview of your process to identify and select that candidate.

Who within the healthcare organization would be involved in the interview process, and why

Since hiring is a significant decision, there is a need for an intelligent and robust hiring team that can implement an effective hiring process. The first member is the hiring manager who administers the whole hiring process. This individual is responsible for interviewing, screening, communication, and decision making with other team members for the recruitment process. The second member is the HR manager, who is responsible for creating a well-organized and professional process. This individual offers administrative support and acts as a link between the team and the candidate to deliver sound decisions. Also, this individual acts as a neutral party when negotiating salary and benefits. The third member is the direct reporting manager who knows all about the requirements and workings department to which the new personnel will be added. This individual can judge if the candidate has the required abilities. Given that this individual is likely to supervise the candidate if successful, then it is only fair for the individual to evaluate the candidates. The final member is the nurse executive who evaluates the candidates for skills and knowledge (Crawley, Swailes & Walsh, 2013).

Pre-interview guidance and preparation for interviewers and recruits

Pre-screening the candidates before the interview in order to identify those not meeting the basic requirements.  Such as the position terms of salary requirements, willingness to relocate, education, and work experience. Identifying this occurs through three approaches. The first approach is to evaluate the application and review resumes. The second approach is to conduct telephone interviews, an initial phone conversation that offers information on the candidate’s professionalism, attitude, ability to listen, sense of humor, and communication skills. The third approach is social media and online searches that present private information on the individual to include a snapshot of the candidate’s professional persona, employment status, volunteer activities, organization alignments, and social values (Ozbiglin, Groutsis & Harvey, 2014).

How interview outcomes would be compiled, and how differences in interview ratings would be resolved

Interview outcomes will be collected using scorecards. Through using standardized interview questions, it becomes possible to develop a single scorecard that will be used on all the candidates. Also, a section on comments will be included in which the interview team members will write down their feedback. The interview outcomes will be determined based on average scores. In case of differences in interview ratings, justifications for the ratings will be discussed before settling on the final candidate (Ozbiglin, Groutsis & Harvey, 2014) NURS 6221 Recruitment and Selection Plan Nursing Essay.

List five essential questions you would ask in an interview to evaluate key employee characteristics for this job. For each question, explain what you would look and listen for in the candidate’s response.

The questions would be presented in three groups. The first group is operational and situational questions. These questions are intended to evaluate attention to detail and critical thinking. The two questions to be asked are:

  • Suppose you were asked to prepare for an operation for which you have no experience. What would you do?
  • What are the three questions you would ask a patient before surgery?

The second group is role-specific questions the evaluate a nurse’s understanding of the circulating and scrub roles. The two questions to be asked are:

  • Why is it essential to conduct surgical skin preparation?
  • What are the legal aspects of an OR nurse?

The third group is people behavioral questions that evaluate people skills. The question to ask is:

  • Tell me about a time when you had a panicked and anxious patient. How did you calm the patient?

Explain how you would measure a candidate and assess the recruit’s fitness for the position.

Candidates who present for the interview are those who are determined as having the professional qualifications for the job. The interview goes on to evaluate them for operational and situational competence, role-specific capacity, and behavioral competence. Also, they would be assessed for five skills. The first skill is cultural competence that evaluates the ability to provide care to patients with various behaviors, beliefs, and values. The second skill is the flexibility that assesses openness to learn new things and the ability to tolerate a change in response to the rapidly changing practice environment. The third skill is positivity, that assesses a nurse’s ability to maintain a positive attitude. The fourth skill is emotional intelligence that evaluates the ability to work in teams collaboratively and effectively deal with conflicts. The final qualification is passion that assesses attitude towards work tasks (Hunt, 2015). NURS 6221 Recruitment and Selection Plan Nursing Essay

References

Crawley, E., Swailes, S. & Walsh, D. (2013). Introduction to international human resource management. Oxford: Oxford University Press.

Finkelman, A. (2016). Leadership and management for nurses: core competencies for quality care (3rd ed.). London: Pearson Education.

Hunt, D. (2015). The nurse professional: leveraging your education for transition into practice. New York, NY: Springer Publishing Company, LLC.

Northwoods Surgery Center (n.d.). Operating room nurse (RN) – job description. Retrieved from https://www.northwoodssurgerywi.com/Operating_Room_Nurse_Job_Description_NWSC.pdf

Nursing Jobs (2020). Operating room (OR) nurse jobs and salary. https://www.nursingjobs.com/nurse-specialties/operating-room-or-nurse-jobs/

Ozbiglin, M., Groutsis, D. & Harvey, W. (2014). International human resource management. New York, NY: Cambridge University Press. NURS 6221 Recruitment and Selection Plan Nursing Essay

Part 1: Job Description Analysis

To Prepare:

Review the Learning Resources on human resource management and recruitment, job analysis, and job design.

Identify a job description from your current healthcare organization or where you have previously worked. Choose a job description that will enable you to determine the type of employees you are looking for as well as the selection criteria.

Based on the job description, develop a recruitment and selection plan. For Part 1, you will focus on developing and refining the job description. Consider:

What are the responsibilities of this job?

What are the competencies and KSAOs (knowledge, skills, abilities, other attributes) required for this job?

How would you evaluate a candidate to determine fit for this position, both in terms of technical competencies for the job and fit with the culture and values of the organization?

How could the job description be improved to ensure a successful hiring process?

Consider how you could use social media, such as LinkedIn or online employment recruitment sites, to maximize the field of qualified recruits.

If you are on LinkedIn, explore how the site functions as a recruitment source. If you are not on LinkedIn, create a profile for this Assignment, and then begin your research.

Identify and explore recruitment websites (e.g., Indeed, ZipRecruiter, CareerBuilder) that have been used to recruit for this type of position. Depending on the job, also explore discipline-specific websites where jobs are advertised (e.g., Nurse.org, ANA’s Career Center). Pay particular attention to how jobs are presented to interested job seekers.

Part 1 Assignment: Job Description Analysis

In 2–3 pages, include the following:

Explain the role of the nurse executive in developing job descriptions and why it represents an essential human resource management function.

Analyze the job description you have selected as the focus of your Assignment. Include the source of the job description and critique the job description for clarity and accuracy.

Click here to ORDER NOW FOR AN ORIGINAL PAPER ON NURS6221 Recruitment and Selection Plan: Explain how well the job description defines the required employee attributes for the job and how it could be improved  

Explain how well the job description defines the required employee attributes for the job and how it could be improved. If information is available, describe how the tasks and competencies associated with this job may have changed since the job description was conceived.

Write a new or revised job description that reflects your analysis and which you would use for advertising the position and recruiting candidates for the job.

Explain how you would use social media and online job search technology to maximize presentation of the job description and reach a broader share of potential recruits.

Describe two examples of how jobs similar to your chosen position are presented to interested job seekers from the social media and online job sites you visit.

Part 2 Assignment: Interview and Selection Plan

Based on the job description you created or revised in Part 1, design an interview and selection process for that job. In 3–4 pages, include the following:

Describe the ideal candidate for this job, and explain the sources of information you would use in evaluating applicants.

Explain an overview of your process to identify, and select that candidate.

Focusing on the interview, explain:

Who within the healthcare organization would be involved in the interview process, and why

Pre-interview guidance and preparation for interviewers and recruits

How interview outcomes would be compiled

How differences in interview ratings would be resolved

List five essential questions you would ask in an interview to evaluate key employee characteristics for this job. For each question, explain what you would look and listen for in the candidate’s response.

Explain how you would measure a candidate and assess the recruit’s fitness for the position.

Analyze your interview and selection process for potential challenges, and explain how you would address those challenges to improve the process and outcomes, including retaining good employees.

NURS6221 Recruitment and Selection Plan: Explain how well the job description defines the required employee attributes for the job and how it could be improved

NURS6221 Recruitment and Selection Plan: Explain how well the job description defines the required employee attributes for the job and how it could be improved

The preparation support this week guides completion of Part 2 of your Assignment. Among the requirements is to identify five questions that you would ask a candidate you are interviewing for the specific job you have selected in Part 1, and how you would rate potential responses to each question. Recall the Week 1 Discussion on organizational fit, as well as being mindful of rater bias in evaluating job candidates. Keep in mind both considerations as you plan your approach to the interview and selection process.

Photo Credit: Getty Images/iStockphoto

To Prepare:

Review the Learning Resources on recruitment and selection of job applicants. Pay particular attention to Chapter 5 of your Fried & Fottler text on the interview process and developing effective interview questions. Also review the document, “Recruitment and Selection Plan: Guidelines and Worksheet,” found in the Week 2 Learning Resources, to assist your preparation for the Module 1 Assignment.

Based on the job description that you selected and revised, develop a plan for interviewing and evaluating candidates for the target job. Include the following:

Consider competencies and KSAOs (knowledge, skills, abilities, and other attributes) that you identified in Part 1 of this Assignment.

Identify information sources for assessing the competencies and KSAOs, such as credentials; past work experiences; references, material submitted in the job application, and interview questions.

Determine how to prioritize and evaluate the different requirements for the job.

Identify which specific competencies/KSAOs are best assessed with the use of interview questions. Note that interview questions may supplement other sources of information, such as checking references.

Consider how rater bias will be prevented, identified, and addressed.

Decide who should be involved in the interview process and what guidance and training to provide to interviewers.

Determine how information will be consolidated for each interview and how divergent impressions may be resolved.

Draw on your own experience as a job applicant in a recent or particularly memorable recruitment episode to analyze the recruitment and selection process from an interviewee’s perspective. Consider issues that arose (e.g., internal vs. external applicants treated inequitably), specific challenges, positive and negative outcomes, as well as how the process can be improved.

NURS6221 Managing Human Resources

Week 2 Assignment (Module 1)

Recruitment and Selection Plan

Think back to an experience, either recent or particularly memorable, in securing a position in a healthcare setting. How did you become aware of the position? Was the job description an accurate representation of the duties and responsibilities of the position? What was the interview process like and were there aspects you would recommend changing? When you were hired, did you feel this was a position that you would want to retain and in which you could grow?

Photo Credit: Getty Images/iStockphoto

This Assignment will involve you in following key steps in the recruitment and selection process. No doubt you have experienced this process from the candidate’s perspective. In keeping with your human resource functions as a nurse executive, for this Assignment, you will consider the recruitment and interview process from the hiring perspective. As you do, consider how you can apply your own experiences and insights, in combination with the Learning Resources you use, to develop the most effective recruitment and selection plan that strengthens a healthcare setting with high-quality employees.

Note: There are two parts to this Assignment. Both Parts 1 and 2 will be due on Day 7 of Week 2. Plan your time accordingly. Access and review the document, Recruitment and Selection Plan: Guidelines and Worksheet (located in the Learning Resources), for support in completing the Assignment. The preparation steps this week are intended to guide completion of Part 1 of your Assignment.

Part 1: Job Description Analysis

To Prepare:

Review the Learning Resources on human resource management and recruitment, job analysis, and job design.

Identify a job description from your current healthcare organization or where you have previously worked. Choose a job description that will enable you to determine the type of employees you are looking for as well as the selection criteria.

Based on the job description, develop a recruitment and selection plan. For Part 1, you will focus on developing and refining the job description. Consider:

What are the responsibilities of this job?

What are the competencies and KSAOs (knowledge, skills, abilities, other attributes) required for this job?

How would you evaluate a candidate to determine fit for this position, both in terms of technical competencies for the job and fit with the culture and values of the organization?

How could the job description be improved to ensure a successful hiring process?

Consider how you could use social media, such as LinkedIn or online employment recruitment sites, to maximize the field of qualified recruits.

If you are on LinkedIn, explore how the site functions as a recruitment source. If you are not on LinkedIn, create a profile for this Assignment, and then begin your research.

Identify and explore recruitment websites (e.g., Indeed, ZipRecruiter, CareerBuilder) that have been used to recruit for this type of position. Depending on the job, also explore discipline-specific websites where jobs are advertised (e.g., Nurse.org, ANA’s Career Center). Pay particular attention to how jobs are presented to interested job seekers.

Part 1 Assignment: Job Description Analysis

In 2–3 pages, include the following:

Explain the role of the nurse executive in developing job descriptions and why it represents an essential human resource management function.

Analyze the job description you have selected as the focus of your Assignment. Include the source of the job description and critique the job description for clarity and accuracy.

Explain how well the job description defines the required employee attributes for the job and how it could be improved. If information is available, describe how the tasks and competencies associated with this job may have changed since the job description was conceived.

Write a new or revised job description that reflects your analysis and which you would use for advertising the position and recruiting candidates for the job.

Explain how you would use social media and online job search technology to maximize presentation of the job description and reach a broader share of potential recruits.

Describe two examples of how jobs similar to your chosen position are presented to interested job seekers from the social media and online job sites you visit.

Part 2 Assignment: Interview and Selection Plan

Based on the job description you created or revised in Part 1, design an interview and selection process for that job. In 3–4 pages, include the following:

Describe the ideal candidate for this job, and explain the sources of information you would use in evaluating applicants.

Explain an overview of your process to identify, and select that candidate.

Focusing on the interview, explain:

Who within the healthcare organization would be involved in the interview process, and why

Pre-interview guidance and preparation for interviewers and recruits

How interview outcomes would be compiled

How differences in interview ratings would be resolved

List five essential questions you would ask in an interview to evaluate key employee characteristics for this job. For each question, explain what you would look and listen for in the candidate’s response.

Explain how you would measure a candidate and assess the recruit’s fitness for the position.

Analyze your interview and selection process for potential challenges, and explain how you would address those challenges to improve the process and outcomes, including retaining good employees.

The preparation support this week guides completion of Part 2 of your Assignment. Among the requirements is to identify five questions that you would ask a candidate you are interviewing for the specific job you have selected in Part 1, and how you would rate potential responses to each question. Recall the Week 1 Discussion on organizational fit, as well as being mindful of rater bias in evaluating job candidates. Keep in mind both considerations as you plan your approach to the interview and selection process.

Photo Credit: Getty Images/iStockphoto

To Prepare:

Review the Learning Resources on recruitment and selection of job applicants. Pay particular attention to Chapter 5 of your Fried & Fottler text on the interview process and developing effective interview questions. Also review the document, “Recruitment and Selection Plan: Guidelines and Worksheet,” found in the Week 2 Learning Resources, to assist your preparation for the Module 1 Assignment.

Based on the job description that you selected and revised, develop a plan for interviewing and evaluating candidates for the target job. Include the following:

Consider competencies and KSAOs (knowledge, skills, abilities, and other attributes) that you identified in Part 1 of this Assignment.

Identify information sources for assessing the competencies and KSAOs, such as credentials; past work experiences; references, material submitted in the job application, and interview questions.

Determine how to prioritize and evaluate the different requirements for the job.

Identify which specific competencies/KSAOs are best assessed with the use of interview questions. Note that interview questions may supplement other sources of information, such as checking references.

Consider how rater bias will be prevented, identified, and addressed.

Decide who should be involved in the interview process and what guidance and training to provide to interviewers.

Determine how information will be consolidated for each interview and how divergent impressions may be resolved.

Draw on your own experience as a job applicant in a recent or particularly memorable recruitment episode to analyze the recruitment and selection process from an interviewee’s perspective. Consider issues that arose (e.g., internal vs. external applicants treated inequitably), specific challenges, positive and negative outcomes, as well as how the process can be improved.

NURS6221 Managing Human Resources

Week 4 Assignment (Module 2)

Impacts of Employee Empowerment and Psychological Safety

Note: You will begin this Assignment in Week 3, and it will be due by Day 7 of Week 4. Plan your time accordingly.

How does healthcare compare with other fields in markers, such as employee empowerment and engagement? Investigating that question is one purpose of your Module 2 Assignment, for which you will interview three employees in different fields, with one individual in healthcare. You will also consider the theme of psychological safety, which you will explore in more detail in Week 4.

Photo Credit: Getty Images/iStockphoto

As you begin your Assignment, reflect on your own experiences and perceptions of a typical work environment within a healthcare setting. As a nurse executive, you will have greater influence over how the nurses you lead function within that environment. Recall examples from the Learning Resources of benefits when nurses are empowered and engaged. Consider how you can use the information you gain through this Assignment to develop your leadership skills, with the goal of providing support that is constructively impactful for nurses, patients, and a healthcare organization.

To Prepare:

Choose and secure the agreement of three individuals you know well (i.e., family and friends) to be interviewed on the topics of employee empowerment, engagement, and psychological safety in the workplace. One person you interview must work in a healthcare setting.

Review the Learning Resources on employee empowerment, engagement, and psychological safety in the workplace. Consider definitions that clarify these concepts and which you can explain to your interview subjects in enlisting their participation and guiding responses.

Access and review the document Employee Interviews: Guidelines and Questions, located in the Learning Resources, for guidance on planning, conducting, analyzing, and comparing the interview responses.

Note: You are required to submit the signature of each person you interview to confirm the individual’s agreement to participate. Fill in Page 1 of the Employee Interviews: Guidelines and Questions document, print the page, and obtain the signatures. (There is a place for all three signatures on Page 1.) Scan and submit Page 1 as a separate Word file with your completed Assessment.

Conduct a brief (20–30 minutes) phone or in-person interview with each individual. Speak with each person separately so that you have three sets of independent views to compare. Questions to ask are provided in the Guidelines document. Note the questions are repeated in a section for each interviewee. Take notes in the document, or record the interviews with each person’s permission.

When you have completed all three interviews, review each individual’s experiences and sense of empowerment, engagement, and psychological safety at work. Compare and contrast the responses with the goal of arriving at clear conclusions on how the degree of employee empowerment, engagement, and psychological safety influences job performance, satisfaction, and morale.

Compare the responses of the individual who works in healthcare and your own experiences in professional practice in healthcare to the responses of your interviewees working in other areas. Consider conclusions you can make about employee empowerment, engagement, and psychological safety in healthcare compared with other professions.

Consider quality care and safety issues in healthcare and the relationship among psychological safety, employee empowerment, and engagement as positive or negative factors.

Consider strategies nurse executives can apply to improve or enhance employee empowerment, engagement, and psychological safety within healthcare settings.

Assignment:

Based on your three interviews and drawing on current literature, and from the perspective of a nurse executive’s role in supporting employee job performance and satisfaction, write an analysis that addresses, in 4–5 pages, the following points:

Describe the three employees you interviewed, including their industries and job titles.

Explain your working definitions of “employee empowerment” and “employee engagement” that are the basis of the interviews.

Summarize how the interviewees characterized the culture of employee empowerment and engagement within their organizations.

Analyze how employee empowerment and employee engagement within healthcare organizations compare with other industries.

Explain your working definition of “psychological safety” that is the basis of the interviews.

Summarize how the interviewees characterized the presence, absence, and/or degree of psychological safety within their organizations.

Analyze how psychological safety within healthcare compares with other industries.

Analyze how degree of psychological safety, employee empowerment, and engagement are positive or negative factors for quality care and safety issues within healthcare.

From the position of a nurse executive, explain at least two leadership strategies you would recommend for actions to improve or sustain psychological safety, employee empowerment, and engagement within healthcare organizations. Speak generally, or specifically, to your current healthcare organization or one where you have worked in the past.

As you wrap up your analysis of the three interviews you completed, draw on the information and perspectives gained through the Learning Resources and Discussion, this week, to assess psychological safety in each workplace. As a nurse executive, you will have new avenues for making a difference for staff and patients. With those opportunities in mind, consider how to apply the insights you gain regarding psychological safety in healthcare settings.

Photo Credit: Getty Images/iStockphoto

To Prepare:

Review Learning Resources that will guide your analysis of employee empowerment, engagement, and psychological safety.

Use the Guidelines & Questions document, from the Learning Resources, to help you in completing your Assignment, including providing the signature sheet to confirm your three interviews.

Assignment:

Finalize your Module 2 Assignment.

NURS6221 Managing Human Resources

Week 7 Assignment (Module 3)

Evaluating Performance Management Systems

Note: You will begin this Assignment in Week 5 and it will be due by Day 7 of Week 7. Plan your time accordingly.

Depending on your experience in healthcare, and other fields as well, you may be familiar with a performance management system or primarily with one aspect of assessing performance, the annual performance review. As a critical distinction from the annual review, performance management goes beyond a list of skills to rate or expected behaviors to check off, to a larger consideration of goals to reach and specific improvement strategies to implement.

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Gaining understanding and perspective on a nurse executive’s role in performance management is the purpose of this Module 3 Assignment. To help inform your thinking and both the opportunities and challenges of performance management, you will gain firsthand information through an interview with a nursing professional whose responsibilities include those you will assume as a nurse executive.

Follow the guidelines for this Assignment as provided in the overview documents. You are encouraged to give yourself adequate time to reflect on your interviewee’s responses, the better to support you in assuming this aspect of the work of a nurse executive.

To Prepare:

Review the Learning Resources on performance management for support in preparing for your interview with the human resources nurse manager.

Access and review the Performance Management System Interview Guidelines and Questions document for guidance on selecting a nurse executive to interview, and on planning, conducting, and analyzing the interview responses.

Note: You are required to complete and submit Page 2 of this Guidelines document in a Word file identified as “Interviewee Profile and Confirmation Signature.” Be sure to obtain the full signature of your nurse executive interviewee to confirm the individual’s participation. Initials and/or only first or last name are not sufficient.

Access and review the Performance Management System Interview Matrix Summary Template. Consider how you can use this matrix to help organize information and conclusions from your interview.

When you have completed the interview, reflect on the results, including background information on the professional, the healthcare organization, and performance management system. As needed, follow up with your interviewee by phone or e-mail to clarify answers and conclusions.

Assignment:

Part 1: Interview Matrix Summary

Complete the Performance Management System Interview Matrix Summary, provided with the Assessment materials, to create a visual summary of the information gathered through your interview with the nurse executive.

Part 2: Interview Reflection

In a separate Word document, write 2–3 pages that reflect on the interview and your overall impressions. Include the following points in your reflection:

Briefly describe the professional you interviewed, including title, years of experience, and his/her healthcare organization (e.g., size, location, special services). Note: Be mindful of your interviewee’s privacy in the details you provide.

Explain the concept of “performance management” that guided your interview and the interviewee’s responses.

Evaluate the healthcare organization’s performance management system for effectiveness, drawing on the interviewee’s assessment and your own observations and conclusions.

Describe characteristics and/or factors that stand out to you as contributing to the system’s strengths and weaknesses.

Describe actions, strategies, or approaches that you would recommend to address weaknesses in the system..

Your Module 3 Assignment continues this week. As you prepare for your interview or reflect on the conversation you have held, draw on the information and insights you gain on performance reviews, what can make them particularly challenging, and how to promote a system for performance improvement that is inherently positive in its view of assessment and critique, and which communicates that assurance to employees.

Photo Credit: Getty Images/iStockphoto

To Prepare:

If you have not yet conducted your interview with a nurse executive on the performance management system in the individual’s healthcare organization, do so as soon as possible.

Following the interview, reflect on the results, including background information on the professional, the healthcare organization, and performance management system. Consider how you would summarize information gained in the interview using the Matrix Template and your Reflection paper to provide a thorough description of the performance management system.

Consider strengths and weaknesses of the system, as described by the interviewee and from your own analysis.

Review the Learning Resources for supporting information to help in your understanding and evaluation of this performance management system and strategies and approaches for addressing its weaknesses.

NURS6221 Managing Human Resources

Week 9 Assignment (Module 4)

Influence of Diversity and Inclusion on Organizational Culture

Note: You will begin this Assignment in Week 8 and it will be due by Day 7 of Week 9. Plan your time accordingly.

There was a time when diversity might be gauged by physical differences alone, and being included might be considered inclusion enough. However, changing perspectives on diversity and inclusion require a broader look at what each means, as well as the significance of each. This Module Assignment involves researching two healthcare organizations of your choice for the state of diversity and inclusion, and impact on the culture of each organization.

You will consider how—and how well—each healthcare organization is leveraging diversity and inclusion as human resource management strategies to achieve organizational goals. You will illustrate your findings and conclusions in a PowerPoint presentation that you might share with current colleagues or save for future reference.

To Prepare:

Identify two healthcare organizations to compare. These may be two healthcare settings in which you have worked or are otherwise familiar with, such as through experiences of people you know well, or reliable resources, including Learning Resources in both weeks of this module.

Compare the terms “diversity” and “inclusion,” how each is defined, and the influence of each on the culture of a healthcare organization.

For each organization, research to identify the dimensions of diversity and degree of inclusion (e.g., race, ethnicity, language, gender, age, religious beliefs, disabilities, as well as others described in the resources you use). Consider evidence you would use in assessing each organization and in comparing your views of each. Specifically, what would you look for to assess the level of diversity and concerns regarding inclusion? How would you go about obtaining this information? For example, on an organization’s website, look for mission statements on diversity and inclusion; employee forums addressing equity issues; and task forces on improving diversity and inclusion, or meeting related goals.

Based on your research, reflect on the culture of each organization as it relates to issues of diversity and inclusion. Speculate on how diversity and inclusion issues affect, positively and negatively, such areas as:

Organizational performance

Staff morale

Patient care

Business case for diversity and inclusion

Compare your evidence and insights on each organization for conclusions on the influence of diversity and inclusion within healthcare organizations.

Reflect on leadership roles in healthcare organizations, including nurse executives, in supporting and promoting greater diversity and inclusion in healthcare settings.

Assignment:

Using the Template document provided, create a PowerPoint presentation that compares the two organizations you researched and highlights your conclusions on the impact of diversity and inclusion in each organization. Prepare 10–12 slides, plus Title and Reference slides, to include the following:

Define “diversity” and “inclusion” as applied to your presentation that will compare two healthcare organizations.Describe the two healthcare organizations you are comparing, including type and degree of diversity and inclusion, as well as organization type, size, location, and other distinguishing factors. Include supporting sources.

Analyze the culture of the two healthcare organizations and how each is influenced by diversity and inclusion.

Compare the cultures of the two healthcare organizations based on the role of diversity and inclusion in each, and strengths and weaknesses that relate to or derive from the degree of diversity and inclusion.

Summarize your conclusions on the impact of diversity and inclusion on organizational culture in healthcare settings based on your comparison.

Apply leadership strategies for a nurse executive to promote greater diversity, retain diverse staff members, and build cohesive teams and work groups.

Influence of Diversity and Inclusion on Organizational Culture

Note: You began this Assignment in Week 8. Plan your time accordingly to complete a PowerPoint presentation of 10–12 slides, plus Title and References slides, by Day 7 of Week 9.

The emergence of the Chief Diversity Officer within some healthcare organizations may be among the strongest evidence that the push for greater diversity and inclusion must include those at the top—both as advocates and representing greater diversity themselves.

Senior-level support is required to promote shifts in organizational culture that enable the organization to realize the benefits of diversity and inclusion.

As a nurse executive, your leadership role will afford opportunities to strategize on improving and sustaining diversity and inclusion to develop the most able teams and achieve the best patient care. As you complete your Module Assignment this week, consider where and how you might use the ideas in your PowerPoint presentation, now or in the future, to make your case or support your development endeavors.

To Prepare:

Review the Learning Resources. Consider information and examples in the resources that address the impact of diversity and inclusion on organizational performance, staff morale, patient care, and the business of healthcare.

Reflect on leadership roles in healthcare organizations, including nurse executives, in promoting and supporting diversity and inclusion in healthcare settings.

Assignment:

Finalize the Module 4 Assignment.

NURS6221 Managing Human Resources

Week 10 Assignment (Module 5)

Workplace Discrimination: Understanding Legal and Ethical Requirements

Much of employment law and ethics is intended to avoid or address discrimination in the workplace. Based on your own experiences, or those of family or friends, you may be aware of the damaging effects of discrimination in hiring, promotion, compensation, and myriad other aspects of work.

Photo Credit: Getty Images

The U.S. Equal Employment Opportunity Commission (EEOC) is the federal agency charged with ending employment discrimination. In that role it may not, as yet, have succeeded in wiping out discrimination in employment, but as you will discover in researching its website, the EEOC is dedicated to its mission.

For your Module 5 Assignment, you will create a PowerPoint presentation for nurse executives on recognizing and responding to employment discrimination in healthcare settings. Be aware that this Assignment is due by Day 7 of Week 10.

To Prepare:

Review the Learning Resources, with particular attention to those on employment law and discrimination.

In particular, review the EEOC website for the following:

Trends on reporting of discrimination in organizations (for example, browse the “Newsroom” and “Laws, Regulations, Guidance & MOUs” sections to spot trends), as well as trends in discrimination charges through the years

Information on the types of discrimination reported to the EEOC

Data on discrimination charges by type (e.g., age, disability, pregnancy, etc.) and the basis of the charge (e.g., race, religion, retaliation, disability)

Process for filing a complaint and protections against retaliation

Consider implications for healthcare organizations in the EEOC findings.

Consider the legal and ethical role of nurse executives in responding to cases of discrimination and in setting and enforcing policies to avoid discriminatory behavior.

Assignment:

Based on your research, in 8–10 slides, plus Title and Reference slides, include the following:

Explain basic legal and ethical terms and guidelines that pertain to the topic of workplace discrimination.

Summarize your findings from the EEOC website, including types of discrimination and those most frequently charged, trends in reporting of discrimination, and implications for healthcare organizations in statistics and trends.

Explain legal protections for employees with regard to discrimination in the workplace.

Explain the role of nurse executives in reporting potential violations of employment law.

Analyze potential ethical conflicts nurse executives may face in accusations and lawsuits related to charges of discrimination.

Explain recommendations for negotiating those ethical conflicts.

Explain the role of nurse executives in preventing discriminatory practices in a healthcare setting and ways discrimination may be managed.

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