HR002: Recruitment and selection

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HR002 Recruitment and Selection: Evaluate recruitment, selection, and dismissal practices for healthcare professionals.

Assessment Rubric

0 Not Present

1 Needs Improvement

2 Meets Expectations

3 Exceeds Expectations

Part I: Challenges and Strategies for Recruitment and Selection Sub-Competency 1: Analyze challenges (i.e., legal, ethical, moral, and operational) related to managing recruitment and selection in healthcare organizations in order to recommend strategies that are driven by internal and external environmental factors. Learning Objective Description of the Response describes fewer Response thoroughly Demonstrates the same 1.1: challenges related to than four challenges related describes four relevant level of achievement as Describe the challenges recruitment and their to recruitment, or the challenges, three internal “2,” plus the following: related to recruitment impact on healthcare response describes and three external, related and their impact on organizations is missing. irrelevant challenges. to recruitment. Response identifies one healthcare example and describes organizations. Response does not clearly Response clearly explains why it is the most difficult

explain the impact of the impact of recruitment of all challenges when it recruitment challenges on challenges on the comes to recruitment at a the healthcare healthcare organization. large urban hospital. organization. Response is supported by Response is not supported relevant by academic/professional academic/professional resources or the resources resources. are not relevant.

Learning Objective Description of the Response describes fewer Response thoroughly Demonstrates the same 1.2: challenges related to than four challenges related describes four relevant level of achievement as Describe the challenges selection and their impact to selection, or the challenges, three internal “2,” plus the following: related to selection on healthcare response describes and three external, related and their impact on organizations is missing. irrelevant challenges. to selection. Response identifies one healthcare challenge and describes organizations. Response does not clearly Response clearly explains why it is the most difficult

explain the impact of the impact of selection of all challenges when it selection challenges on the challenges on the comes to selection at a healthcare organization. healthcare organization. large urban hospital.

Not Present 1

Needs Improvement 2

Meets Expectations 3

Exceeds Expectations

Response is not supported

Response is supported by

by academic/professional relevant resources or the resources academic/professional are not relevant. resources.

Learning Objective Explanation of the impact Response provides a vague Response clearly explains Demonstrates the same 1.3: of neglecting recruitment explanation of the impact the impact of neglecting level of achievement as Explain the impact of and selection challenges of neglecting recruitment recruitment and selection “2,” plus the following: neglecting recruitment on HR function and and selection challenges challenges on HR function and selection hospital performance is on HR function and and hospital performance, Response assesses the challenges on human missing. hospital performance, using a specific, relevant impact of neglecting resources (HR) function and/or the response does example. recruitment and selection and hospital not provide a specific, with current examples performance. relevant example. Response is supported by from scholarly journals.

relevant Response is not supported academic/professional by academic/professional resources. resources or the resources are not relevant.

Learning Objective Recommendation of Response describes an Response describes one Demonstrates the same 1.4: strategic approaches to inappropriate or illogical appropriate strategic level of achievement as Describe strategic address challenges strategic approach for approach for each “2,” plus the following: approaches to address associated with internal each identified challenge identified challenge challenges associated and external factors that associated with internal associated with internal Response includes one with internal and affect recruitment and and external factors. and external factors. additional example from external factors that selection is missing. another industry. affect recruitment and Response provides a vague Response clearly explains selection. explanation of how each how each recommended

recommended strategy strategy will help alleviate will help alleviate the the potential challenges. potential challenges.

Not Present 1

Needs Improvement 2

Meets Expectations 3

Exceeds Expectations Response includes one

Response does not include best practice from another best practices from at least industry and thoroughly one other industry. explains how information

from other industries can Response is not supported inform recruitment and by academic/professional selection in the healthcare resources or the resources industry. are not relevant.

Response is supported by relevant academic/professional resources.

Sub-Competency 2: Evaluate the efficiency and effectiveness of various recruitment sources and selection methods in order to develop a valid recruitment and selection plan. Learning Objective 2.1: Evaluation of the efficiency Response identifies fewer Response clearly identifies Demonstrates the same Evaluate the efficiency and effectiveness of than two appropriate two appropriate level of achievement as and effectiveness of various recruitment recruitment sources, or recruitment sources. “2,” plus the following: various recruitment sources is missing. the response identifies two sources. inappropriate recruitment Response provides a Response clearly identifies

sources. comprehensive evaluation two additional appropriate of the efficiency and recruitment sources and Response provides an effectiveness of the compares the efficiency incomplete evaluation of recruitment sources. and effectiveness of the efficiency and recruitment between the effectiveness of the Response clearly explains identified recruitment recruitment sources. which of the methods is sources. most effective. Response provides a vague explanation of which of

Not Present 1

Needs Improvement 2

Meets Expectations 3

Exceeds Expectations the methods is most Response is supported by

effective. references to academic resources.

Response is not supported by academic/professional resources or the resources are not relevant.

Learning Objective Evaluation of the efficiency Response identifies fewer Response clearly identifies Demonstrates the same 2.2: and effectiveness of than two appropriate two appropriate selection level of achievement as Evaluate the efficiency various selection processes selection processes, or the processes. “2,” plus the following: and effectiveness of is missing. response identifies two various candidate inappropriate selection Response provides a Response clearly identifies selection processes. processes. comprehensive evaluation two additional appropriate

of the efficiency and selection processes and Response provides an effectiveness of the compares the efficiency incomplete evaluation of selection processes, and effectiveness of the efficiency and including information candidate selection effectiveness of the about effectiveness and between the identified selection processes. efficiency. selection processes.

Response provides a vague Response clearly explains

explanation of which of which of the methods is the methods is most most effective. effective. Response is supported by Response is not supported relevant by academic/professional academic/professional resources or the resources resources. are not relevant.

Part II: Recruitment, Selection, Performance Appraisal, and Dismissal Plan

Not Present 1

Needs Improvement 2

Meets Expectations 3

Exceeds Expectations Learning Objective Definition of key objectives Response defines fewer Response accurately and Demonstrates the same 2.3: in developing effective than two key objectives thoroughly defines two level of achievement as Define key objectives in recruitment processes is in developing an effective key objectives in “2,” plus the following: developing recruitment missing. recruitment process, or developing recruitment processes. the three objectives are processes. Response accurately and

irrelevant or not thoroughly defines two applicable. additional key objectives in developing recruitment processes and incorporates human resources information system recruitment data.

Learning Objective Explanation of efficient Recruitment and selection Recruitment and selection Demonstrates the same 2.4: and effective recruitment plan provides an unclear or plan clearly explains level of achievement as Explain efficient and strategies is missing. vague explanation of efficient and effective “2,” plus the following: effective recruitment efficient and effective recruitment strategies. strategies. recruitment strategies. Response incorporates

Recruitment and selection current human resources Recruitment and selection plan clearly outlines the information system plan provides a vague relevant components and recruitment data and outline of components and steps in the recruitment measures to assess steps in the recruitment process. recruitment effectiveness process, or the and efficiency. components and steps provided are irrelevant or not applicable.

Learning Objective Definition of key objectives Response defines fewer Response thoroughly Demonstrates the same 2.5: in developing an effective than two key objectives in defines two key objectives level of achievement as Define key objectives in selection process is developing an effective in developing an effective “2,” plus the following: developing an effective missing. selection process, or the selection process. selection process. two objectives are Response thoroughly

defines two additional key

Not Present 1

Needs Improvement 2

Meets Expectations 3

Exceeds Expectations irrelevant or not

applicable. objectives in developing an

effective selection process and incorporates the critical incident approach and assesses the defined objectives on the basis of reliability and validity.

Learning Objective Explanation of the steps in Response vaguely explains Response clearly explains Demonstrates the same 2.6: the selection process is the steps in the selection how selection will be level of achievement as Explain the steps in the missing. process, or the response conducted, including “2,” plus the following: selection process. provides irrelevant or relevant components and

inapplicable components steps in the selection Response incorporates the and steps in the selection process. critical incident approach process. and describes the relevant steps as part of this approach.

Sub-Competency 3: Develop a performance appraisal and dismissal plan that incorporates progressive discipline.

Learning Objective Description of specific Performance appraisal and Performance appraisal and Demonstrates the same 3.1: appraisal methodology and dismissal plan describes dismissal plan clearly level of achievement as Describe specific criteria are missing. fewer than five specific describes five specific “2,” plus the following: appraisal methodology strategies for measuring strategies for measuring and criteria. performance, or some of performance, including Performance appraisal and

the strategies are positive and reinforceable dismissal plan clearly irrelevant or not feedback. describes three additional applicable. specific strategies for Performance appraisal and measuring performance, Performance appraisal and dismissal plan clearly including positive and dismissal plan explains explains which sources of reinforceable feedback. irrelevant or inapplicable performance information sources of performance to use in a performance review, describes two

Not Present 1

Needs Improvement 2

Meets Expectations 3

Exceeds Expectations information to use in a optimal methods for

performance review. collecting performance data, the types of

Performance appraisal and information that should be dismissal plan describes obtained in a performance fewer than two optimal appraisal, and the type of methods for collecting information the chosen performance data. method(s) will generate,

and why this method Performance appraisal and promises effective dismissal plan provides a appraisal results. vague description of the types of information that Performance appraisal and should be obtained in a dismissal plan provide a performance appraisal. clear and logical rationale

regarding why the data Performance appraisal and collection method is dismissal plan provides a appropriate. vague description of the type of information the chosen appraisal method will generate, and why this method promises effective appraisal results.

Performance appraisal and

dismissal plan provides an illogical rationale for why the data collection method is appropriate.

Not Present 1

Needs Improvement 2

Meets Expectations 3

Exceeds Expectations Learning Objective Description of effective Performance appraisal and Performance appraisal and Demonstrates the same 3.2: methods for conducting dismissal plan provides a dismissal plan clearly level of achievement as Describe effective performance appraisal vague description of an describes one optimal “2,” plus the following: methods for interviews is missing. optimal method for method for conducting an conducting conducting an effective effective performance Performance appraisal and performance appraisal performance appraisal appraisal interview. dismissal plan clearly interviews. interview. describes two additional

optimal methods for conducting an effective performance appraisal interview.

Learning Objective Description of effective Performance appraisal and Performance appraisal and Demonstrates the same 3.3: communication techniques dismissal plan provides a dismissal plan clearly level of achievement as Describe effective for distributing vague description of an describes one effective “2,” plus the following: communication performance appraisal effective communication communication technique techniques for feedback is missing. technique for distributing for distributing Performance appraisal and distributing performance appraisal performance appraisal dismissal plan clearly performance appraisal feedback. feedback. describes one additional feedback. effective communication

Performance appraisal and Performance appraisal and techniques for distributing dismissal plan vaguely dismissal plan clearly performance appraisal describes how often describes how often feedback. performance appraisal performance appraisal feedback should be feedback should be provided, how often it provided, how often it should be reassessed, and should be reassessed, and who should participate in who should participate in the feedback. the feedback.

Performance appraisal and

dismissal plan clearly explains how disciplinary

Not Present 1

Needs Improvement 2

Meets Expectations 3

Exceeds Expectations actions will be

incorporated.

Learning Objective Description of appropriate Performance appraisal and Performance appraisal and Demonstrates the same 3.4: dismissal methodologies dismissal plan provides a dismissal plan clearly level of achievement as Describe dismissal and criteria is missing. vague description of describes at least one “2,” plus the following: methodologies and dismissal methodologies, appropriate dismissal criteria. or the dismissal methodologies. Response describes one

methodologies described additional dismissal are inappropriate. Performance appraisal and methodology. dismissal plan describes Performance appraisal and logical criteria to be used dismissal plan provides a to measure readiness for vague description of dismissal. criteria to be used to measure readiness for dismissal, or the criteria described are illogical or inappropriate.

Part III: Social Media Case Study Sub-Competency 4: Evaluate the use of social media in personnel selection. Learning Objective Explanation of advantages Response provides an Response clearly explains Demonstrates the same LO 4.1: and disadvantages of explanation of fewer than two advantages and two level of achievement as Explain the advantages assessing candidacy via two advantages and fewer disadvantages of assessing “2,” plus the following: and disadvantages of social media is missing. than two disadvantages of candidacy via social media. assessing candidacy via assessing candidacy via Response clearly explains social media. social media. one additional advantage

and disadvantage of assessing candidacy via social media and examines the advantages and disadvantages of assessing candidacy via social media

Not Present 1

Needs Improvement 2

Meets Expectations 3

Exceeds Expectations from both an employer’s

and an employee’s perspectives.

Learning Objective Description of strategic Response provides a vague Response clearly describes Demonstrates the same LO 4.2: approaches for using social description of appropriate appropriate approaches level of achievement as Describe strategic media for personnel approaches for using social for using social media in “2,” plus the following: approaches to use selection is missing. media in the selection the selection process. social media process, or the approaches Response examines appropriately for provided are appropriate approaches personnel selection. inappropriate. for using social media in

the selection process from a measurement perspective, including assessing the reliability and validity of social media as a selection tool.

Learning Objective Evaluation of individual Response provides an Response provides a Demonstrates the same LO 4.3: candidates based on social illogical or vague logical and thorough level of achievement as Evaluate individual media is missing. evaluation of the evaluation of the “2,” plus the following: candidates based on candidate in the case study candidate in the case study social media. based on social media. based on social media. Response uses academic

resources to justify the Response provides an Response provides a hiring decision. illogical rationale either for logical rationale either for or against hiring the or against hiring the candidate in the case candidate in the case study. study.

PS001: Written Communication: Demonstrate graduate-level writing skills.

Learning Objective PS 1.1:

Multiple major and minor errors in grammar, spelling, and/or mechanics

Multiple minor errors in grammar, spelling, and/or mechanics are distracting

Writing reflects competent use of standard edited American English.

Grammar, spelling, and mechanics reflect a high level of accuracy in

Not Present 1

Needs Improvement 2

Meets Expectations 3

Exceeds Expectations Use proper grammar, spelling, and mechanics.

are highly distracting and seriously impact readability.

and negatively impact readability.

Errors in grammar, spelling, and/or mechanics do not negatively impact readability.

standard American English and enhance readability.

Learning Objective PS 1.2: Organize writing to enhance clarity.

Writing is poorly organized and incoherent. Introductions, transitions, and conclusions are missing or inappropriate.

Writing is loosely organized. Limited use of introductions, transitions, and conclusions provides partial continuity.

Writing is generally well- organized. Introductions, transitions, and conclusions provide continuity and a logical progression of ideas.

Writing is consistently well-organized. Introductions, transitions, and conclusions are used effectively to enhance clarity, cohesion, and flow.

Learning Objective PS 1.3: Apply APA style to written work.

APA conventions are not applied.

APA conventions for attribution of sources, structure, formatting, etc., are applied inconsistently.

APA conventions for attribution of sources, structure, formatting, etc., are generally applied correctly in most instances. Sources are generally cited appropriately and accurately.

APA conventions for attribution of sources, structure, formatting, etc., are applied correctly and consistently throughout the paper. Sources are consistently cited appropriately and accurately.

Learning Objective PS 1.4: Use appropriate vocabulary and tone for the audience and purpose.

Vocabulary and tone are inappropriate and negatively impact clarity of concepts to be conveyed.

Vocabulary and tone have limited relevance to the audience.

Vocabulary and tone are generally appropriate for the audience and support communication of key concepts.

Vocabulary and tone are consistently tailored to the audience and effectively and directly support communication of key concepts.

PS005: Critical Thinking and Problem Solving: Use critical-thinking and problem-solving skills to analyze professional issues and inform best practice.

Learning Objective PS 5.2:

Assumptions are missing. Response does not adequately present and

Response presents and discusses key assumptions in an original argument.

Response justifies the reasonableness and need

Not Present 1

Needs Improvement 2

Meets Expectations 3

Exceeds Expectations Generate reasonable and appropriate assumptions.

discuss key assumptions in an original argument.

for assumptions in an original argument.

Learning Objective PS 5.3: Assess multiple perspectives and alternatives.

Assessment of multiple perspectives is missing.

Response does not identify nor adequately consider multiple perspectives or alternatives.

Response identifies and considers multiple perspectives and alternatives.

Response justifies selection of chosen alternative relative to others.

Learning Objective PS 5.4: Use problem-solving skills.

Problems and solutions are not identified.

Response presents solutions, but they are ineffective in addressing the specific problem.

Response presents solutions that are practical and work in addressing the specific problem.

Response presents compelling supporting arguments for proposed solutions.