HR002 HealthCare Administration

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PLEASE REVIEW RUBRIC FOR EACH SECTION: ANSWER NEEDS TO BE UP TO RUBRIC #3 EXCEED EXPECTATION STANDARD

Part I: Challenges of and Strategies for Recruitment and Selection

You are a human resources manager working in a large urban hospital. As a result of ongoing changes in the hiring process at your facility, your director has charged you with preparing a plan for supervisors to use when they recruit, select, appraise, and dismiss healthcare employees. Before you can prepare the plan, you must first analyze the challenges involved in the recruitment and selection of healthcare providers. You must also propose strategies to address those challenges.

Write an analysis of recruitment and selection processes as follows (6–10 pages):

· Describe six challenges (i.e., legal, ethical, moral, and operational) related to recruitment and six challenges associated with selection. Include a balance of information on both internal and external challenges, and explain how these challenges impact recruitment and selection.

· Explain the impact of failing to address these challenges on human resources function and hospital performance management.

· Recommend strategic approaches to address the challenges associated with internal and external factors that affect recruitment and selection. Specifically, describe a strategic approach for each factor you identified, and explain how this strategy will help mitigate the potential challenges inflicted by the particular internal or external challenges. Include best practices from other industries (i.e., information technology, hospitality) in your recommendation. Explain how information from other industries can inform recruitment and selection in the healthcare industry.

· Identify at least two recruitment sources that the human resources department should use and evaluate their efficiency and effectiveness.

· Identify at least two candidate selection processes that the human resources department should use, and explain which is most efficient and effective.

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

Now that you have completed your analysis of recruitment and selection practices, you must write a plan for the recruitment, selection, appraisal, and dismissal of healthcare employees that incorporates the strategies you explored in Part I of this Assessment.

Create a plan for the recruitment, selection, appraisal, and dismissal of healthcare providers. The plan may include graphic representations, bullet points, etc. It does not need to emulate an APA-style research paper. Refer to the sample template for guidance; however, you can create your own template or plan document. Include the following:

· A recruitment and selection plan as follows: (3–4 pages) Define at least three key objectives in developing an effective recruitment process.

· Define at least three key objectives in developing an effective recruitment process.

· Explain how candidate selection will be conducted, outlining relevant components of and steps in the selection process.

· Define at least two key objectives in developing an effective selection process.

· Explain, in detail, how recruitment will be conducted, outlining relevant components and steps in the recruitment process.

· A performance appraisal, disciplinary, and dismissal plan as follows (6–8 pages)

· Describe the specific appraisal methodology and criteria that will be used to measure performance. Your description should include which types of performance information to use and how the information might be used in a performance review. In addition, be sure to describe the optimal methods for collecting performance data. Provide a rationale for your response.

· Describe an optimal method of conducting an effective performance appraisal interview.

· Describe effective communication techniques to use during a performance appraisal interview.

· Explain how often the performance appraisal interview should be conducted, when it should be conducted, and who should participate in the interview and how it may incorporate disciplinary actions.

· Describe at least one specific dismissal methodology and criteria that will be used to measure readiness for dismissal.

Part III: Social Media Case Study

Review the “We Googled You” case study. Write an explanation of whether you should or should not hire the individual (3–5 pages).

Your explanation should answer the following questions:

· What are at least two advantages and two disadvantages of using social media in personnel selection for your hospital?

· What strategic approaches would you take to enhance the use of social media in the personnel selection process?

· What is your rationale for your hiring decision?

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 1.1: Describe the challenges related to recruitment and their impact on healthcare organizations.	Description of the challenges related to recruitment and their impact on healthcare organizations is missing.	Response describes fewer than six challenges related to recruitment, or the response describes irrelevant challenges. Response does not clearly explain the impact of recruitment challenges on the healthcare organization. Response is not supported by academic/professional resources or the resources are not relevant.	Response thoroughly describes six relevant challenges, three internal and three external, related to recruitment. Response clearly explains the impact of recruitment challenges on the healthcare organization. Response is supported by relevant academic/professional resources.	Demonstrates the same level of achievement as “2,” plus the following: Response identifies one example and describes why it is the most difficult of all challenges when it comes to recruitment at a large urban hospital.
Learning Objective 1.2: Describe the challenges related to selection and their impact on healthcare organizations.	Description of the challenges related to selection and their impact on healthcare organizations is missing.	Response describes fewer than six challenges related to selection, or the response describes irrelevant challenges. Response does not clearly explain the impact of selection challenges on the healthcare organization.	Response thoroughly describes six relevant challenges, three internal and three external, related to selection. Response clearly explains the impact of selection challenges on the healthcare organization.	Demonstrates the same level of achievement as “2,” plus the following: Response identifies one challenge and describes why it is the most difficult of all challenges when it comes to selection at a large urban hospital.

	0 Not Present	1 Needs Improvement	2 Meets Expectations	3 Exceeds Expectations
		Response is not supported by academic/professional resources or the resources are not relevant.	Response is supported by relevant academic/professional resources.
Learning Objective 1.3: Explain the impact of neglecting recruitment and selection challenges on human resources (HR) function and hospital performance.	Explanation of the impact of neglecting recruitment and selection challenges on HR function and hospital performance is missing.	Response provides a vague explanation of the impact of neglecting recruitment and selection challenges on HR function and hospital performance, and/or the response does not provide a specific, relevant example. Response is not supported by academic/professional resources or the resources are not relevant.	Response clearly explains the impact of neglecting recruitment and selection challenges on HR function and hospital performance, using a specific, relevant example. Response is supported by relevant academic/professional resources.	Demonstrates the same level of achievement as “2,” plus the following: Response assesses the impact of neglecting recruitment and selection with current examples from scholarly journals.
Learning Objective 1.4: Describe strategic approaches to address challenges associated with internal and external factors that affect recruitment and selection.	Recommendation of strategic approaches to address challenges associated with internal and external factors that affect recruitment and selection is missing.	Response describes an inappropriate or illogical strategic approach for each identified challenge associated with internal and external factors. Response provides a vague explanation of how each recommended strategy will help alleviate the potential challenges.	Response describes one appropriate strategic approach for each identified challenge associated with internal and external factors. Response clearly explains how each recommended strategy will help alleviate the potential challenges.	Demonstrates the same level of achievement as “2,” plus the following: Response includes one additional example from another industry.

	0 Not Present	1 Needs Improvement	2 Meets Expectations	3 Exceeds Expectations
		Response does not include best practices from at least one other industry. Response is not supported by academic/professional resources or the resources are not relevant.	Response includes one best practice from another industry and thoroughly explains how information from other industries can inform recruitment and selection in the healthcare industry. 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: Evaluate the efficiency and effectiveness of various recruitment sources.	Evaluation of the efficiency and effectiveness of various recruitment sources is missing.	Response identifies fewer than two appropriate recruitment sources, or the response identifies two inappropriate recruitment sources. Response provides an incomplete evaluation of the efficiency and effectiveness of the recruitment sources. Response provides a vague explanation of which of	Response clearly identifies two appropriate recruitment sources. Response provides a comprehensive evaluation of the efficiency and effectiveness of the recruitment sources. Response clearly explains which of the methods is most effective.	Demonstrates the same level of achievement as “2,” plus the following: Response clearly identifies two additional appropriate recruitment sources and compares the efficiency and effectiveness of recruitment between the identified recruitment sources.

	0 Not Present	1 Needs Improvement	2 Meets Expectations	3 Exceeds Expectations
		the methods is most effective. Response is not supported by academic/professional resources or the resources are not relevant.	Response is supported by references to academic resources.
Learning Objective 2.2: Evaluate the efficiency and effectiveness of various candidate selection processes.	Evaluation of the efficiency and effectiveness of various selection processes is missing.	Response identifies fewer than two appropriate selection processes, or the response identifies two inappropriate selection processes. Response provides an incomplete evaluation of the efficiency and effectiveness of the selection processes. Response provides a vague explanation of which of the methods is most effective. Response is not supported by academic/professional resources or the resources are not relevant.	Response clearly identifies two appropriate selection processes. Response provides a comprehensive evaluation of the efficiency and effectiveness of the selection processes, including information about effectiveness and efficiency. Response clearly explains which of the methods is most effective. Response is supported by relevant academic/professional resources.	Demonstrates the same level of achievement as “2,” plus the following: Response clearly identifies two additional appropriate selection processes and compares the efficiency and effectiveness of candidate selection between the identified selection processes.
Part II: Recruitment, Selection, Performance Appraisal, and Dismissal Plan

	0 Not Present	1 Needs Improvement	2 Meets Expectations	3 Exceeds Expectations
Learning Objective 2.3: Define key objectives in developing recruitment processes.	Definition of key objectives in developing effective recruitment processes is missing.	Response defines fewer than three key objectives in developing an effective recruitment process, or the three objectives are irrelevant or not applicable.	Response accurately and thoroughly defines three key objectives in developing recruitment processes.	Demonstrates the same level of achievement as “2,” plus the following: Response accurately and thoroughly defines two additional key objectives in developing recruitment processes and incorporates human resources information system recruitment data.
Learning Objective 2.4: Explain efficient and effective recruitment strategies.	Explanation of efficient and effective recruitment strategies is missing.	Recruitment and selection plan provides an unclear or vague explanation of efficient and effective recruitment strategies. Recruitment and selection plan provides a vague outline of components and steps in the recruitment process, or the components and steps provided are irrelevant or not applicable.	Recruitment and selection plan clearly explains efficient and effective recruitment strategies. Recruitment and selection plan clearly outlines the relevant components and steps in the recruitment process.	Demonstrates the same level of achievement as “2,” plus the following: Response incorporates current human resources information system recruitment data and measures to assess recruitment effectiveness and efficiency.
Learning Objective 2.5: Define key objectives in developing an effective selection process.	Definition of key objectives in developing an effective selection process is missing.	Response defines fewer than two key objectives in developing an effective selection process, or the two objectives are	Response thoroughly defines two key objectives in developing an effective selection process.	Demonstrates the same level of achievement as “2,” plus the following: Response thoroughly defines two additional key

	0 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 2.6: Explain the steps in the selection process.	Explanation of the steps in the selection process is missing.	Response vaguely explains the steps in the selection process, or the response provides irrelevant or inapplicable components and steps in the selection process.	Response clearly explains how selection will be conducted, including relevant components and steps in the selection process.	Demonstrates the same level of achievement as “2,” plus the following: Response incorporates the critical incident approach 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 3.1: Describe specific appraisal methodology and criteria.	Description of specific appraisal methodology and criteria are missing.	Performance appraisal and dismissal plan describes fewer than five specific strategies for measuring performance, or some of the strategies are irrelevant or not applicable. Performance appraisal and dismissal plan explains irrelevant or inapplicable sources of performance	Performance appraisal and dismissal plan clearly describes five specific strategies for measuring performance, including positive and reinforceable feedback. Performance appraisal and dismissal plan clearly explains which sources of performance information to use in a performance review, describes two	Demonstrates the same level of achievement as “2,” plus the following: Performance appraisal and dismissal plan clearly describes three additional specific strategies for measuring performance, including positive and reinforceable feedback.

0 Not Present

1 Needs Improvement

2 Meets Expectations

3 Exceeds Expectations

information to use in a performance review.

Performance appraisal and dismissal plan describes fewer than two optimal methods for collecting performance data.

Performance appraisal and dismissal plan provides a vague description of the types of information that should be obtained in a performance appraisal.

Performance appraisal and dismissal plan provides a 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.

optimal methods for collecting performance data, the types of information that should be obtained in a performance appraisal, and the type of information the chosen method(s) will generate, and why this method promises effective appraisal results.

Performance appraisal and dismissal plan provide a clear and logical rationale regarding why the data collection method is appropriate.

0 Not Present

1 Needs Improvement

2 Meets Expectations

3 Exceeds Expectations

Learning Objective 3.2: Describe effective methods for conducting performance appraisal interviews.

Description of effective methods for conducting performance appraisal interviews is missing.

Performance appraisal and dismissal plan provides a vague description of an optimal method for conducting an effective performance appraisal interview.

Performance appraisal and dismissal plan clearly describes one optimal method for conducting an effective performance appraisal interview.

Demonstrates the same level of achievement as “2,” plus the following:

Performance appraisal and dismissal plan clearly describes two additional optimal methods for conducting an effective performance appraisal interview.

Learning Objective 3.3: Describe effective communication techniques for distributing performance appraisal feedback.

Description of effective communication techniques for distributing performance appraisal feedback is missing.

Performance appraisal and dismissal plan provides a vague description of an effective communication technique for distributing performance appraisal feedback.

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

Performance appraisal and dismissal plan clearly describes one effective communication technique for distributing performance appraisal feedback.

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

Performance appraisal and dismissal plan clearly explains how disciplinary

Demonstrates the same level of achievement as “2,” plus the following:

Performance appraisal and dismissal plan clearly describes one additional effective communication techniques for distributing performance appraisal feedback.

	0 Not Present	1 Needs Improvement	2 Meets Expectations	3 Exceeds Expectations
			actions will be incorporated.
Learning Objective 3.4: Describe dismissal methodologies and criteria.	Description of appropriate dismissal methodologies and criteria is missing.	Performance appraisal and dismissal plan provides a vague description of dismissal methodologies, or the dismissal methodologies described are inappropriate. Performance appraisal and dismissal plan provides a vague description of criteria to be used to measure readiness for dismissal, or the criteria described are illogical or inappropriate.	Performance appraisal and dismissal plan clearly describes at least one appropriate dismissal methodologies. Performance appraisal and dismissal plan describes logical criteria to be used to measure readiness for dismissal.	Demonstrates the same level of achievement as “2,” plus the following: Response describes one additional dismissal methodology.
Part III: Social Media Case Study
Sub-Competency 4: Evaluate the use of social media in personnel selection.
Learning Objective LO 4.1: Explain the advantages and disadvantages of assessing candidacy via social media.	Explanation of advantages and disadvantages of assessing candidacy via social media is missing.	Response provides an explanation of fewer than two advantages and fewer than two disadvantages of assessing candidacy via social media.	Response clearly explains two advantages and two disadvantages of assessing candidacy via social media.	Demonstrates the same level of achievement as “2,” plus the following: Response clearly explains one additional advantage and disadvantage of assessing candidacy via social media and examines the advantages and disadvantages of assessing candidacy via social media

	0 Not Present	1 Needs Improvement	2 Meets Expectations	3 Exceeds Expectations
				from both an employer’s and an employee’s perspectives.
Learning Objective LO 4.2: Describe strategic approaches to use social media appropriately for personnel selection.	Description of strategic approaches for using social media for personnel selection is missing.	Response provides a vague description of appropriate approaches for using social media in the selection process, or the approaches provided are inappropriate.	Response clearly describes appropriate approaches for using social media in the selection process.	Demonstrates the same level of achievement as “2,” plus the following: Response examines appropriate approaches 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 LO 4.3: Evaluate individual candidates based on social media.	Evaluation of individual candidates based on social media is missing.	Response provides an illogical or vague evaluation of the candidate in the case study based on social media. Response provides an illogical rationale either for or against hiring the candidate in the case study.	Response provides a logical and thorough evaluation of the candidate in the case study based on social media. Response provides a logical rationale either for or against hiring the candidate in the case study.	Demonstrates the same level of achievement as “2,” plus the following: Response uses academic resources to justify the hiring decision.
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

	0 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

	0 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.