HRM 635 Benchmark – Acquiring Employees

Grand Canyon University HRM 635 Benchmark – Acquiring Employees-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University HRM 635 Benchmark – Acquiring Employees assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for HRM 635 Benchmark – Acquiring Employees                       

Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Benchmark – Acquiring Employees depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for HRM 635 Benchmark – Acquiring Employees                       

The introduction for the Grand Canyon University HRM 635 Benchmark – Acquiring Employees is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for HRM 635 Benchmark – Acquiring Employees                       

After the introduction, move into the main part of the HRM 635 Benchmark – Acquiring Employees  assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for HRM 635 Benchmark – Acquiring Employees                       

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for HRM 635 Benchmark – Acquiring Employees                       

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for HRM 635 Benchmark – Acquiring Employees Included After Question

HRM 635 Benchmark – Acquiring Employees

Needs Assessment Matrix

Definition: A needs assessment is the process organizations use to determine if training is necessary for its employees.

Note: This template serves as a guide to complete the needs assessment of your current or selected organization. You are allowed to manipulate the categories to obtain the information you require in order to complete the assignment.

Department	Required Functions	Department or Employee Needs	Jobs or Tasks	Current Trainings
Intensive care unit (ICU) The assessment revealed that the ICU department should be redesigned  achieve the desired changes by appointing change agents to ensure effective improvement, creating a routine discharge alert sheet that entail the expected date of discharge, and having a patient handover sheet.	The critical care nurse is required to majority of direct care to patients who are admitted with life threatening situations in the ICU. The ICU nurse mostly provide care to patients with brain injuries, victims of accidents, cardiac diseases, and patients recuperating from delicate surgeries that need routine nursing care.	Following the needs assessment, the identified needs for possible improvement in the ICU department that should be prioritized include inclusion of research and quality initiatives, end of life care or palliative care, restrictive transfusion protocols, and lung caring ventilation. The assessment also revealed the need to assess the level of adherence to existing protocols, digitizing standardized care, and effective utilization of limited resources.	The job or task of ICU nurses include examination and monitoring of the patient’s condition and progress, monitor and protect the quality of care given, act as the advocate for patient and family, provide routine updates to physicians, patients, and their family, support the family through education, initiate treatment and monitor doses, in case of necessity, and counter a medical emergency and issue timely alert to appropriate physician. The needs assessment revealed that the condition of patients tends to change fast and so, this ICU is extremely demanding area, thus, requiring highly competent nurses.	The current training to qualify as a ICU nurse is completion of a Bachelor of Science in Nursing (BSN) or associate’s degree in nursing (ADN) from an accredited nursing program.  After graduating, the nurse is required to pass the National Council Licensure Examination (NCLEX-RN) prior to securing a job of critical care nursing. However, due to critical nature of the ICU, the assessment has shown that the nurses in this unit should have additional training on communication skills. These skills are vital where the nurse intends to break difficult topics. Besides, the nurses should learn to be self-centered and becoming non-judgmental. It is also critical to have awareness of family dynamics, confidentiality, and sensitivity of patient taboos. Finally, there is need for problem-solving skills.

ICU Nurse Job Description

            The Cantex Continuity Care Network, INC should be interested in ICU nurse who is capable of delivering crucial care to critically ill or injured patients admitted at the ICU department. As a qualified nurse, the ICU nurse should expect to serve patients who are present with different conditions such as heart attacks, strokes, or patients recovering from invasive surgery. Essentially, these conditions comprise critical care which requires intricate evaluation that can only be performed by highly qualified nurses who have the potential to work effectively under extreme circumstances to save lives. Therefore, prospective ICU Nurse at the Cantex Continuity Care Network, INC is expected to work closely with physicians and other medical professionals to complete various tasks including conducting routine follow-up visits, responding to medical emergencies, conducting diagnostic tests, and observing patient recovery. 

            In addition, the ICU Nurse is expected to have an impeccable analytical ability and excellent communication skills. Besides, the nurses should learn to be self-centered and becoming non-judgmental. It is also critical to have awareness of family dynamics, confidentiality, and sensitivity of patient taboos. Finally, there is need for inter-personal skills such as problem-solving skills.

On the other hand, the responsibilities required in the ICU Nurse include;

• Examining and monitoring of the patient’s condition and progress
• Monitoring and protecting the quality of care given to patients
• Act as the advocate for patients and their families
• Provide routine updates to physicians, patients, and their family about the patient’s progress
• Support the family through education
• Initiate treatment and monitor doses
• Counter a medical emergency and issue timely alert to appropriate physician.

The qualification that Cantex Continuity Care Network, INC looks for in a ICU nurse include;

• Bachelor of Science in Nursing (BSN) or associate’s degree in nursing (ADN) from an recognized institution.
• National Council Licensure Examination (NCLEX-RN).
• Prior experience in a critical care unit or as an ICU Nurse.
• Ability to perform under stress and emotion to save life.
• Show empathy and communication skills.

A Sample Answer 3 For the Assignment: HRM 635 Benchmark – Acquiring Employees

Title: HRM 635 Benchmark – Acquiring Employees

Needs assessment is an important organizational task that nurse managers perform to determine the performance efficiencies in their organizations. Needs assessment focuses on the identification of the existing gaps in an organization and the development of strategies to address them (Blokdyk, 2020; Gulliford et al., 2020). Needs assessment is important because it enables an organization to remain updated on its performance levels, weaknesses, and opportunities that should be explored (Birkhead et al., 2020; Evashwick et al., 2020; Stefaniak, 2020). Information for needs assessment is obtained from the organizational stakeholders such as employees and observation of the staff in undertaking their assigned activities. Therefore, this section of the assignment performs a need assessment of the selected health organization and uses the identified gaps in the organization to develop a job description to address the needs.

Needs Assessment Matrix

Department	Required Functions	Department or Employee Needs	Jobs or Tasks	Current Trainings
Nursing department	Provision of nursing care to patients such as treatment Coordination of nursing care such as ensuring inter-professional collaboration Patient assessment Health education on issues such as healthy diets and behavioral modifications Evaluation of care Health promotion Implementing evidence-based practices Working in collaboration with other departments Adoption of quality improvement initiatives Promotion of continuous quality improvement Promotion of safety in care Infection prevention and control	Coaching and mentorship on issues such as evidence-based practice in nursing Training for professional development Additional staffs due to acute shortage Recognition to motivate them using approaches such as rewards and verbal praises Benchmarks for best practices	There is a need to hire registered nurses to fill the existing gaps in the department of nursing	COVID 19 training Infection prevention and control Promotion of safety in care
Medical laboratory	Carrying out pathology tests Specimen processing Coordinating care with other departments Specimen protection	Training on current best practices in processing specimen and specimen analysis Additional staffs Motivation in the form of incentives	There is a need to hire additional staffs to address the issue of staff shortages	None
Physiotherapy	Help people recover from injuries Maintain optimum health for people of all ages Health education to the public on maintaining optimal health	Training on current practices Incentives for motivation purposes	There is a need to provide training opportunities to the staffs on best practices	None

Description of the Needs Assessment Matrix

The above needs assessment was performed in nursing, medical laboratory, and physiotherapy departments. The assessment results revealed that the departments had issues ranging from staff shortages, lack of training poor motivation among the healthcare providers. The assessment also revealed that besides nursing department, the other departments do not have current training programs that are ongoing. Therefore, the information from the needs assessment matrix led to the development of a job description for a registered nurse and medical laboratory specialist to fill the current shortage of staff nurses and medical laboratory technicians in the hospital.

Job Description for a Registered Nurse

Our hospital is looking forward to hire 10 qualified registered nurses and one laboratory specialist to fill the existing vacancies in the nursing and medical laboratory departments. Our hospital is a tertiary institution that offers specialized and general care to its patients. The mission of the hospital is to provide care that demonstrate excellence, quality, and patient safety. The hospital therefore seeks to achieve its mission by hiring qualified registered nurses to achieve its performance goals and objectives.

Educational and Professional Requirements

Interested candidates for the position should meet the following requirements:

• Bachelor’s degree in nursing
• Valid nursing license
• At least two years’ experience as a nurse in a hospital setting
• Ability to perform standard nursing and medical procedures
• Excellent communication skills
• Flexibility

Roles and Responsibilities

The nurses will perform the following roles and responsibilities

• Monitoring patient vitals
• Detecting changes in patient’s health status and symptoms
• Administering medications
• Setting for procedures
• Maintaining inventory of supplies
• Assisting physicians with procedures
• Maintain safe and clean working environment
• Maintain patient’s health records
• Assess and evaluate treatments
• Health education
• Communicate with patients clearly and provides emotional support to them

Job Description for Laboratory Specialist

Educational and Professional Requirements

• Bachelor’s degree in medical laboratory science
• Able to work in inter-professional teams
• Excellent documentation skills
• Can maintain clean and safe working environment
• Excellent communication skills

Roles and Responsibilities

• Label, check, and sort specimens
•  Organize all the patient information and request in the computer system
• Analyze and interpret laboratory investigations
• Inform provider about abnormalities in laboratory investigations
• Create clean and safe working environment
• Work with other healthcare providers in the coordination of care
• Maintain dataset with the existing blood banks and prepare blood for transfussions

Application Procedure

Interested candidates should send their applications alongside contacts of their referees to the following address. The applications should be received on or before 6 November 2020 at 6 pm. For any inquiries, kindly contact the head of Human Resources. Our hospital is an equal opportunity employer. 

Conclusion

In summary, needs assessment is an important tool that organizations can utilize to obtain insights into their performance levels. Needs assessment provides information that can be used to implement change initiatives in health organization. The current investigation has shown that the organization experiences issues related to staff shortage and inadequate professional development opportunities for the staffs. Therefore, job descriptions for the registered nurses and medical laboratory specialist have been developed to assist the hospital in hiring the right staffs that will drive the desired excellence.

References

Birkhead, G., Morrow, C. B., & Pirani, S. (2020). Public Health: What It Is and How It Works.Burlington, MA: Jones & Bartlett Learning.

Blokdyk, G. (2020). Health Management Information System a Complete Guide—2020 Edition. Emereo Pty Limited.

Evashwick, C. J., Singh, S. R., Jackson, P., & Sinay, T. (2020). Hospitals’ Benefit to the Community: Research, Policy and Evaluation. Frontiers Media SA.

Gulliford, M., Jessop, E., & Jessop, H. P. of P. H. E. (2020). Healthcare Public Health: Improving Health Services Through Population Science. Oxford University Press.

Stefaniak, J. E. (2020). Needs Assessment for Learning and Performance: Theory, Process, and Practice. Taylor & Francis Group.