HRM 635 Acquiring Employees
University:
Grand Canyon University
HRM 635 Acquiring Employees
Paper Instructions
Assessment Description
During this course, you will develop materials that support the human resource process from acquiring, developing, and leveraging on employee strengths. This project is broken into four separate assignments due in Topics 2, 3, 5, and 7.
In this assignment, conduct a needs assessment and develop a job description for your current organization or a preapproved organization that you have access to interact with. If you are not currently in an organization, inform your instructor of the organization you will use to complete this project. They must approve your selection prior to beginning your assignment and you must have the ability to observe employees and functions within that organization.
Part 1 – Needs Assessment and Job Analysis
Observe and assess the state of your current organization or another preselected organization. A needs assessment is necessary to identify areas for potential growth, both at the employee and organizational levels. If you are not in a position to look holistically at your organization, you can focus on a department or team within the organization.
Use the “Needs Assessment and Job Analysis Matrices” template to complete this assignment. You are required to analyze required core functions, department or employment needs, jobs or tasks, and current/required trainings in order to complete these matrices and prepare for the next part of this assignment.
Part 2 – Job Description
Once your needs assessment is complete, you are required to select an existing position in your organization and develop a one-page, professionally formatted, and detailed job description for that position that is informed by the findings of the needs assessment. It is recommended that you take the time to conduct a job analysis and observe current employees in the selected positions to accurately depict the knowledge, skills, abilities, and other characteristics that must be incorporated into the job description.
If you are unable to observe, do your best to accurately depict the specific functions of the job. Incorporate any new job roles you feel should be added to the position based on your findings. Make sure the job description is based on the needs and available resources of the organization and that it adheres to all applicable labor laws.
Cite and reference a minimum of two scholarly sources with one being the textbook.
Submit the “Needs Assessment and Job Analysis Matrices” template and the one-page job description as two deliverables.
APA style is not required, but solid academic writing is expected.
This assignment uses a rubric. Review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.
Attachments
- HRM-635-RS-T2NeedsAssessmentJobAnalysisMatrices.d
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Sample Answer
Job Description for Registered Nurse (RN) in ICU and Emergency Room
- Position Title: Registered Nurse (RN) – ICU and Emergency Room
- Department: Intensive Care Unit (ICU) and Emergency Room (ER)
Reports to Nurse Manager and Unit Director
Position Summary
Critical care is provided to patients in life-threatening conditions, and the Registered Nurse (RN) in the ICU, and Emergency Room responds to patients’ needs in these areas. The RN, therefore, needs to assess, medicate, manage life-support devices, and coordinate with members of the healthcare team (Elias & Day, 2020; Hickey et al., 2020). In the ICU, for instance, the RN always observes the patient’s response to the treatment plan and makes changes as appropriate, based on insights from Muir et al. (2023). Rapid assessment and crucial direct actions like cardiopulmonary resuscitation and defibrillator use are practiced within the ER by the RN.
Key Responsibilities (Butera et al., 2021; Fukuda et al., 2020)
- Ongoing evaluations of severely ill ICU patients and therapy changes as necessary.
- Sort arriving ER patients according to the condition’s degree and set treatment priorities.
- Provide trauma interventions, defibrillation, and CPR, among other emergency treatments.
- Work with doctors, experts, and other healthcare providers to guarantee thorough patient treatment.
- Teach patients’ relatives about treatment strategies and recovery and offer them support.
Required Knowledge, Skills, and Abilities (Tamadoni et al., 2020)
- In-depth knowledge of ICU and ER protocols, including advanced life-support techniques.
- Excellent, under duress decision-making ability.
- Capability of running sophisticated medical equipment like monitoring systems and ventilators.
- Particularly in crisis, excellent communication and teamwork abilities.
Education and Certifications (Pavedahl et al., 2021)
- Required is a Bachelor of Science in Nursing.
- Present state RN license.
- Certifications in ICU-specific protocols, Trauma Life Support (TLS), and Advanced Cardiovascular Life Support (ACLS).
References
- Butera, S., Brasseur, N., Filion, N., Bruyneel, A., & Smith, P. (2021). Prevalence and associated factors of burnout risk among intensive care and emergency nurses before and during the COVID-19 pandemic A cross-sectional study in Belgium. Journal of Emergency Nursing, 47(6). https //doi.org/10.1016/j.jen.2021.08.007
- Elias, C. E., & Day, T. (2020). Experiences of newly qualified nurses in critical care A qualitative systematic review. Journal of the Intensive Care Society, 21(4), 175114372092679. https //doi.org/10.1177/1751143720926794
- Fukuda, T., Sakurai, H., & Kashiwagi, M. (2020). Impact of having a certified nurse specialist in critical care nursing as head nurse on ICU patient outcomes. PLOS ONE, 15(2), e0228458. https //doi.org/10.1371/journal.pone.0228458
- Hickey, S., Mathews, K. S., Siller, J., Sueker, J., Thakore, M., Ravikumar, D., Olmedo, R. E., McGreevy, J., Kohli-Seth, R., Carr, B., & Leibner, E. S. (2020). Rapid deployment of an emergency department-intensive care unit for the COVID-19 pandemic. Clinical and Experimental Emergency Medicine, 7(4), 319–325. https //doi.org/10.15441/ceem.20.102
- Muir, K. J., McHugh, M. D., Merchant, R. M., & Lasater, K. B. (2023). Left without being seen Nurse work environment and timely outcomes in New York and Illinois emergency departments. Journal of Emergency Nursing. https //doi.org/10.1016/j.jen.2023.11.010
- Pavedahl, V., Holmström, I. K., Meranius, M. S., Schwarz, U. von T., & Muntlin, Å. (2021). Fundamentals of care in the emergency room – An ethnographic observational study. International Emergency Nursing, 58, 101050. https //doi.org/10.1016/j.ienj.2021.101050
- Tamadoni, B. V., Shahbazi, S., Seyedrasooli, A., Gilani, N., & Gholizadeh, L. (2020). A survey of clinical competence of new nurses working in emergency department in Iran A descriptive, cross‐sectional study. Nursing Open, 7(6). https //doi.org/10.1002/nop2.579
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