MANAGING HUMAN RESOURCES

MANAGING HUMAN RESOURCES

MANAGING HUMAN RESOURCES

NURS 6221: MANAGING HUMAN RESOURCES – Discussion 4 (Grading Rubic Attached )

How many times have you, or has someone you know, perused jobs on Monster.com, LinkedIn or a clinical listserv? When browsing employment opportunities, what factors motivate you to apply for one position over another?
 
As a nurse manager, it is critical that you consider the answers to questions such as these when designing your recruitment process. Identifying the approaches applicants use to find jobs can help you broaden your pool of applicants. In addition, knowing how to create accurate job descriptions to advertise for open positions can increase the chances of finding an applicant that is qualified and exhibits skills that you and your workplace desire.
 
In this Discussion, you examine the process in which a health care organization engages when attempting to recruit qualified and desirable job candidates.
 
To prepare
 
Review Chapters 4 and 5 from the course text, Human Resource Management: Functions, Applications, Skill Development. What best practices can be used to identify, analyze, and describe positions within a health care setting? In addition, what considerations and factors should be taken into account when recruiting job candidates?
 
Reflect upon the recruitment process used in your current organization or one with which you are familiar. Then, select one setting to further investigate.
Consider questions such as the ones below to identify the recruitment methods and steps involved in searching for and attracting potential employees.
What is expected of the nurse manager in terms of recruitment?
What is expected of HR in terms of recruitment?
How are job openings posted and/or advertised?
What challenges or constraints have been experienced with regard to recruiting desirable and qualified applicants?
 
 
Submit a brief description of your selected organization’s recruitment process. Include an explanation of who is responsible for each step, how and where positions are advertised, and any unique methods used to recruit employees. Explain the effectiveness of these recruitment processes by citing authentic examples from the setting you selected and this week’s Learning Resources as appropriate.
 
Read a selection of your colleagues’ responses.
Respond to at least two of your colleagues on two different days using one or more of the following approaches:
Offer and support an alternative perspective on the effectiveness of a colleague’s recruitment process by citing examples from the Learning Resources or from your own research in the Walden Library.
Expand on a colleague’s posting by providing a legal perspective for why a recruitment process should be revamped or changed, based on readings and evidence.
Share an insight on similar advertising and recruitment methods your setting has used, synthesizing information to provide new perspectives.
 
Required Readings
 
Lussier, R. N., & Hendon, J. R. (2016). Human resource management: Functions, applications, & skill development (2nd ed.). Thousand Oaks, CA: Sage Publications.
 
Chapter 4, “Matching Employees and Jobs: Job Analysis and Design” (pp. 120–160)
This chapter discusses the importance of matching applicants with the “right” jobs. It highlights topics such as job analysis, job design, and job redesign.
 
Chapter 5, “Recruiting Job Candidates” (pp. 192–230)
Chapter 5 provides an in-depth examination of recruitment best practices. It explores recruitment considerations and challenges along with internal and external factors that can impact recruitment efforts.
 
Chapter 6, “Selecting New Employees” (pp. 194–226)
This chapter explains selection processes that are commonly used to find qualified employees. The authors share many techniques used by HR professionals and nurse managers to select the “right” employee for the job.
Markey, L., & Tingle, C. (2012). Screening RNs: A change in hiring practice. Nursing Management, 43(2), 13–15.
Retrieved from the Walden Library databases.
 
This article discusses the process of hiring to fill a nursing position, with a focus on Baton Rouge General Medical Center (BRGMC). At BRGMC, the interview process has one new addition: behavioral screenings for potential RNs. With this new aspect, interviewees are screened for behavior in clinical practice scenarios, equipment recognition, and skills demonstration.
Optional Resources
Lussier, R. N., & Hendon, J. R. (2016). Human resource management: Functions, applications, & skill development (2nd ed.). Thousand Oaks, CA: Sage Publications.
Chapter 11, “Compensation Management”
Chapter 13, “Employee Benefits”

ADDITIONAL INSTRUCTIONS FOR THE CLASS

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• Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, including a minimum of one scholarly source, and be at least 250 words. Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source. One or two-sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words. I encourage you to incorporate the readings from the week (as applicable) into your responses.

• Weekly Participation

Your initial responses to the mandatory DQ do not count toward participation and are graded separately. In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies. Participation posts do not require a scholarly source/citation (unless you cite someone else’s work). Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.

• APA Format and Writing Quality

Familiarize yourself with the APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required). Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation. I highly recommend using the APA Publication Manual, 6th edition.

• Use of Direct Quotes

I discourage over-utilization of direct quotes in DQs and assignments at the Master’s level and deduct points accordingly. As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content. It is best to paraphrase content and cite your source.

• LopesWrite Policy

For assignments that need to be submitted to Lopes Write, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me. Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes. Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own? Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for tips on improving your paper and SI score.

• Late Policy

The university’s policy on late assignments is a 10% penalty PER DAY LATE. This also applies to late DQ replies. Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances. If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect. I do not accept assignments that are two or more weeks late unless we have worked out an extension. As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

• Communication

Communication is so very important. There are multiple ways to communicate with me: Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class. Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.

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