fbpx

Professional Development and Retention Assignment | Homework Help Websites

Hr003:  PROFESSIONAL DEVELOPMENT AND RETENTION

Don't use plagiarized sources. Get Your Assignment on
Professional Development and Retention Assignment | Homework Help Websites
Just from $13/Page
Order Now

Part 1: Retention Strategies

Recruiting and training staff is a costly and time-consuming enterprise. As a result, a key focus of human resources is retention of staff. It is not easy to predict what strategies will be effective for different staff members. What is meaningful to one may be less so to another. The human resources responsibility is to develop an assortment of strategies that are most likely to have the greatest impact on a wide spectrum of employees. How do you create an environment where employees want to work? With your selected organization in mind, prepare a Retention Strategies Report that could be utilized in the organization. Your report should include the following (3–5 pages):

  • Describe the healthcare organization and its goals for retention.
  • Describe three specific retention strategies that are working for this organization, and explain why they are effective.
  • Evaluate specific challenges this organization has faced regarding retention.
  • Analyze gaps in retention efforts this organization is faced with. Explain the ramifications of the gaps.
  • Consider what the organization is planning to do to close the gap, and recommend three retention strategies that might be effective in promoting retention in this workplace. Explain why you think the strategies would be effective in closing the gap in the retention strategies in in this organization.

 

Part 2: Retention Metrics

How does a human resources (HR) department know in which areas it is effective and which need improvement? How does it know if retention strategies are working, hiring costs are in line, performance goals are met, and training/development hours are appropriately allocated and achieved? There are many metrics that can be applied to obtain important human resources-related data and some will be more critical than others to a specific organization. For Part 2 of your Retention Strategies Report, outline the metrics that can be applied to the organization. (4–5 pages). Include the following:

  • Describe human resources metrics currently being used to evaluate outcomes of human resources functions in your organization. Explain how they are of value to the organization.
  • Identify gaps in the metrics being used. Analyze what is happening as a result of these gaps.
  • Consider what the organization has planned for changing their metrics, and then recommend five human resources metrics that would provide data of particular value to the organization. Include at least one metric that addresses retention and onethat addresses professional development.
  • Describe how you would apply the data collected from each of these metrics to improve human resources outcomes.

 

Part 3: Professional Development

Professional development opportunities within an organization can cover widely diverse areas; greatly impact employee satisfaction and production; influence retention; and help ensure a balanced, informed, skilled, and compliant workforce. Professional development offerings are prompted by many factors, including legally mandated content required of all employees, such as sexual harassment training in some states, EEEO training, training for specific positions that involves certification or licensing, compliance with professional regulatory organizations, and organizational training on a myriad of job-specific topics. The human resources manager needs to know that staff is provided the opportunities they need to succeed both within the organization and as professionals.

As Part 3 of your Retention Strategies Report (5–8 pages):

  • Describe key training for at least three different positions (e.g., nurses, radiology technicians, etc.), required of the organization by state or federal regulations.
  • Describe at least three training and/or certifications required by relevant accrediting bodies and professional organizations.
  • Describe training/professional development opportunities currently being used by the organization that are providing value. Analyze how they are providing value to the organization and/or individual.
  • Identify gaps in the training/professional development program. Recommend training/professional development opportunities that would fill those gaps. Explain how.
  • Describe four training delivery methods that might be most viable in your organization. Include at least two technology-based methods. Describe the advantages and disadvantages of each.
  • Recommend two training delivery options for the organization. Explain your rationale for these recommendations. Include influence of the organization’s mission, vision, and values on making these selections.

 

Laureate Education (Producer). (2014a). How to observe children [Video file]. Baltimore, MD: Author.

 

Talent Retention: Six Technology-Enabled Best Practices

Oracle. (2012). Talent retention: Six technology-enabled best practices [White Paper]. Retrieved from http://www.oracle.com/us/media1/talent-retention-6-best-practices-1676595.pdf

Retaining Talent: A Guide to Analyzing and Managing Employee Turnover

Allen, D. G. (2008). Retaining talent: A guide to analyzing and managing employee turnover. Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Retaining-Talent.pdf

 

Quits Are Up: 7 Employee Retention Strategies Your Company Must Have

Conerly, B. (2013). Quits are up: 7 employee retention strategies your company must have. Retrieved from http://www.forbes.com/sites/billconerly/2013/12/11/quits-are-up-7-employee-retention-strategies-your-company-must-have/

 

How to Keep Your Top Talent

Martin, J., & Schmidt, C. (May 2010). How to keep your top talent. Retrieved from https://enterprisersproject.com/sites/default/files/How%20to%20Keep%20Your%20Top%20Talent_1.pdf

 

For this Exploration, select a specific organization, preferably one in which you work or are very familiar. Consider retention strategies used by this organization as you complete the following:

  • Briefly describe the organization (without identifying it).
  • Describe one specific retention strategy that is working for this organization, and explain why it is effective.
  • Describe one specific challenge this organization has faced regarding retention. Evaluate and explain why the organization is facing this challenge.
  • Identify one gap in retention efforts this organization is faced with. What is one ramification of this gap?
  • Finally, recommend one strategy that might be effective in promoting retention in this workplace. Explain why this strategy might be effective in closing the gap in the retention strategies in this organization.

 

How does human resources (HR) management know if its organization is appropriately staffed and well positioned to address future staffing needs? How does an organization know if compensation rates are appropriate and competitive? How does HR track turnover rates or turnover and recruitment costs? All of these issues and many more are within the purview of HR and all can be informed by applying appropriate metrics.

It is essential for a manager to be familiar with various types of calculations that can assist with measuring HR-related concerns. Read Chapters 13, 14, 15, and Appendix A with these thoughts in mind.

Fried, B. J., &Fottler, M. D. (Eds.). (2015). Human resources in healthcare: Managing for success (4th ed.). Chicago, IL: Health Administration Press.

 

How to Compute a Firm’s Incidence Rate for Safety Management

U.S. Department of Labor. (n.d.-a). How to compute a firm’s incidence rate for safety management. Retrieved from http://www.bls.gov/iif/osheval.htm

 

Improving Performance Evaluations Using Calibration

Miller, S. (2014). Improving performance evaluations using calibration. Employment law, employee relations, credentialing, and organizational development are all key HR issues that healthcare managers must understand and appropriately address if an organization is to meet its strategic goals. Consider the relevance of these topics to your own professional goals as a manager.

Fried, B. J., &Fottler, M. D. (Eds.). (2015). Human resources in healthcare: Managing for success (4th ed.). Chicago, IL: Health Administration Press.

 

 

The Affordable Care Act is influencing many employer responsibilities with regard to provision of healthcare to employees. Managers need to be aware of the ramifications of new requirements and impact on costs. The following report looks at opportunities within this environment for strategic change.

An HR Perspective: The Future of Healthcare Benefits—Employers’ Opportunity for Strategic Change in the New Healthcare World

PricewaterhouseCoopers. (2014). An HR perspective: The future of healthcare benefits—Employers’ opportunity for strategic change in the new healthcare world. Retrieved from http://www.pwc.com/en_US/us/hr-management/publications/assets/hr-perspectives-healthcare-roundtables.pdf

 

To yield productive results, learning, training, and professional development cannot be approached haphazardly. Within healthcare organizations today, learning must be viewed as a continual process, and opportunities have to be provided for targeted continual development. Healthcare managers today need a solid understanding of the value of training and the variety of delivery methods available. The resources provide guidance.

Learning, Training & Development: Implementing An Employee Training & Development Program

HR Council. (n.d.). Learning, training & development: Implementing an employee training & development program. Retrieved from http://hrcouncil.ca/hr-toolkit/learning-implementing.cfm

 

Any manager, within any healthcare organization, needs to have a working understanding of key U.S. labor laws. An overview is provided.

Summary of the Major Laws of the Department of Labor

U.S. Department of Labor. (n.d.-b). Summary of the major laws of the department of labor. Retrieved from http://www.dol.gov/opa/aboutdol/lawsprog.htm

 

There are many opportunities to improve an organization’s HR functions, and it is important for a manager to be able to identify gaps for process improvement. The following resource provides an approach for human resource management assessment.

Human Resources Management Assessment Approach

Marsden, P., Caffrey, M., & McCaffery, J. (2013). Human resources management assessment approach. Retrieved from http://www.capacityplus.org/files/resources/hrm-assessment-approach.pdf

 

About the Joint Commission

The Joint Commission. (2015). About The Joint Commission. Retrieved from http://www.jointcommission.org/about_us/about_the_joint_commission_main.aspx

 

Health Information Privacy

U.S. Department of Health and Human Services. (n.d.) Health information privacy. Retrieved from https://www.hhs.gov/hipaa/index.html

 

 

HR003: Professional Development and Retention: Evaluate a healthcare organization’s practices for retaining talent and providing professional development and recommend strategies for improvement.

 

Assessment Rubric

  0   1   2 3  
  Not Present   Needs Improvement   Meets Expectations Exceeds Expectations  
Part I: Retention Strategies            
Sub-Competency 1: Evaluate retention strategies for healthcare organizations.        
Learning Objective 1.1: Description of the   Description of the   Description of the Demonstrates the same  
Describe an organization organization and its   organization vaguely or   organization clearly level of achievement as  
and its goals for retention goals is missing.   incompletely indicates the   indicates the type of “2” plus the following:  
retention.     type of organization,   organization, employee    
      employee demographics,   demographics, and Response describes recent  
      and description of the   description of the issues or trends that have  
      population the   population the impacted retention in this  
      organization serves.   organization serves. organization.  
          Organization goals for    
          retention are relevant to    
          improving retention.    
               
Learning Objective 1.2: Description of retention   Response describes fewer   Response clearly describes Demonstrates the same  
Describe effective strategies is missing.   than three retention   at least three specific level of achievement as  
retention strategies.     strategies that are working   retention strategies that “2” plus the following:  
      for an organization or the   are working for an    
      descriptions are vague.   organization. Response describes  
            rationale for why the  
            strategies are working.  
               
Learning Objective 1.3: Explanation of retention   Response explains fewer   Response clearly explains Demonstrates the same  
Explain retention challenges is missing.   than three retention   at least three specific level of achievement as  
challenges in healthcare     challenges the   challenges the “2” plus the following:  
organizations.     organization has faced and   organization has faced    
           
      lacks sufficient explanation   regarding retention.    
               
©2014 Walden University           1  

 

0 1 2 3
  Not Present Needs Improvement Meets Expectations Exceeds Expectations
    regarding these   Response describes recent
    challenges. Response explains the issues or trends that have
      sources of these impacted retention in this
      challenges. organization.
         
Learning Objective 1.4: Description of gaps in Response identifies fewer Response identifies at Demonstrates the same
Analyze gaps in retention strategies is than three gaps in least three HR gaps within level of achievement as
retention strategies. missing. retention strategies. the organization. “2” plus the following:
    Response insufficiently Response explains the Response describes a
    and/or unclearly explains ramifications of these gaps reason why each of these
    the ramifications of the on the organization. gaps might exist in the
    gaps.   organization.
         
Learning Objective 1.5: Recommendation of Response recommends Response recommends at Demonstrates the same
Recommend strategies strategies for promoting fewer than three valid least three valid strategies level of achievement as
for promoting retention is missing. strategies for promoting for promoting retention “2” plus the following:
retention.   retention.    
      Rationale explains why Response describes
    Rationale insufficiently these strategies will help potential barriers or
    supports close the gaps. constraints to
    recommendations.   implementing these
        strategies.
         

 

Part 2: Retention Metrics

 

Sub-Competency 2: Evaluate human resource metrics.

Learning Objective 2.1: Description of metrics is Response describes fewer Response describes at
Explain how human missing. than five metrics to least five metrics that are
resources metrics are   evaluate outcomes of being used to evaluate
proving value to an   human resources (HR) outcomes of HR functions
organization.   functions. in the organization.

 

 

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

©2014 Walden University 2

 

0 1 2 3  
  Not Present Needs Improvement Meets Expectations Exceeds Expectations  
        Response explains how the  
    Explanation of value of Response explains why selection of these  
    these metrics to the these metrics are of value particular metrics aligns  
    organization is not well to this organization. with the organization’s  
    supported.   strategies and goals.  
           
Learning Objective 2.2: Analysis of gaps in metrics Response describes fewer Response describes at Demonstrates the same  
Analyze gaps in the is missing. than three gaps in metrics. least three gaps in the level of achievement as  
metrics.     metrics. “2” plus the following:  
    Response insufficiently      
    and/or unclearly analyzes Response clearly and The response includes one  
    what is happening as a accurately analyzes what is additional example from  
    result of these gaps. happening as a result of another industry outside  
      these gaps. of healthcare  
Learning Objective 2.3: Recommendation of Response recommends Response recommends at Demonstrates the same  
Recommend human metrics is missing. fewer than five human least five human resources level of achievement as  
resources metrics.   resources metrics. metrics. “2” plus the following:  
      At least one recommended The response includes one  
      matric addresses retention additional example from  
      and one addresses another industry.  
      professional development.    
           
Learning Objective 2.4: Description of the Response does not clearly Response clearly and Demonstrates the same  
Describe the application of data or sufficiently explain how sufficiently explains how level of achievement as  
application of data collected is missing. data from five metrics data from five metrics “2” plus the following:  
collected.   could be applied to could be applied to    
    improve human resources improve human resources Response explains  
    outcomes. outcomes. constraints that might be  
        faced in applying data  
        collected.  
           
©2014 Walden University       3  

 

0 1 2 3  
  Not Present Needs Improvement Meets Expectations Exceeds Expectations  
Part 3: Professional Development        
           
Sub-Competency 3: Evaluate opportunities and methods for training and professional development within a healthcare organization  
           
Learning Objective 3.1: Description of required Response describes fewer Response describes at Demonstrates the same  
Describe training training is missing. than three key trainings least one key training level of achievement as  
required of a   required by state or required by state or “2” plus the following:  
healthcare   federal regulations. federal regulations for    
organization by state     each of three different Response describes factors  
or federal regulations.   Descriptions of trainings positions. that influence the  
    are unclear and/or   receptiveness of staff to  
    inaccurate.   federal or state mandated  
        training.  
Learning Objective 3.2: Description of required Response describes fewer Response clearly and Demonstrates the same  
Describe training training is missing. than three trainings and/or accurately describes at level of achievement as  
and/or certifications   certifications required by least three trainings “2” plus the following:  
required by key   key accrediting bodies and and/or certifications    
accrediting bodies and   professional organizations. required by key accrediting Response describes how  
professional     bodies. the training is proving  
organizations.   Descriptions of trainings   value to the organization  
    are unclear and/or   and/or the individual.  
    inaccurate.      
Learning Objective 3.3: Analysis of Response describes fewer Response describes at Demonstrates the same  
Analyze training/professional than two professional least two professional level of achievement as  
training/professional development development development “2” plus the following:  
development opportunities that provide opportunities provided by opportunities provided by    
opportunities that value to an organization is the organization. the organization that are Response clearly describes  
provide value to an missing.   providing value. four optimal methods for  
organization.   Analysis of value to the   conducting training that  
    organization and/or Analysis of value to the add value to the  
    individual is unclear and organization and/or organization and their  
    poorly stated. individual is clear and well impact  
      stated.    
           
©2014 Walden University       4  

 

0 1 2 3  
  Not Present Needs Improvement Meets Expectations Exceeds Expectations  
           
Learning Objective 3.4: Recommendation for Response does not Response accurately Demonstrates the same  
Recommend training/professional accurately identify gaps in identifies gaps in level of achievement as  
training/professional development is missing. training/professional training/professional “2” plus the following:  
development   opportunities. opportunities.    
opportunities.       Response explains  
    Recommendations for Recommendations for constraints that might be  
    training/professional training/professional faced when enacting these  
    development development training/professional  
    opportunities do not align opportunities align with development  
    with the caps in the the caps in the opportunities.  
    organization. organization.    
           
Learning Objective 3.5: Response is missing. Response describes fewer Response describes four Demonstrates the same  
Describe viable   than four delivery delivery methods, at least level of achievement as  
training/professional   methods. two of which are “2” plus the following:  
development delivery     technology based.    
methods for a   Response insufficiently or   Response explains how  
healthcare   inaccurately describes Response describes three different methods of  
organization.   advantages and advantages of each delivery can ensure equal  
    disadvantages of delivery delivery option and opportunity in accessing  
    options. explains why they are learning.  
      advantages.    
      Response describes three    
      disadvantages of each    
      delivery option and    
      explains why they might    
      be disadvantages.    
Learning Objective 3.6: Recommendation of Response does not clearly Response accurately Demonstrates the same  
Recommend professional or accurately describe the describes two level of achievement as  
professional development/training recommended delivery   “2” plus the following:  
           
©2014 Walden University       5  

 

0 1 2 3  
  Not Present Needs Improvement Meets Expectations Exceeds Expectations  
development/training delivery methods to a methods; the rationale is recommended delivery    
delivery methods to a healthcare organization is not well supported, and/or methods. Response describes a  
healthcare missing. alignment to   future-oriented training  
organization.   organizational mission, Rationale for the delivery method that  
    vision and values is recommendations is well might not be viable now,  
    missing. supported. but is likely to become so  
        in the future. Provides a  
      Alignment of the look ahead.  
      recommendations to the    
      organization’s mission,    
      values and vision is    
      provided.    
PS001: Written Communication: Demonstrate graduate-level writing skills.      
           
Learning Objective Multiple major and minor Multiple minor errors in Writing reflects competent Grammar, spelling, and  
PS 1.1: errors in grammar, grammar, spelling, and/or use of standard edited mechanics reflect a high  
Use proper grammar, spelling, and/or mechanics mechanics are distracting American English. level of accuracy in  
spelling, and are highly distracting and and negatively impact   standard American English  
mechanics. seriously impact readability. Errors in grammar, and enhance readability.  
  readability.   spelling, and/or mechanics    
      do not negatively impact    
      readability.    
Learning Objective Writing is poorly organized Writing is loosely Writing is generally well- Writing is consistently  
PS 1.2: and incoherent. organized. Limited use of organized. Introductions, well-organized.  
Organize writing to Introductions, transitions, introductions, transitions, transitions, and Introductions, transitions,  
enhance clarity. and conclusions are and conclusions provides conclusions provide and conclusions are used  
  missing or inappropriate. partial continuity. continuity and a logical effectively to enhance  
      progression of ideas. clarity, cohesion, and flow.  
Learning Objective APA conventions are not APA conventions for APA conventions for APA conventions for  
PS 1.3: applied. attribution of sources, attribution of sources, attribution of sources,  
Apply APA style to   structure, formatting, etc., structure, formatting, etc., structure, formatting, etc.,  
written work.   are applied inconsistently. are generally applied are applied correctly and  
           
©2014 Walden University       6  

 

0 1 2 3
  Not Present Needs Improvement Meets Expectations Exceeds Expectations
      correctly in most consistently throughout
      instances. Sources are the paper. Sources are
      generally cited consistently cited
      appropriately and appropriately and
      accurately. accurately.
Learning Objective Vocabulary and tone are Vocabulary and tone have Vocabulary and tone are Vocabulary and tone are
PS 1.4: inappropriate and limited relevance to the generally appropriate for consistently tailored to the
Use appropriate negatively impact clarity of audience. the audience and support audience and effectively
vocabulary and tone concepts to be conveyed.   communication of key and directly support
for the audience and     concepts. communication of key
purpose.       concepts.

 

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

 

Learning Objective Assumptions are missing. Response does not Response presents and Response justifies the
PS 5.2:   adequately present and discusses key assumptions reasonableness and need
Generate reasonable   discuss key assumptions in in an original argument. for assumptions in an
and appropriate   an original argument.   original argument.
assumptions.        
Learning Objective Assessment of multiple Response does not identify Response identifies and Response justifies
PS 5.3: perspectives is missing. nor adequately consider considers multiple selection of chosen
Assess multiple   multiple perspectives or perspectives and alternative relative to
perspectives and   alternatives. alternatives. others.
alternatives.        
Learning Objective Problems and solutions are Response presents Response presents Response presents
PS 5.4: not identified. solutions, but they are solutions that are practical compelling supporting
Use problem-solving   ineffective in addressing and work in addressing the arguments for proposed
skills.   the specific problem. specific problem. solutions.

HR003: Professional Development and Retention: Evaluate a healthcare organization’s practices for retaining talent and providing professional development and recommend strategies for improvement.

 

Assessment Rubric

 

  0   1   2 3  
  Not Present   Needs Improvement   Meets Expectations Exceeds Expectations  
Part I: Retention Strategies            
Sub-Competency 1: Evaluate retention strategies for healthcare organizations.        
Learning Objective 1.1: Description of the   Description of the   Description of the Demonstrates the same  
Describe an organization organization and its   organization vaguely or   organization clearly level of achievement as  
and its goals for retention goals is missing.   incompletely indicates the   indicates the type of “2” plus the following:  
retention.     type of organization,   organization, employee    
      employee demographics,   demographics, and Response describes recent  
      and description of the   description of the issues or trends that have  
      population the   population the impacted retention in this  
      organization serves.   organization serves. organization.  
          Organization goals for    
          retention are relevant to    
          improving retention.    
               
Learning Objective 1.2: Description of retention   Response describes fewer   Response clearly describes Demonstrates the same  
Describe effective strategies is missing.   than three retention   at least three specific level of achievement as  
retention strategies.     strategies that are working   retention strategies that “2” plus the following:  
      for an organization or the   are working for an    
      descriptions are vague.   organization. Response describes  
            rationale for why the  
            strategies are working.  
               
Learning Objective 1.3: Explanation of retention   Response explains fewer   Response clearly explains Demonstrates the same  
Explain retention challenges is missing.   than three retention   at least three specific level of achievement as  
challenges in healthcare     challenges the   challenges the “2” plus the following:  
organizations.     organization has faced and   organization has faced    
           
      lacks sufficient explanation   regarding retention.    
               
©2014 Walden University           1  

 

0 1 2 3
  Not Present Needs Improvement Meets Expectations Exceeds Expectations
    regarding these   Response describes recent
    challenges. Response explains the issues or trends that have
      sources of these impacted retention in this
      challenges. organization.
         
Learning Objective 1.4: Description of gaps in Response identifies fewer Response identifies at Demonstrates the same
Analyze gaps in retention strategies is than three gaps in least three HR gaps within level of achievement as
retention strategies. missing. retention strategies. the organization. “2” plus the following:
    Response insufficiently Response explains the Response describes a
    and/or unclearly explains ramifications of these gaps reason why each of these
    the ramifications of the on the organization. gaps might exist in the
    gaps.   organization.
         
Learning Objective 1.5: Recommendation of Response recommends Response recommends at Demonstrates the same
Recommend strategies strategies for promoting fewer than three valid least three valid strategies level of achievement as
for promoting retention is missing. strategies for promoting for promoting retention “2” plus the following:
retention.   retention.    
      Rationale explains why Response describes
    Rationale insufficiently these strategies will help potential barriers or
    supports close the gaps. constraints to
    recommendations.   implementing these
        strategies.
         

 

Part 2: Retention Metrics

 

Sub-Competency 2: Evaluate human resource metrics.

 

 

Learning Objective 2.1: Description of metrics is Response describes fewer Response describes at
Explain how human missing. than five metrics to least five metrics that are
resources metrics are   evaluate outcomes of being used to evaluate
proving value to an   human resources (HR) outcomes of HR functions
organization.   functions. in the organization.

 

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

 

 

 

©2014 Walden University 2

 

0 1 2 3  
  Not Present Needs Improvement Meets Expectations Exceeds Expectations  
        Response explains how the  
    Explanation of value of Response explains why selection of these  
    these metrics to the these metrics are of value particular metrics aligns  
    organization is not well to this organization. with the organization’s  
    supported.   strategies and goals.  
           
Learning Objective 2.2: Analysis of gaps in metrics Response describes fewer Response describes at Demonstrates the same  
Analyze gaps in the is missing. than three gaps in metrics. least three gaps in the level of achievement as  
metrics.     metrics. “2” plus the following:  
    Response insufficiently      
    and/or unclearly analyzes Response clearly and The response includes one  
    what is happening as a accurately analyzes what is additional example from  
    result of these gaps. happening as a result of another industry outside  
      these gaps. of healthcare  
Learning Objective 2.3: Recommendation of Response recommends Response recommends at Demonstrates the same  
Recommend human metrics is missing. fewer than five human least five human resources level of achievement as  
resources metrics.   resources metrics. metrics. “2” plus the following:  
      At least one recommended The response includes one  
      matric addresses retention additional example from  
      and one addresses another industry.  
      professional development.    
           
Learning Objective 2.4: Description of the Response does not clearly Response clearly and Demonstrates the same  
Describe the application of data or sufficiently explain how sufficiently explains how level of achievement as  
application of data collected is missing. data from five metrics data from five metrics “2” plus the following:  
collected.   could be applied to could be applied to    
    improve human resources improve human resources Response explains  
    outcomes. outcomes. constraints that might be  
        faced in applying data  
        collected.  
           
©2014 Walden University       3  

 

0 1 2 3  
  Not Present Needs Improvement Meets Expectations Exceeds Expectations  
Part 3: Professional Development        
           
Sub-Competency 3: Evaluate opportunities and methods for training and professional development within a healthcare organization  
           
Learning Objective 3.1: Description of required Response describes fewer Response describes at Demonstrates the same  
Describe training training is missing. than three key trainings least one key training level of achievement as  
required of a   required by state or required by state or “2” plus the following:  
healthcare   federal regulations. federal regulations for    
organization by state     each of three different Response describes factors  
or federal regulations.   Descriptions of trainings positions. that influence the  
    are unclear and/or   receptiveness of staff to  
    inaccurate.   federal or state mandated  
        training.  
Learning Objective 3.2: Description of required Response describes fewer Response clearly and Demonstrates the same  
Describe training training is missing. than three trainings and/or accurately describes at level of achievement as  
and/or certifications   certifications required by least three trainings “2” plus the following:  
required by key   key accrediting bodies and and/or certifications    
accrediting bodies and   professional organizations. required by key accrediting Response describes how  
professional     bodies. the training is proving  
organizations.   Descriptions of trainings   value to the organization  
    are unclear and/or   and/or the individual.  
    inaccurate.      
Learning Objective 3.3: Analysis of Response describes fewer Response describes at Demonstrates the same  
Analyze training/professional than two professional least two professional level of achievement as  
training/professional development development development “2” plus the following:  
development opportunities that provide opportunities provided by opportunities provided by    
opportunities that value to an organization is the organization. the organization that are Response clearly describes  
provide value to an missing.   providing value. four optimal methods for  
organization.   Analysis of value to the   conducting training that  
    organization and/or Analysis of value to the add value to the  
    individual is unclear and organization and/or organization and their  
    poorly stated. individual is clear and well impact  
      stated.    
           
©2014 Walden University       4  

 

0 1 2 3  
  Not Present Needs Improvement Meets Expectations Exceeds Expectations  
           
Learning Objective 3.4: Recommendation for Response does not Response accurately Demonstrates the same  
Recommend training/professional accurately identify gaps in identifies gaps in level of achievement as  
training/professional development is missing. training/professional training/professional “2” plus the following:  
development   opportunities. opportunities.    
opportunities.       Response explains  
    Recommendations for Recommendations for constraints that might be  
    training/professional training/professional faced when enacting these  
    development development training/professional  
    opportunities do not align opportunities align with development  
    with the caps in the the caps in the opportunities.  
    organization. organization.    
           
Learning Objective 3.5: Response is missing. Response describes fewer Response describes four Demonstrates the same  
Describe viable   than four delivery delivery methods, at least level of achievement as  
training/professional   methods. two of which are “2” plus the following:  
development delivery     technology based.    
methods for a   Response insufficiently or   Response explains how  
healthcare   inaccurately describes Response describes three different methods of  
organization.   advantages and advantages of each delivery can ensure equal  
    disadvantages of delivery delivery option and opportunity in accessing  
    options. explains why they are learning.  
      advantages.    
      Response describes three    
      disadvantages of each    
      delivery option and    
      explains why they might    
      be disadvantages.    
Learning Objective 3.6: Recommendation of Response does not clearly Response accurately Demonstrates the same  
Recommend professional or accurately describe the describes two level of achievement as  
professional development/training recommended delivery   “2” plus the following:  
           
©2014 Walden University       5  

 

0 1 2 3  
  Not Present Needs Improvement Meets Expectations Exceeds Expectations  
development/training delivery methods to a methods; the rationale is recommended delivery    
delivery methods to a healthcare organization is not well supported, and/or methods. Response describes a  
healthcare missing. alignment to   future-oriented training  
organization.   organizational mission, Rationale for the delivery method that  
    vision and values is recommendations is well might not be viable now,  
    missing. supported. but is likely to become so  
        in the future. Provides a  
      Alignment of the look ahead.  
      recommendations to the    
      organization’s mission,    
      values and vision is    
      provided.    
PS001: Written Communication: Demonstrate graduate-level writing skills.      
           
Learning Objective Multiple major and minor Multiple minor errors in Writing reflects competent Grammar, spelling, and  
PS 1.1: errors in grammar, grammar, spelling, and/or use of standard edited mechanics reflect a high  
Use proper grammar, spelling, and/or mechanics mechanics are distracting American English. level of accuracy in  
spelling, and are highly distracting and and negatively impact   standard American English  
mechanics. seriously impact readability. Errors in grammar, and enhance readability.  
  readability.   spelling, and/or mechanics    
      do not negatively impact    
      readability.    
Learning Objective Writing is poorly organized Writing is loosely Writing is generally well- Writing is consistently  
PS 1.2: and incoherent. organized. Limited use of organized. Introductions, well-organized.  
Organize writing to Introductions, transitions, introductions, transitions, transitions, and Introductions, transitions,  
enhance clarity. and conclusions are and conclusions provides conclusions provide and conclusions are used  
  missing or inappropriate. partial continuity. continuity and a logical effectively to enhance  
      progression of ideas. clarity, cohesion, and flow.  
Learning Objective APA conventions are not APA conventions for APA conventions for APA conventions for  
PS 1.3: applied. attribution of sources, attribution of sources, attribution of sources,  
Apply APA style to   structure, formatting, etc., structure, formatting, etc., structure, formatting, etc.,  
written work.   are applied inconsistently. are generally applied are applied correctly and  
           
©2014 Walden University       6  

 

0 1 2 3
  Not Present Needs Improvement Meets Expectations Exceeds Expectations
      correctly in most consistently throughout
      instances. Sources are the paper. Sources are
      generally cited consistently cited
      appropriately and appropriately and
      accurately. accurately.
Learning Objective Vocabulary and tone are Vocabulary and tone have Vocabulary and tone are Vocabulary and tone are
PS 1.4: inappropriate and limited relevance to the generally appropriate for consistently tailored to the
Use appropriate negatively impact clarity of audience. the audience and support audience and effectively
vocabulary and tone concepts to be conveyed.   communication of key and directly support
for the audience and     concepts. communication of key
purpose.       concepts.

 

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

 

Learning Objective Assumptions are missing. Response does not Response presents and Response justifies the
PS 5.2:   adequately present and discusses key assumptions reasonableness and need
Generate reasonable   discuss key assumptions in in an original argument. for assumptions in an
and appropriate   an original argument.   original argument.
assumptions.        
Learning Objective Assessment of multiple Response does not identify Response identifies and Response justifies
PS 5.3: perspectives is missing. nor adequately consider considers multiple selection of chosen
Assess multiple   multiple perspectives or perspectives and alternative relative to
perspectives and   alternatives. alternatives. others.
alternatives.        
Learning Objective Problems and solutions are Response presents Response presents Response presents
PS 5.4: not identified. solutions, but they are solutions that are practical compelling supporting
Use problem-solving   ineffective in addressing and work in addressing the arguments for proposed
skills.   the specific problem. specific problem. solutions.

 

 

 

Calculate the price
Make an order in advance and get the best price
Pages (550 words)
$0.00
*Price with a welcome 15% discount applied.
Pro tip: If you want to save more money and pay the lowest price, you need to set a more extended deadline.
We know how difficult it is to be a student these days. That's why our prices are one of the most affordable on the market, and there are no hidden fees.

Instead, we offer bonuses, discounts, and free services to make your experience outstanding.
How it works
Receive a 100% original paper that will pass Turnitin from a top essay writing service
step 1
Upload your instructions
Fill out the order form and provide paper details. You can even attach screenshots or add additional instructions later. If something is not clear or missing, the writer will contact you for clarification.
Pro service tips
How to get the most out of your experience with Homework Writing Services
One writer throughout the entire course
If you like the writer, you can hire them again. Just copy & paste their ID on the order form ("Preferred Writer's ID" field). This way, your vocabulary will be uniform, and the writer will be aware of your needs.
The same paper from different writers
You can order essay or any other work from two different writers to choose the best one or give another version to a friend. This can be done through the add-on "Same paper from another writer."
Copy of sources used by the writer
Our college essay writers work with ScienceDirect and other databases. They can send you articles or materials used in PDF or through screenshots. Just tick the "Copy of sources" field on the order form.
Testimonials
See why 20k+ students have chosen us as their sole writing assistance provider
Check out the latest reviews and opinions submitted by real customers worldwide and make an informed decision.
Social Work and Human Services
Good work.
Customer 462793, July 8th, 2022
Business and administrative studies
Good work & clear explanations.
Customer 453187, June 22nd, 2022
Statistics
Super professional and highly qualified. Excellent customer service.
Customer 462485, May 29th, 2022
Ethics
Thank you!!!
Customer 454087, June 19th, 2020
Finance/Acc Related
Good concept breakdown.
Customer 460073, July 9th, 2022
Political science
Avoid minor revisions; be sure of instructions.
Customer 454483, April 6th, 2022
project management
thank you
Customer 462327, November 16th, 2022
History
Excellent response.
Customer 462281, April 20th, 2022
Business
Excellent.
Customer 452441, April 7th, 2022
Aviation
Great job!
Customer 454145, April 12th, 2020
Military
Excellent work
Customer 456821, October 11th, 2022
Nursing
Great Job! Thank you for your help :)
Customer 454007, May 24th, 2020
11,595
Customer reviews in total
96%
Current satisfaction rate
3 pages
Average paper length
37%
Customers referred by a friend
OUR GIFT TO YOU
15% OFF your first order
Use a coupon FIRST15 and enjoy expert help with any task at the most affordable price.
Claim my 15% OFF Order in Chat