Health Care Administration Question Paper

Description

Assignment is attached. (PLEASE OPEN ATTACHMENTS)

The Assignment

In a 7- to 9- page report to the VP, address the following:

Analyze three challenges (e.g., legal, ethical, moral, and operational) related to recruitment and three challenges associated with selection.

oInclude a balance of information on both internal and external challenges, and explain how these challenges impact recruitment and selection.

oExplain the impact of failing to address these challenges on human resource functions and hospital performance management.

Recommend sustainable strategic and tactical approaches to address the challenges associated with internal and external factors that affect recruitment and selection.

oDescribe 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 (e.g., information technology, hospitality) in your recommendation.

Evaluate the efficiency and effectiveness of various recruitment sources and selection methods.

oExplain how information from other industries can inform recruitment and selection in the health care industry.

oIdentify at least two recruitment sources that the human resource department should use and evaluate their efficiency and effectiveness Health Care Administration Question Paper.

oIdentify at least two candidate selection processes that the human resource department should use and explain which is most effective and why.

Now that you have completed your analysis of recruitment and selection practices, you must write a plan for the recruitment and selection of health care employees that incorporates the strategies you explored. With the scenario in mind, develop a plan for the recruitment and selection of health care providers. Refer to the “Sample Recruitment Strategy Planning Template” in this week’s Learning Resources for guidance.

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

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

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

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

Assignment

The recruitment and selection processes are often challenging, as they can be expensive and time-consuming for health care organizations. Administrators are frequently under pressure to quickly find candidates, and as a result, may make rush judgments. It is important, however, that administrators use a thoughtful and creative approach to attract qualified candidates. For this Assignment, you will explore recruitment and selection processes in health care.

Scenario: You are a human resource director working in an integrated urban hospital. As a result of ongoing changes in the hiring process at your facility, your VP of HR has charged you with preparing a plan for supervisors to use when they recruit and select health care employees. Before you can prepare the plan, you must first analyze the challenges involved in the recruitment and selection of health care providers. You must also propose strategies to address those challenges Health Care Administration Question Paper.

To prepare for this Assignment:

Review the provided scenario.
With the scenario in mind, analyze challenges (e.g., legal, ethical, moral, and operational) related to managing recruitment and selection in health care organizations.
Recommend strategic and tactical approaches to address the challenges associated with internal and external factors that affect recruitment and selection.
Evaluate the efficiency and effectiveness of various recruitment sources and selection methods.

The Assignment

In a 7- to 9- page report to the VP, address the following:

Analyze three challenges (e.g., legal, ethical, moral, and operational) related to recruitment and three 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 resource functions and hospital performance management.
Recommend sustainable strategic and tactical approaches to address the challenges associated with internal and external factors that affect recruitment and selection.
- 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 (e.g., information technology, hospitality) in your recommendation.
Evaluate the efficiency and effectiveness of various recruitment sources and selection methods.
- Explain how information from other industries can inform recruitment and selection in the health care industry.
- Identify at least two recruitment sources that the human resource department should use and evaluate their efficiency and effectiveness.
- Identify at least two candidate selection processes that the human resource department should use and explain which is most effective and why.

Define at least three key objectives in developing an effective recruitment process.
Explain, in detail, how recruitment will be conducted, outlining relevant components and steps in the recruitment process.
Define at least two key objectives in developing an effective selection process.
Explain how candidate selection will be conducted, outlining relevant components of and steps in the selection process Health Care Administration Question Paper.

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RUBRIC

	EXCELLENT	GOOD	FAIR	POOR
Challenges and Strategies for Recruitment and Selection Analysis of challenges related to recruitment and selection.	14 (14%) – 15 (15%) The analysis shows depth, breadth, and clarity in critical thinking when addressing more than three recruitment and three selection challenges.	13 (13%) – 13 (13%) The analysis fully addresses three recruitment and three selection challenges.	12 (12%) – 12 (12%) The analysis lacks depth, breadth, or clarity in critical thinking when addressing than three recruitment and three selection challenges.	0 (0%) – 11 (11%) The analysis does not address (zero points) or poorly addresses three recruitment and three selection challenges.
Recommendations for strategic approaches to address the challenges related to recruitment and selection.	18 (18%) – 20 (20%) The recommendation of strategic approaches shows depth, breadth, and clarity in critical thinking when addressing the challenges related to recruitment and selection.	16 (16%) – 17 (17%) The recommendations of strategic approaches fully addresses the challenges related to recruitment and selection.	14 (14%) – 15 (15%) The recommendations of strategic approaches lack depth, breadth, or clarity in critical thinking when addressing challenges related to recruitment and selection.	0 (0%) – 13 (13%) The recommendations of strategic approaches do not address (zero points) or poorly addresses the challenges related to recruitment and selection
Evaluation of recruitment sources and selection methods.	14 (14%) – 15 (15%) The evaluation of recruitment sources and selection methods shows depth, breadth, and clarity in critical thinking when addressing their efficiency and effectiveness.	13 (13%) – 13 (13%) The evaluation of recruitment sources and selection methods fully addresses their efficiency and effectiveness.	12 (12%) – 12 (12%) The evaluation of recruitment sources and selection methods lacks depth, breadth, and clarity in critical thinking when addressing their efficiency and effectiveness.	0 (0%) – 11 (11%) The evaluation of recruitment sources and selection methods does not address (zero points) or poorly addresses their efficiency and effectiveness.
Recruitment and Selection Plans Objectives for developing an effective recruitment process.	5 (5%) – 5 (5%) “Critical thinking is shown in the development of more than three key objectives for developing an effective recruitment process. The objectives are specific, measurable, achievable, relevant, and time-oriented. “	4 (4%) – 4 (4%) The three key objectives effectively address the recruitment process.	3 (3%) – 3 (3%) Critical thinking is lacking in the development of more than three key objectives for developing an effective recruitment process.	0 (0%) – 2 (2%) The objectives are missing (zero points) or poorly address the recruitment process.
Recruitment process.	9 (9%) – 10 (10%) The explanation of the recruitment process shows depth, breadth, and clarity in critical thinking.	8 (8%) – 8 (8%) The explanation fully addresses the recruitment process.	7 (7%) – 7 (7%) The explanation of the recruitment process lacks depth, breadth, and clarity in critical thinking.	0 (0%) – 6 (6%) The explanation is missing (zero points) or poorly addresses the recruitment process.
Objectives for developing an effective selection process.	5 (5%) – 5 (5%) “Critical thinking is shown in the development of more than three key objectives for developing an effective selection process. The objectives are specific, measurable, achievable, relevant, and time-oriented. “	4 (4%) – 4 (4%) The three key objectives effectively address the selection process.	3 (3%) – 3 (3%) Critical thinking is lacking in the development of more than three key objectives for developing an effective selection process.	0 (0%) – 2 (2%) The objectives are missing (zero points) or poorly address the selection process.
Selection Process	9 (9%) – 10 (10%) The explanation of the selection process shows depth, breadth, and clarity in critical thinking.	8 (8%) – 8 (8%) The explanation fully addresses the selection process.	7 (7%) – 7 (7%) The explanation of the selection process lacks depth, breadth, and clarity in critical thinking.	0 (0%) – 6 (6%) The explanation is missing (zero points) or poorly addresses the selection process.
Writing	18 (18%) – 20 (20%) The report is well organized, uses business tone, contains original writing and proper paraphrasing, contains very few or no writing and/or spelling errors, and is fully consistent with graduate level writing style. The work is supported by the Learning Resources and more than three additional scholarly sources. The report is 7- to 9- pages plus a title and a reference page.	16 (16%) – 17 (17%) The report is mostly consistent with graduate level writing style and may have some spelling, and writing errors. The work is supported by the Learning Resources and at least three additional scholarly sources. The report is 7- to 9- pages plus a title and a reference page.	14 (14%) – 15 (15%) The report is somewhat consistent with graduate level writing style and may have some spelling, and writing errors. The work is supported by the Learning Resources and less than three additional scholarly sources. The report is not 7- to 9- pages plus a title and a reference page.	0 (0%) – 13 (13%) The report is well below graduate level writing style expectations for organization, business tone, and writing, or shows heavy reliance on quoting. The work is not supported by the Learning Resources or additional scholarly sources. The report is not 7- to 9- pages plus a title and a reference page.

EXCELLENT

GOOD

FAIR

POOR

Challenges and Strategies for Recruitment and Selection Analysis of challenges related to recruitment and selection.

14 (14%) – 15 (15%)

The analysis shows depth, breadth, and clarity in critical thinking when addressing more than three recruitment and three selection challenges.

13 (13%) – 13 (13%)

The analysis fully addresses three recruitment and three selection challenges.

12 (12%) – 12 (12%)

The analysis lacks depth, breadth, or clarity in critical thinking when addressing than three recruitment and three selection challenges.

0 (0%) – 11 (11%)

The analysis does not address (zero points) or poorly addresses three recruitment and three selection challenges.

Recommendations for strategic approaches to address the challenges related to recruitment and selection.

18 (18%) – 20 (20%)

The recommendation of strategic approaches shows depth, breadth, and clarity in critical thinking when addressing the challenges related to recruitment and selection.

16 (16%) – 17 (17%)

The recommendations of strategic approaches fully addresses the challenges related to recruitment and selection.

14 (14%) – 15 (15%)

The recommendations of strategic approaches lack depth, breadth, or clarity in critical thinking when addressing challenges related to recruitment and selection.

0 (0%) – 13 (13%)

The recommendations of strategic approaches do not address (zero points) or poorly addresses the challenges related to recruitment and selection

Evaluation of recruitment sources and selection methods.

14 (14%) – 15 (15%)

The evaluation of recruitment sources and selection methods shows depth, breadth, and clarity in critical thinking when addressing their efficiency and effectiveness.

13 (13%) – 13 (13%)

The evaluation of recruitment sources and selection methods fully addresses their efficiency and effectiveness.

12 (12%) – 12 (12%)

The evaluation of recruitment sources and selection methods lacks depth, breadth, and clarity in critical thinking when addressing their efficiency and effectiveness.

0 (0%) – 11 (11%)

The evaluation of recruitment sources and selection methods does not address (zero points) or poorly addresses their efficiency and effectiveness.

Recruitment and Selection Plans Objectives for developing an effective recruitment process.

5 (5%) – 5 (5%)

“Critical thinking is shown in the development of more than three key objectives for developing an effective recruitment process. The objectives are specific, measurable, achievable, relevant, and time-oriented. “

4 (4%) – 4 (4%)

The three key objectives effectively address the recruitment process.

3 (3%) – 3 (3%)

Critical thinking is lacking in the development of more than three key objectives for developing an effective recruitment process.

0 (0%) – 2 (2%)

The objectives are missing (zero points) or poorly address the recruitment process.

Recruitment process.

9 (9%) – 10 (10%)

The explanation of the recruitment process shows depth, breadth, and clarity in critical thinking.

8 (8%) – 8 (8%)

The explanation fully addresses the recruitment process.

7 (7%) – 7 (7%)

The explanation of the recruitment process lacks depth, breadth, and clarity in critical thinking.

0 (0%) – 6 (6%)

The explanation is missing (zero points) or poorly addresses the recruitment process.

Objectives for developing an effective selection process.

5 (5%) – 5 (5%)

“Critical thinking is shown in the development of more than three key objectives for developing an effective selection process. The objectives are specific, measurable, achievable, relevant, and time-oriented. “

4 (4%) – 4 (4%)

The three key objectives effectively address the selection process.

3 (3%) – 3 (3%)

Critical thinking is lacking in the development of more than three key objectives for developing an effective selection process.

0 (0%) – 2 (2%)

The objectives are missing (zero points) or poorly address the selection process.

Selection Process

9 (9%) – 10 (10%)

The explanation of the selection process shows depth, breadth, and clarity in critical thinking.

8 (8%) – 8 (8%)

The explanation fully addresses the selection process.

7 (7%) – 7 (7%)

The explanation of the selection process lacks depth, breadth, and clarity in critical thinking.

0 (0%) – 6 (6%)

The explanation is missing (zero points) or poorly addresses the selection process.

Writing

18 (18%) – 20 (20%)

The report is well organized, uses business tone, contains original writing and proper paraphrasing, contains very few or no writing and/or spelling errors, and is fully consistent with graduate level writing style. The work is supported by the Learning Resources and more than three additional scholarly sources. The report is 7- to 9- pages plus a title and a reference page.

16 (16%) – 17 (17%)

The report is mostly consistent with graduate level writing style and may have some spelling, and writing errors. The work is supported by the Learning Resources and at least three additional scholarly sources. The report is 7- to 9- pages plus a title and a reference page.

14 (14%) – 15 (15%)

The report is somewhat consistent with graduate level writing style and may have some spelling, and writing errors. The work is supported by the Learning Resources and less than three additional scholarly sources. The report is not 7- to 9- pages plus a title and a reference page.

0 (0%) – 13 (13%)

The report is well below graduate level writing style expectations for organization, business tone, and writing, or shows heavy reliance on quoting. The work is not supported by the Learning Resources or additional scholarly sources. The report is not 7- to 9- pages plus a title and a reference page.

Health Care Administration Question Paper

Health Care Administration Question Paper