HRM 635 Acquiring Employees
Grand Canyon University HRM 635 Acquiring Employees – Step-By-Step Guide
This guide will demonstrate how to complete the Grand Canyon University HRM 635 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 Acquiring Employees
Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 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 Acquiring Employees
The introduction for the Grand Canyon University HRM 635 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.
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How to Write the Body for HRM 635 Acquiring Employees
After the introduction, move into the main part of the HRM 635 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 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 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 Acquiring Employees
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.
Needs Assessment Matrix
| Department | Core Function(s) of Department | List of Jobs or Tasks of Department | Current Department or Employee Needs | Current Trainings/ Required Trainings to Meet Department or Employee Needs |
| Medical | Provision of preventive services Provision of curative services Care coordination for patients Provision of rehabilitation care | Medication administration Provision of patient health education Collaboration with other departments Interprofessional collaboration Linking patients to social services Referring patients for specialized care if needed Performing and interpreting different diagnostics and laboratory investigations Performing special procedures to prevent risks | Hiring additional nurses to lower the workload New systems to enhance care delivery | Implementation of evidence-based practice Medication safety Linking care to patient outcomes Interprofessional collaboration Continuous quality improvement |
| Surgical | Provision of curative services Provision of surgical services Provision of corrective services Provision of patient education services Care coordination for patients | Performing surgeries Providing pre and post-operative care Providing patient education services Providing rehabilitative care for patients Linking surgical patients with social services Referring patients for specialized care if needed Medication administration Specialized procedures such as wound dressing Diagnosis and treatment of surgical cases Ordering and interpreting diagnostics and laboratory investigations Patient assessment for surgical conditions | Additional registered nurses and assistant personnel to lower the workload Advanced patient monitoring systems | Wound care Delivery of value-based care Advanced cardiac life support training Translating best practices into practice |
| Maternity | Provision of safe quality care for pregnant mothers and their families Provision of risk reduction services Care coordination services for pregnant mothers and their families Health education for pregnant mothers and their families Perform deliveries Provide newborn care after birth | Assessment of pregnant mothers for normal and abnormal pregnancy experiences Fetal monitoring Treatment of conditions associated with pregnancies Provision of health education to pregnant mothers and their families Performing deliveries Providing care to newborns and post-partum mothers Assessing, diagnosing, and planning care for newborns and mothers with health problems Linking mothers and their families with social support systems | Hiring additional registered nurses and midwives to reduce the workload Rewarding the staff to motivate them | Translating evidence into maternity care Newborn assessment and risk management Advanced life support in obstetrics |
| Laboratory | Conducting tests on specimens Aiding in diagnosis Guide treatment decisions for health problems | Testing specimen Storing specimen Collaborating with other care providers in the diagnosis of conditions | Acquisition of modern equipment to aid in the accuracy of the diagnoses | Advanced methods in laboratory investigations and diagnosis |
| Pediatrics | Provision of specialized, high quality and safe care to pediatrics Family education Care coordination Disease diagnosis, treatment, monitoring and evaluation Provision of curative and preventive services | Assessment, diagnosis, treatment, monitoring, and evaluation of pediatric patients Medication administration Provision of health education services to patients and their families Care coordination Linking patients and their families with social services Ordering and interpreting laboratory investigations and diagnostics to guide treatment | Hiring additional pediatric nurses to improve the safety and quality of the patient care Adopting advanced systems of care delivery to enhance safety, quality, and efficiency of care | Emergency life support in pediatrics Advanced pediatric assessments and management of complications Translation of best practices into pediatric care |
Job Analysis Matrix
Definition: A job analysis is a process used to acquire detailed information about a specific job. The analysis will support the development of a job description based on the needs of the organization.
Note: This template serves as a guide to complete the job analysis following the needs assessment of an organization to create a job description. You are allowed to manipulate the categories to obtain the information you require in order to complete the assignment.
| List Tasks, Duties, and Responsibilities | List Knowledge, Skills, and Abilities | Other Core Competencies and Education |
| Assessing, planning, implementing, monitoring, and evaluating care needs and care given to pediatric patients | Management of pediatric emergencies | Registered nurse |
| Administering treatments and monitoring vital signs | Communication skills | Teamwork |
| Coordinating care and collaborating with other healthcare providers | Emotional stability | Critical thinking |
| Managing pediatric emergencies | Interprofessional collaboration | Specialization in pediatrics nursing |
| Providing emotional support and health education to pediatric patients and their families | Compassion | Effective communication |
Job Description
XXX is a tertiary hospital known in the region for providing high quality, safe and efficient care. The hospital ranks among the top five hospitals in the region with a high patient preference. We pride ourselves as an institution with highly qualified staff who can transform best practices into patient care to enhance outcomes. Our hospital seeks to hire a pediatric nurse to enable it to achieve its goal of advancing the quality, safety, and efficiency of pediatric care. The nurse will be hired for a five-year renewable contract.
Essential Functions
The pediatric nurse will perform the following functions:
- Undertake child wellness health maintenance care, including screening and child assessment.
- Administer prescribed treatments to pediatric patients.
- Collaborate with physicians and other healthcare providers to deliver patient-centered care (Saqe-Rockoff et al., 2019).
- Diagnose and treat common childhood illnesses.
- Order, interpret, and evaluate diagnostic and laboratory investigations.
- Monitor and record pediatric patients’ vital signs.
- Provides health education to pediatric patients and their families.
- Maintain a safe working environment (Chan et al., 2020).
Required Knowledge, Skills, and Abilities
The suitable candidate for the position should possess the following knowledge, skills, and abilities:
- Effective communication skills
- Prioritization skills
- Resource allocation and management skills
- Conflict resolution and management
- Interprofessional collaboration
- Compassionate
- Management of pediatric emergency skills(Lejonqvist&Kajander-Unkuri, 2022; Salameh&Polivka, 2020).
- Emotional stability and ability to work efficiently when under stress.
Required Qualifications
- A master’s degree or advanced specialization in pediatrics nursing.
- Certification as a pediatric or family nurse practitioner.
- Current Mass controlled substance and DEA licensure.
- Current certification of advanced life support.
- Minimum of one year experience as a pediatric nurse.
Interested candidates should submit their resume, cover letter, and daytime contacts to the human resource manager.
Pay: $85-100 per hour
Also Read
HRM_635 RS Needs Assessment Matrix
HRM 635 Benchmark Assignment – Training and Development
HRM 635 Week 6 Performance Appraisal at Telespazio Aligning Strategic Goals to People Development
HRM 635 Leveraging Human Capital
HRM 635 Organizational and Personal HR Development Plan
HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development
References
Chan, T. E., Lockhart, J. S., Thomas, A., Kronk, R., & Schreiber, J. B. (2020).An integrative review of nurse practitioner practice and its relationship to the core competencies.Journal of Professional Nursing, 36(4), 189–199. https://doi.org/10.1016/j.profnurs.2019.11.003
Lejonqvist, G.-B., &Kajander-Unkuri, S. (2022). Evaluating nursing competence with the Nurse Competence Scale from an ontological and contextual point of view: An integrative literature review.Nordic Journal of Nursing Research, 42(1), 7–17. https://doi.org/10.1177/20571585211000972
Salameh, T. N., &Polivka, B. (2020). Knowledge of and Perceived Competence in Trauma-Informed Care and Attitudes of NICU Nurses Toward Mothers of Newborns With Neonatal Abstinence Syndrome. Journal of Obstetric, Gynecologic & Neonatal Nursing, 49(4), 373–387. https://doi.org/10.1016/j.jogn.2020.05.003
Saqe-Rockoff, A., Ciardiello, A. V., & Schubert, F. D. (2019). Low-Fidelity, In-Situ Pediatric Resuscitation Simulation Improves RN Competence and Self-Efficacy. Journal of Emergency Nursing, 45(5), 538-544.e1. https://doi.org/10.1016/j.jen.2019.02.003