assignment 2 human resources policies and procedures 6 8 page paper
Assignment 2: Human Resources Policies and Procedures
Continuing with the scenario from Assignment 1, imagine that you have been hired as the Manager of Human Resources for the acute care hospital. Your first task is to create a set of policies and procedures to ensure that the organization’s HRM processes are aligned with the organization’s goals and objectives. You are also responsible for completing a hiring plan, training plan, compensation and benefits plan, and a performance appraisal.
Write a six to eight (6-8) page paper in which you:
- Examine a significant way that the Joint Commission has influenced the basic functions of HRM and predict the likely impact of the policies and procedures at the your acute hospital. Provide support for your rationale.
- Analyze the importance of collaboration between HR and department managers when filling open positions, indicating the most likely impact on the hiring process.
- Create a detailed outline of a training program for managers. The outline should include, at a minimum, interviewing techniques that both help managers identify the best candidate for the job and meet the requirements of appropriate employment laws and regulations.
- Determine the most significant factor that should be considered in order to develop a compensation and benefit plan that is fair, competitive, and aligned with the organization’s strategic objectives, indicating the direct impact of each factor on the elements.
- Recommend a performance appraisal method that you believe would be the most effective for the organization and support the reasons for your decision. Provide support for your recommendation.
- Create a strategy to effectively manage both performance- and behavioral-based employee problems, which will lead to the desired behavior result.
- Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
- Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
- Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
- Develop the key components of an employment agreement.
- Examine the influence of the Joint Commission on the development of job descriptions and performance management programs.
- Develop an effective interview and selection process that meets the requirements of employment laws and regulations.
- Propose ways that job performance and training can be integrated.
- Analyze the challenges that confront health care employers in providing competitive compensation and benefit programs.
- Analyze the objectives and methods of an effective performance appraisal process.
- Use technology and information resources to research issues in health services human resource management.
- Write clearly and concisely about health services human resource management using proper writing mechanics.
Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.
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Assignment 2: Human Resources Policies and Procedures |
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Criteria |
Unacceptable Below 70% F |
Fair 70-79% C |
Proficient 80-89% B |
Exemplary 90-100% A |
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1. Examine a significant way that the Joint Commission has influenced the basic functions of HRM and predict the likely impact of the policies and procedures at the your acute hospital. Provide support for your rationale. Weight: 15% |
Did not submit or incompletely examined a significant way that the Joint Commission has influenced the basic functions of HRM and did not submit or incompletely predicted the likely impact of the policies and procedures at the your acute hospital. Did not submit or incompletely provided support for your rationale. |
Partially examined a significant way that the Joint Commission has influenced the basic functions of HRM and partially predicted the likely impact of the policies and procedures at the your acute hospital. Partially provided support for your rationale. |
Satisfactorily examined a significant way that the Joint Commission has influenced the basic functions of HRM and satisfactorily predicted the likely impact of the policies and procedures at the your acute hospital. Satisfactorily provided support for your rationale. |
Thoroughly examined a significant way that the Joint Commission has influenced the basic functions of HRM and thoroughly predicted the likely impact of the policies and procedures at the your acute hospital. Thoroughly provided support for your rationale. |
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2. Analyze the importance of collaboration between HR and department managers when filling open positions, indicating the most likely impact on the hiring process. |
Did not submit or incompletely analyzed the importance of collaboration between HR and department managers when filling open positions, indicating the most likely impact on the hiring process. |
Partially analyzed the importance of collaboration between HR and department managers when filling open positions, indicating the most likely impact on the hiring process. |
Satisfactorily analyzed the importance of collaboration between HR and department managers when filling open positions, indicating the most likely impact on the hiring process. |
Thoroughly analyzed the importance of collaboration between HR and department managers when filling open positions, indicating the most likely impact on the hiring process. |
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3. Create a detailed outline of a training program for managers. The outline should include, at a minimum, interviewing techniques that both help managers identify the best candidate for the job and meet the requirements of appropriate employment laws and regulations. Weight: 20% |
Did not submit or incompletely created a detailed outline of a training program for managers. Did not submit or incompletely included, at a minimum, interviewing techniques that both help managers identify the best candidate for the job and meet the requirements of appropriate employment laws and regulations. |
Partially created a detailed outline of a training program for managers. Partially included, at a minimum, interviewing techniques that both help managers identify the best candidate for the job and meet the requirements of appropriate employment laws and regulations. |
Satisfactorily created a detailed outline of a training program for managers. Satisfactorily included, at a minimum, interviewing techniques that both help managers identify the best candidate for the job and meet the requirements of appropriate employment laws and regulations. |
Thoroughly created a detailed outline of a training program for managers. Thoroughly included, at a minimum, interviewing techniques that both help managers identify the best candidate for the job and meet the requirements of appropriate employment laws and regulations. |
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4. Determine the most significant factor that should be considered in order to develop a compensation and benefit plan that is fair, competitive, and aligned with the organization’s strategic objectives, indicating the direct impact of each factor on the elements. Weight: 15% |
Did not submit or incompletely determined the most significant factor that should be considered in order to develop a compensation and benefit plan that is fair, competitive, and aligned with the organization’s strategic objectives, indicating the direct impact of each factor on the elements. |
Partially determined the most significant factor that should be considered in order to develop a compensation and benefit plan that is fair, competitive, and aligned with the organization’s strategic objectives, indicating the direct impact of each factor on the elements. |
Satisfactorily determined the most significant factor that should be considered in order to develop a compensation and benefit plan that is fair, competitive, and aligned with the organization’s strategic objectives, indicating the direct impact of each factor on the elements. |
Thoroughly determined the most significant factor that should be considered in order to develop a compensation and benefit plan that is fair, competitive, and aligned with the organization’s strategic objectives, indicating the direct impact of each factor on the elements. |
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5. Recommend a performance appraisal method that you believe would be the most effective for the organization and support the reasons for your decision. Provide support for your recommendation. Weight: 10% |
Did not submit or incompletely recommended a performance appraisal method that you believe would be the most effective for the organization and support the reasons for your decision. Did not submit or incompletely provided support for your recommendation. |
Partially recommended a performance appraisal method that you believe would be the most effective for the organization and support the reasons for your decision. Partially provided support for your recommendation. |
Satisfactorily recommended a performance appraisal method that you believe would be the most effective for the organization and support the reasons for your decision. Satisfactorily provided support for your recommendation. |
Thoroughly recommended a performance appraisal method that you believe would be the most effective for the organization and support the reasons for your decision. Thoroughly provided support for your recommendation. |
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6. Create a strategy to effectively manage both performance- and behavioral-based employee problems, which will lead to the desired behavior result. Weight: 15% |
Did not submit or incompletely created a strategy to effectively manage both performance- and behavioral-based employee problems, which will lead to the desired behavior result. |
Partially created a strategy to effectively manage both performance- and behavioral- based employee problems, which will lead to the desired behavior result. |
Satisfactorily created a strategy to effectively manage both performance- and behavioral-based employee problems, which will lead to the desired behavior result. |
Thoroughly created a strategy to effectively manage both performance- and behavioral- based employee problems, which will lead to the desired behavior result. |
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7. 3 references Weight: 5% |
No references provided |
Does not meet the required number of references; some or all references poor quality choices. |
Meets number of required references; all references high quality choices. |
Exceeds number of required references; all references high quality choices. |
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8. Clarity, writing mechanics, and formatting requirements Weight: 10% |
More than 6 errors present |
5-6 errors present |
3-4 errors present |
0-2 errors present |
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