analyze challenges and recommend strategies related to the recruitment, selection, appraisal, and dismissal of healthcare employees and to create a recruitment, selection, and appraisal plan.
To complete this Assessment:
Download the Academic Writing Expectations Checklist to use as a guide when completing your Assessment. Responses that do not meet the expectations of scholarly writing will be returned without scoring. Properly formatted APA citations and references must be provided, where appropriate.
Be sure to use scholarly academic resources as specified in the rubric. This means using Walden Library databases to obtain peer reviewed articles. Additionally, .gov (government expert sources) are a quality resource option. Note: Internet and .com sources do not meet this requirement. Contact your coach or SME for guidance on using Library Databases.
Carefully review the rubric for the Assessment as part of your preparation to complete your Assessment work.
Sample Recruitment Strategy Planning Template
Download the Writing Checklist to review prior to submitting your Assessment.
Rubric
This Assessment requires submission of one (1) document that includes both parts of the Assessment. Save the document as HR002_firstinitial_lastname (for example, HR002_J_Smith).
This assessment has two-parts. Click each of the items below to complete this assessment.
You are a human resources manager working in a large urban hospital. As a result of ongoing changes in the hiring process at your facility, your director has charged you with preparing a plan for supervisors to use when they recruit, select, appraise, and dismiss healthcare employees. Before you can prepare the plan, you must first analyze the challenges involved in the recruitment and selection of healthcare employees. You must also propose strategies to address those challenges.
Describe four challenges (i.e., legal, ethical, moral, and operational) related to recruitment and four 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 resources function and hospital performance management.
Recommend strategic approaches to address the challenges associated with internal and external factors that affect recruitment and selection. Specifically, 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 (i.e., information technology, hospitality) in your recommendation. Explain how information from other industries can inform recruitment and selection in the healthcare industry.
Identify at least two recruitment sources that the human resources department should use and evaluate their efficiency and effectiveness.
Identify at least two candidate selection processes that the human resources department should use and explain why both processes are efficient and effective.
Part II: Recruitment, Selection, Performance Appraisal, and Dismissal Plan
Now that you have completed your analysis of recruitment and selection practices, you must write an executive summary outlining a plan for the recruitment, selection, appraisal, and dismissal of healthcare employees that incorporates the strategies you explored in Part I of this Assessment.
The executive summary will outline a plan for the recruitment, selection, appraisal, and dismissal of healthcare employees. The plan may include graphic representations, bullet points, etc. It does not need to emulate an APA-style research paper. Refer to the sample template for guidance; however, you can create your own template or plan document. Include the following:
A recruitment and selection plan as follows: (1–2 pages)
Define at least two key objectives in developing an effective recruitment process.
Define at least two key objectives in developing an effective selection process.
Explain how often the performance appraisal interview should be conducted, when it should be conducted, and who should participate in the interview and how it may incorporate disciplinary actions.
Describe at least one specific dismissal methodology and criteria that will be used to measure readiness for dismissal.
HR002: Recruitment and Selection: Evaluate recruitment, selection, and dismissal practices for healthcare
professionals.
Assessment Rubric
Rubric Criteria
Needs Improvement
Meets Expectations
Exceeds Expectations
Part 1: Challenges and Strategies for Recruitment and Selection
Learning
Objective 1.1:
Describe the
challenges related
to recruitment and
their impact on
healthcare
organizations.
Response does not describe,
describes fewer than four challenges
related to recruitment, or the
response describes irrelevant
challenges.
Or response does not clearly explain
the impact of recruitment challenges
on the healthcare organization.
Response is not supported by
academic/professional resources or
the resources are not relevant.
Learning
Objective 1.2:
Describe the
challenges related
to selection and
their impact on
healthcare
organizations.
© 2020 Walden University
Response thoroughly
describes four relevant
challenges, including a
balance of internal and
external challenges, related to
recruitment.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response identifies one
example and describes
Response clearly explains the why it is the most difficult
of all challenges when it
impact of recruitment
challenges on the healthcare comes to recruitment at a
organization.
large urban hospital.
Response is supported by
academic/professional
resources.
Response does not describe or
Response thoroughly
describes fewer than four challenges describes four relevant
related to selection, or the response challenges, including a
describes irrelevant challenges.
balance of internal and
external challenges, related to
Response does not clearly explain
selection.
the impact of selection challenges
on the healthcare organization.
Response clearly explains the
impact of selection challenges
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response identifies one
challenge and describes
why it is the most difficult
of all challenges when it
1
Rubric Criteria
Learning
Objective 1.3:
Explain the impact
of neglecting
recruitment and
selection
challenges on
human resources
(HR) function and
hospital
performance.
Needs Improvement
Response is not supported by
academic/professional resources or
the resources are not relevant.
Response is supported by
academic/professional
resources.
Response does not provide or
Response clearly explains the
provides a vague explanation of the impact of neglecting
impact of neglecting recruitment and recruitment and selection
selection challenges on HR function challenges on HR function
and hospital performance, and/or the and hospital performance,
response does not provide a specific using a specific, relevant
relevant example.
example.
Response is not supported by
academic/professional resources or
the resources are not relevant.
.
Learning
Objective 1.4:
Response does not describe or
describes an inappropriate or
illogical strategic approach for each
identified challenge associated with
internal and external factors.
Describe strategic
approaches to
address challenges
associated with
Response provides a vague
explanation of how each
internal and
external factors that
© 2020 Walden University
Meets Expectations
on the healthcare
organization.
Response is supported by
relevant
academic/professional
resources.
Response describes one
appropriate strategic
approach for each identified
challenge associated with
internal and external factors.
Response clearly explains
how each recommended
Exceeds Expectations
comes to selection at a
large urban hospital.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response assesses the
impact of neglecting
recruitment and selection
with current examples
from scholarly journals.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response includes one
additional example form
another industry.
2
Rubric Criteria
affect recruitment
and selection.
Needs Improvement
recommended strategy will help
alleviate the potential challenges.
Response does not include best
practices from at least one other
industry.
Response is not supported by
academic/professional resources or
the resources are not relevant.
Learning
Objective 1.5:
Evaluate the
efficiency and
effectiveness of
various recruitment
sources.
© 2020 Walden University
Meets Expectations
strategy will help alleviate the
potential challenges.
Exceeds Expectations
Response includes one best
practice from another industry
and thoroughly explains how
information from other
industries can inform
recruitment and selection in
the healthcare industry.
Response is supported by
relevant
academic/professional
resources.
Response does not identify or
Response clearly identifies
identifies fewer than two appropriate two appropriate selection
recruitment sources, or the response processes.
identifies two inappropriate
recruitment sources.
Response provides a
comprehensive evaluation of
Response provides an incomplete
the efficiency and
evaluation of the efficiency and
effectiveness of the selection
effectiveness of the recruitment
processes, including
sources.
information about
effectiveness and efficiency.
Response provides a vague
explanation of which of the methods Response clearly explains
is most effective.
which of the methods is most
effective.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response clearly
identifies two additional
appropriate selection
processes and compares
the efficiency and
effectiveness of candidate
selection between the
identified selection
processes.
3
Rubric Criteria
Needs Improvement
Response is not supported by
academic/professional resources or
the resources are not relevant.
Meets Expectations
Response is supported by
relevant
academic/professional
resources.
Rubric Criteria
Needs Improvement
Meets Expectations
Part 2: Recruitment, Selection, Performance Appraisal, and Dismissal Plan
Learning
Recruitment and selection plan does Recruitment and selection
Objective 2.1:
not define or defines fewer than two plan accurately and
Define key
key objectives in developing an
thoroughly defines two key
objectives in
effective recruitment process, or the objectives in developing
three objectives are irrelevant or not recruitment processes.
developing
applicable.
recruitment
processes.
Learning
Objective 2.2:
Explain efficient
and effective
© 2020 Walden University
Recruitment and selection plan does
not provide or provides an unclear or
vague explanation of efficient and
effective recruitment strategies.
Exceeds Expectations
Recruitment and selection
plan clearly explains efficient
and effective recruitment
strategies.
Exceeds Expectations
Recruitment and selection
plan demonstrates the
same level of achievement
as “Meets,” plus the
following:
Response accurately and
thoroughly define two
additional key objectives
in developing recruitment
processes and incorporate
human resources
information system
recruitment data.
Recruitment and selection
plan demonstrates the
same level of achievement
as “Meets,” plus the
following:
4
recruitment
strategies.
Recruitment and selection plan
provides a vague outline of
components and steps in the
recruitment process, or the
components and steps provided are
irrelevant or not applicable.
Recruitment and selection
plan clearly outlines the
relevant components and
steps in the recruitment
process.
Learning
Objective 2.3:
Define key
objectives in
developing an
effective selection
process.
Recruitment and selection plan does
not define or defines fewer than two
key objectives in developing an
effective selection process, or the
two objectives are irrelevant or not
applicable.
Recruitment and selection
plan thoroughly defines two
key objectives in developing
an effective selection
process.
Learning
Objective 2.4:
Explain the steps in
the selection
process.
Recruitment and selection plan does
not explain or vaguely explains the
steps in the selection process, or the
response provides irrelevant or
inapplicable components and steps
in the selection process.
Recruitment and selection
plan clearly explains how
selection will be conducted,
including relevant
components and steps in the
selection process.
© 2020 Walden University
Recruitment and selection
plan clearly outlines the
relevant components and
steps in the recruitment
process and assesses the
effectiveness and
efficiency of the plan as
supported by current
resources.
Recruitment and selection
plan demonstrates the
same level of achievement
as “Meets,” plus the
following:
Recruitment and selection
plan thoroughly defines
two additional key
objectives in developing
an effective selection
process and incorporates
the critical incident
approach and assesses
the defined objectives on
the basis of reliability and
validity.
Recruitment and selection
plan demonstrates the
same level of achievement
as “Meets,” plus the
following:
5
Learning
Objective 2.5:
Describe specific
appraisal
methodology and
criteria.
Performance appraisal and
dismissal plan does not describe or
describes fewer than five specific
strategies for measuring
performance, or some of the
strategies are irrelevant or not
applicable.
Performance appraisal and
dismissal plan clearly
describes five specific
strategies for measuring
performance, including
positive and reinforceable
feedback.
Performance appraisal and
dismissal plan explains irrelevant or
inapplicable source of performance
information to use in a performance
review.
Performance appraisal and
dismissal plan clearly
explains which sources of
performance information to
use in a performance review,
describes two optimal
methods for collecting
performance data, the types
of information that should be
obtained in a performance
appraisal, and the type of
information the chosen
method(s) will generate, and
why this method promises
effective appraisal results.
Performance appraisal and
dismissal plan describes fewer than
two optimal methods for collecting
performance data.
Performance appraisal and
dismissal plan provides a vague
description of the types of
information that should be obtained
in a performance appraisal.
© 2020 Walden University
Recruitment and selection
plan incorporates the
critical analysis including
effectiveness of the
recruitment components
and steps supported by
current academic sources.
Performance appraisal
demonstrates the same
level of achievement as
“Meets,” plus the
following:
Performance appraisal
and dismissal plan clearly
describes three additional
specific strategies for
measuring performance,
including positive and
reinforceable feedback.
Performance appraisal and
dismissal plan provide a clear
6
Performance appraisal and
dismissal plan provides a vague
description of the type of information
the chosen appraisal method will
generate, and why this method
promises effective appraisal results.
Learning
Objective 2.6:
Describe effective
methods for
conducting
performance
appraisal
interviews.
Learning
Objective 2.7:
Describe effective
communication
techniques for
distributing
performance
appraisal feedback.
© 2020 Walden University
and logical rationale
regarding why the data
collection method is
appropriate.
Performance appraisal and
dismissal plan provides an illogical
rationale for why the data collection
method is appropriate.
Performance appraisal and
dismissal plan does not provide or
provides a vague description of an
optimal method for conducting an
effective performance appraisal
interview.
Performance appraisal and
dismissal plan clearly
describes one optimal method
for conducting an effective
performance appraisal
interview.
Performance appraisal and
dismissal plan does not provide or
provides a vague description of an
effective communication technique
for distributing performance
appraisal feedback.
Performance appraisal and
dismissal plan clearly
describes one effective
communication technique for
distributing performance
appraisal feedback.
Performance appraisal and
dismissal plan vaguely describes
Performance appraisal and
dismissal plan clearly
Performance appraisal
demonstrates the same
level of achievement as
“Meets,” plus the
following:
Performance appraisal
and dismissal plan clearly
describes two additional
optimal methods for
conducting an effective
performance appraisal
interview.
Performance appraisal
demonstrates the same
level of achievement as
“Meets,” plus the
following:
Performance appraisal
and dismissal plan clearly
describes one additional
7
how often performance appraisal
feedback should be provided, how
often it should be reassessed, and
who should participate in the
feedback.
Learning
Objective 2.8:
Describe dismissal
methodologies and
criteria.
Performance appraisal and
dismissal plan does not provide or
provides a vague description of
dismissal methodologies, or the
dismissal methodologies describes
are inappropriate.
Performance appraisal and
dismissal plan provides a vague
description of criteria to be used to
measure readiness for dismissal, or
the criteria described are illogical or
inappropriate.
© 2020 Walden University
describes how often
performance appraisal
feedback should be provided,
how often it should be
reassessed, and who should
participate in the feedback.
Performance appraisal and
dismissal plan clearly
explains how disciplinary
actions will be incorporated.
Performance appraisal and
dismissal plan clearly
describes at least one
appropriate dismissal
methodology.
Performance appraisal and
dismissal plan describes
logical criteria to be used to
measure readiness for
dismissal.
effective communication
techniques for distributing
performance appraisal
feedback.
Performance appraisal
and dismissal plan
demonstrates the same
level of achievement as
“Meets,” plus the
following:
Performance appraisal
and dismissal plan
describes one additional
dismissal methodology.
8