Rubric Detail – Blackboard Learn Rubric Detail Select Grid

Rubric Detail – Blackboard Learn Rubric Detail Select Grid View or List View to change the rubric's layout. Excellent Good Fair Poor Main Posting 45 (45%) - 50 (50%) Answers all parts of the discussion question(s) expectations with re!ective critical analysis and synthesis of knowledge gained from the course readings for the module and current credible sources. Supported by at least three current, credible sources. Written clearly and concisely with no grammatical or spelling errors and fully 40 (40%) - 44 (44%) Responds to the discussion question(s) and is re!ective with critical analysis and synthesis of knowledge gained from the course readings for the module. At least 75% of post has exceptional depth and breadth. Supported by at least three credible sources. Written clearly and concisely with one or no grammatical or 35 (35%) - 39 (39%) Responds to some of the discussion question(s). One or two criteria are not addressed or are super"cially addressed. Is somewhat lacking re!ection and critical analysis and synthesis. Somewhat represents knowledge gained from the course readings for the module. Post is cited with two credible sources. 0 (0%) - 34 (34%) Does not respond to the discussion question(s) adequately. Lacks depth or super"cially addresses criteria. Lacks re!ection and critical analysis and synthesis. Does not represent knowledge gained from the course readings for the module. Contains only one or no credible sources. Not written Name: NURS_6050_Module04_Week07_Discussion_Rubric EXIT Grid View List View 10/2/22, 4:30 PMRubric Detail – Blackboard Learn adheres to current APA manual writing rules and style. spelling errors and fully adheres to current APA manual writing rules and style. Written somewhat concisely; may contain more than two spelling or grammatical errors. Contains some APA formatting errors. clearly or concisely. Contains more than two spelling or grammatical errors. Does not adhere to current APA manual writing rules and style. Main Post: Timeliness 10 (10%) - 10 (10%) - 0 (0%) - 0 (0%) 0 (0%) - 0 (0%) Does not post by day 3. First Response 17 (17%) - 18 (18%) Response exhibits synthesis, critical thinking, and application to practice settings. Communication is professional and respectful to colleagues. Responses to faculty questions are fully answered, if posed. Provides clear, concise opinions and ideas that are supported by at 15 (15%) - 16 (16%) Response exhibits critical thinking and application to practice settings. Communication is professional and respectful to colleagues. Responses to faculty questions are answered, if posed. Provides clear, concise opinions and ideas that are supported by two or more 13 (13%) - 14 (14%) Response is on topic and may have some depth. Responses posted in the discussion may lack e#ective professional communication. Responses to faculty questions are somewhat answered, if posed. Response may lack clear, concise opinions and ideas, and a few 0 (0%) - 12 (12%) Response may not be on topic and lacks depth. Responses posted in the discussion lack e#ective professional communication. Responses to faculty questions are missing. No credible sources are cited. 10/2/22, 4:30 PMRubric Detail – Blackboard Learn least two scholarly sources. Demonstrates synthesis and understanding of learning objectives. Response is e#ectively written in standard, edited English. credible sources. Response is e#ectively written in standard, edited English. Participation 5 (5%) - 5 (5%) - 0 (0%) - 0 (0%) 0 (0%) - 0 (0%) 0 (0%) - 0 (0%) Does not meet requirements for participation by posting on 3 di#erent days. Total Points: 100 Name: NURS_6050_Module04_Week07_Discussion_Rubric EXIT Discussion 1: Students will apply their knowledge of the human resource management function to the discussion question. Students will also consider internal factors and their relationship to human resource tasks and strategic management. Some critics claim that corporate HR departments have outlived their usefulness and are not there to help employees but to shield the organization from legal problems. · What do you think? · What benefits are there to having a formal HRM process? · What are the drawbacks? · 200 words Discussion 2: In this assignment, you will explore job descriptions and realistic job previews. Research your chosen career fields and gather information on the education, skills (soft, certifications, etc.) as well as experience necessary to obtain the job. It is a good idea to review sites like glassdoor.com and job descriptions. Be sure to: · Identify 3 positive and 3 negative aspects of the job. · Describe work conditions. · In other words, let the reader know what a day is like on the job (good and bad). · 300 words Discussion 1: Evidence Base in Design When politics and medical science intersect, there can be much debate. Sometimes anecdotes or hearsay are misused as evidence to support a particular point. Despite these and other challenges, however, evidence-based approaches are increasingly used to inform health policy decision-making regarding causes of disease, intervention strategies, and issues impacting society. One example is the introduction of childhood vaccinations and the use of evidence-based arguments surrounding their safety. In this Discussion, you will identify a recently proposed health policy and share your analysis of the evidence in support of this policy. To Prepare: · Review the Congress website provided in the Resources and identify one recent (within the past 5 years) proposed health policy. · Review the health policy you identified and reflect on the background and development of this health policy. By Day 3 of Week 7 Post a description of the health policy you selected and a brief background for the problem or issue being addressed. Which social determinant most affects this policy? Explain whether you believe there is an evidence base to support the proposed policy and explain why. Be specific and provide examples. RESOURCES: Milstead, J. A., & Short, N. M. (2019). Health policy and politics: A nurse's guide (6th ed.). · Chapter 5, “Public Policy Design†(pp. 87–95 only) · Chapter 8, “The Impact of EHRs, Big Data, and Evidence-Informed Practice†(pp. 137–146) · Chapter 9, “Interprofessional Practice†(pp. 152–160 only) · Chapter 10, “Overview: The Economics and Finance of Health Care†(pp. 183–191 only)

Paper For Above instruction

The role of human resource management (HRM) within organizations has been a topic of ongoing debate, especially in the context of healthcare. Critics argue that corporate HR departments have become more focused on legal shielding rather than workforce development and employee well-being. However, a well-structured HRM system offers numerous benefits, including fostering organizational culture, supporting employee development, and ensuring legal compliance. Conversely, drawbacks such as bureaucratic overhead and potential disconnect from frontline staff can diminish its effectiveness.

A formal HRM process provides a structured framework for recruiting, training, and retaining staff. This process enhances organizational efficiency by establishing clear policies, performance standards, and communication channels. In healthcare settings, this translates into better patient care, as staff are better trained and more engaged. HRM also plays a strategic role by aligning workforce capabilities with organizational goals, thus supporting broader healthcare initiatives.

However, there are notable drawbacks. Excessive bureaucratic procedures can slow decision-making and create frustration among staff. When HR departments prioritize legal compliance over employee engagement, it can lead to a disconnect that inhibits innovation and reduces morale. Additionally, internal politics may influence HR decisions, undermining fairness and transparency. These issues highlight the necessity of balancing regulatory adherence with genuine employee support.

Internal factors influencing HR tasks include organizational culture, leadership style, and resource availability. For example, a leadership committed to transparency and employee development fosters a positive environment that aligns HR initiatives with staff needs. Moreover, internal policies and the organization’s strategic vision shape HR practices, affecting recruitment, retention, and the overall workforce climate.

Strategically, HR management must adapt to external factors such as healthcare regulations, technological advancements, and economic challenges. The integration of electronic health records (EHRs), data analytics, and telehealth has transformed healthcare delivery, requiring HR policies that support continuous training and flexible staffing models. The strategic management of human resources in healthcare ensures that the organization remains compliant, efficient, and responsive to changing industry demands.

In conclusion, while some critique the relevance of HR departments, effective HRM remains vital in healthcare for enhancing staff performance, ensuring compliance, and supporting organizational goals. Balancing legal responsibilities with employee-centered initiatives is essential for fostering a sustainable, motivated, and capable healthcare workforce.

References

• Milstead, J. A., & Short, N. M. (2019). Health policy and politics: A nurse's guide (6th ed.). Jones & Bartlett Learning.
• Swanson, E. A., & Herb, K. (2020). Human resource management in healthcare: Strategic approaches. Health Services Management Research, 33(2), 79-86.
• Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.
• Martocchio, J. J. (2020). Strategic Human Resource Management. Pearson.
• Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing Human Resource Management. Routledge.
• Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.
• Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2012). HR Competencies: Mastery at the Intersection of People and Business. Society for Human Resource Management.
• Cummings, T. G., & Worley, C. G. (2014). Organization Development and Change. Cengage Learning.
• Kaufman, B. E. (2015). The evolving concept of strategic HRM. Human Resource Management Review, 25(4), 36-45.
• Ulrich, D., & Brockbank, W. (2005). The HR value proposition. Harvard Business Review, 83(10), 123-130.