HRM-635 Needs Assessment and Job Analysis Matrices

HRM-635 Needs Assessment and Job Analysis Matrices

Part 1 – Needs Assessment and Job Analysis

Observe and assess the state of your current organization or another preselected organization. A needs assessment is necessary to identify areas for potential growth, both at the employee and organizational levels. If you are not in a position to look holistically at your organization, you can focus on a department or team within the organization. Use the “Needs Assessment and Job Analysis Matrices” template to complete this assignment. You are required to analyze required core functions, department or employment needs, jobs or tasks, and current/required trainings in order to complete these matrices and prepare for the next part of this assignment.

Part 2 – Job Description

Once your needs assessment is complete, you are required to select an existing position in your organization and develop a one-page, professionally formatted, and detailed job description for that position that is informed by the findings of the needs assessment. It is recommended that you take the time to conduct a job analysis and observe current employees in the selected positions to accurately depict the knowledge, skills, abilities, and other characteristics that must be incorporated into the job description. If you are unable to observe, do your best to accurately depict the specific functions of the job. Incorporate any new job roles you feel should be added to the position based on your findings. Make sure the job description is based on the needs and available resources of the organization and that it adheres to all applicable labor laws.

Cite and reference a minimum of two scholarly sources with one being the textbook.
****NEED Nurse Manager for a surgical floor*****
Submit the “Needs Assessment and Job Analysis Matrices” template and the one-page job description as two deliverables.

 

HRM-635 Needs Assessment and Job Analysis Matrices

Definition: A needs assessment is the process organizations use to determine if training is necessary for their employees.

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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
Research and

Development

 ·       Research on evidence-based clinical interventions and ways to enhance healthcare services to meet patient-centric and individualized healthcare services (Dessler, 2020).

 

·       Collect data concerning the target patient population that may benefit and require the services offered by the healthcare.

 

 ·       Provide education concerning research and development.

 

·       There would be a need to address analytical skills.

 

·       Address the inadequate resources needed to conduct research.

 

 ·       Research needs identification

 

·       Collecting data

 

·       Analyzing the data accurately to make informed decisions.

 

·       Providing the hospital management with report findings.

 

 ·

·       Data collection methods training.

 

·       Educating the nurses on data reporting and analytics.

 
Human Resource Department ·       Recruiting and training nurses.

 

·       Ensuring that the healthcare organization adheres to the stipulated labor laws.

 

·       Preparing payroll records.

 

·       Nurses professional and personal development (Dessler, 2020).

 

·       Handling nurse relations.

 

·       Organizing employment benefits plans.

 

·       Creating organization rules and policies.

 

 ·       There is a need for the human resource department to include a comprehensive plan that will effectively manage nurses’ training, payrolls, benefits, and relations to prevent high turnover rates.

 

·       The department should uphold appropriate feedback and guidelines to enhance care coordination and administrative functions.

 

 ·       Plan an orientation program to enhance new nurses’ adjustment to the healthcare system.

 

 

·       Hiring and selecting qualified and resilient nursing personnel.

 

·       Redefining nurses’ training and development to improve their performance.

 

·       Creating a healthy work environment.

 

 ·       Formulating effective training for human resource personnel.

 

 

 

·       Supporting anti-harassment prevention programs.

 

·       Affirmative Action Training

 
Procurement /Purchasing

 

 ·       The department will focus on purchasing and supplying healthcare surgical supplies to healthcare professionals to improve the supply chain. (Dessler, 2020).

 

·       Identify potential vendors and negotiate contracts concerning the procurement of surgical supplies.

 

·       The department will collaborate with other healthcare departments to identify procurement needs.

 

 ·       The department lacks adequate technology like GPS trackers to enhance the procurement process.

 

·       The employees lack appropriate negotiation skills.

 

·       The procurement has not implemented appropriate ways to collaborate with other departments.

 

 

·       The department fails to have effective resources and mechanisms to recognize quality suppliers.

 

 ·       Contracting and negotiating.

 

·       Sourcing production supplies.

 

·       Leveraging the available technology to improve purchasing and procurement.

 

·       There is a need to monitor supplies.

 

 ·       The employees must be trained in acquiring effective procurement and purchasing skills.

 

·       Training the nurses on technology use during procurement would be needed to prevent technology implementation resistance.

 

·       The employees must develop negotiation and communication skills.

 
Marketing Department ·       Defining and managing hospital brand.

 

·       Recognizing target and prospective clients for the healthcare services to meet their healthcare needs and preferences(Dessler, 2020).

 

·       Setting healthcare services packages.

 

·       Carrying out marketing research.

 

 

 

 ·       The department will require regular feedback to enhance the healthcare organization’s positive reputation HRM-635 Needs Assessment and Job Analysis Matrices

 

·       The department needs to leverage its expenditure to minimize advertising and marketing costs.

 

·       There will be a need to collaborate with the nurse manager and nurses to meet the hospital’s goals through creative content.

 

 ·       Monitor and manage the hospital’s social media.

 

·       Creating content for the website.

 

·       Conduct marketing campaign initiatives.

 

·       Provide external and internal communication for smooth transactions of healthcare services.

 

·        Reaching out to prospective stakeholders

 

 ·       Adopt effective SEO marketing.

 

·       Incorporate multi-discipline training initiatives.

 

·       Provide the marketing team with short courses in analytics and digital marketing.

 

·       Offer online marketing programs.

 
Quality Control ·       Identify strengths and weaknesses of the available healthcare services to enhance overall healthcare outcomes.

·       Minimize healthcare costs to increase profits and increase healthcare access.

 

·       Enhance the quality of healthcare products and services to meet patients’ needs and preferences (Dessler, 2020).

 

·       Propose and steer forward quality improvement projects.

 

 ·       The department experiences quality control issues due to a lack of collaboration with other departments.

 

·       There are high readmission rates due to inadequate training on hospital equipment like catheter insertion.

 

·       The hospital has insufficient technology to support healthcare providers during care provision.

 

 

 

 ·       Checking healthcare systems and technology faults.

 

·       Using prototypes before implementing new products ensures they select quality products, especially.

 

·       Ensuring that the healthcare organization provides services that meet high-quality standards.

 

 ·        Training the quality control team to enhance their skills.

 

·        Indulge the team on better ways to use the available technologies to enhance quality control.

Job Analysis Matrix

Definition: The job analysis will be looking for a nurse manager who will help enhance surgical floor management to enhance nursing practice and collaborate with other healthcare leaders to oversee the organization’s competitiveness and sustainability. The job analysis matrix, therefore, will focus on the tasks, responsibilities, and duties that the nurse manager will be tasked with once recruited. Other assessment areas include the nurse manager’s abilities, skills, knowledge, education, and other main competencies.

 

List Tasks, Duties, and Responsibilities List Knowledge, Skills, and Abilities Other Core Competencies and Education
  • Provides leadership to the nurses through integrating transformational leadership to achieve evidence-based practices and meet healthcare goals. That includes ensuring nurses receive appropriate education and orientation for new nurses (Penconek et al., 2021).

 
  • Excellent computer skills to enhance experience, workflow, and efficiency in the healthcare setting.

 

 ·       The nurse manager must hold a registered nurse licensure from North Carolina State.

 
  • The nurse Manager will collaborate with healthcare management to develop collegial relationships and enhance communication within the hospital.

 
  • Excellent written and oral communication skills to increase cohesion between the nurse manager, healthcare administration, patients, and healthcare providers.

 

 ·        There is a need to hold Basic Cardiac Life Support (BCLS) and Advanced Cardiac Life Support (ACLS) in the first year after being hired to cater for adult critical care.
  • Collaborate with the Director of Nursing to plan, develop, implement, and monitor designated areas’ budgetary processes to maximize healthcare resources while leveraging healthcare costs (Penconek et al., 2021).

 
  • Ability to work effectively under difficult and stressful situations to avoid disruption of healthcare services while looking for a long-term solution for the specific situation (Penconek et al., 2021).

 

 ·       For the nurse manager to be able to serve Network ED, NICU, and Peds ED, Pediatric Advanced Life Support (PALS) will be required within the first year after the hospital hires the manager HRM-635 Needs Assessment and Job Analysis Matrices.

 
  • Promote professional and personal development for nurses while encouraging mutual respect between nurses and patients to enhance overall healthcare service satisfaction.

 
  • Approachability enhances nurses’ productivity and performance, increasing a sense of belonging to the nursing team.
 ·       For the nurse manager to be able to serve Network ED, NICU, and Peds ED, Pediatric Advanced Life Support (PALS) will be required within the first year after the hospital hires the manager.

 
  • Involve interprofessional coordination throughout the care continuum to provide quality care while promoting an inclusive and diverse culture to promote healthcare workers and patient cohesiveness (Penconek et al., 2021).

 
  • Appropriate knowledge of conflict resolution and negotiation to protect the healthcare reputation and minimize healthcare costs (Penconek et al., 2021).

 

 ·       The nurse manager must have a Master of Science in Nursing or a related field from an accredited nursing school with at least six years of nursing experience and four years in healthcare management.

References

Dessler, G. (2020). Fundamentals of human resource management. Pearson.

Penconek, T., Tate, K., Bernardes, A., Lee, S., Micaroni, S. P. M., Balsanelli, A. P., de Moura, A. A., & Cummings, G. G. (2021). Determinants of nurse manager job satisfaction: A systematic review. International Journal of Nursing Studies, 118, 103906. https://doi.org/10.1016/j.ijnurstu.2021.103906

 

HRM-635 Needs Assessment and Job Analysis Matrices

NURSE MANAGER

JOB SUMMARY: Provides clinical and administrative leadership for a defined patient care area(s). Responsibilities include accountability for the quality, service excellence, workplace experience and financial outcomes. This includes fostering a patient centered professional work environment through the implementation of the Theory of Human Caring, the nursing process, staff development and collaborative team interactions for the enhancement of the quality of patient care.

EDUCATION/EXPERIENCE: Graduation from an accredited School of Nursing, MSN or Masters in related field and six years’ experience in nursing with four years in related healthcare management required HRM-635 Needs Assessment and Job Analysis Matrices.

LICENSURE, CERTIFICATION, and/or REGISTRATION: Registered Nurse licensure from the State of North Carolina Basic Cardiac Life Support (BCLS) required Advanced Cardiac Life Support (ACLS) required within 1 year of hire for Adult Critical Care, Adult ED Pediatric Advanced Life Support (PALS) required within 1 year of hire for Network ED, Peds ED, PICU and NICU, and other areas per unit guidelines.

 

ESSENTIAL FUNCTIONS:

  1. Provides leadership to staff to ensure short and long-term goals are met by developing standards of performance and capitalizing on employee strengths, supporting the Mission, Vision, Core Values and Evidence-based practice. Assures appropriate orientation, education, credentialing, and continuing professional development for personnel.
  2. Collaborates effectively throughout the organization by developing collegial relationships and communicating information effectively, encouraging communication and serving as a resource to staff and other departments.
  3. Coordinates nursing care with other healthcare disciplines and assists in integrating services across the continuum of care. Accountable for the quality and appropriateness of health care delivery and for the environment in which clinical nursing is practiced.
  4. Promotes a quality culture of safety for patients, self, co-workers, and facility in conjunction with the Director of Nursing and Medical Director. Assumes responsibility for the Care Delivery Model by developing systems to monitor and measure the quality, safety and outcomes, and implementing performance improvement measures for identified metrics.
  5. Ensures care is delivered with respect for patient’s rights and preferences. Maintains privacy, confidentiality, and security for patients and staff. Facilitates resolution of conflicts, collaborates with Service Excellence to promote service recovery, and empowers staff in decision-making through shared governance HRM-635 Needs Assessment and Job Analysis Matrices.
  6. Assumes responsibility with the Director of Nursing for the planning, development, implementation, and monitoring of the budgetary process for designated area(s). Assures nursing workload is measured and resources are allocated based on industry benchmarks and patient needs to optimize the provision of quality, cost effective care. Facilitates and monitors the appropriate utilization of staff based on credentialing, education, and experience.
  7. Ensures a biogenic environment, which stimulates the ongoing professional development of staff in accordance with the principles of Shared Governance, Theory of Human Caring, and professional practice. Develops and fosters relationships that support the continuous enhancement of care delivery, and patient and staff satisfaction through a professional practice environment of mutual respect. 8. Demonstrates value for professional nursing practice including the utilization of current standards, the nursing process and patient advocacy. Taking responsibility for continuing education to develop best practices and maintain the highest level of patient care and staff development.
  8. Ensures/provides appropriate patient care in accordance with specific patient population. Demonstrates and utilizes knowledge of the needs of the patient population specific to the defined clinical area. Maintains competency related to patient population and identifies strategies to meet related needs.

 

SKILLS/QUALIFICATIONS: Excellent oral and written communication skills Negotiation and conflict resolution Functions effectively under stressful conditions and difficult situations Ability to work effectively with the team good computer skills.

 

WORK ENVIRONMENT: Contact with patients, family members, visitors, co-workers, and medical staff under a wide variety of circumstances Regular exposure to the risk of blood-borne diseases, infections, and contagious diseases Clean, well-lit and comfortable climate Fast-paced, highly stressful, dynamic conditions Responds to emergency and crisis situations Required Protective Equipment required at all times: eye/face protection, gown, mask, gloves HRM-635 Needs Assessment and Job Analysis Matrices.