Description
HR001: Aligning Workforce Capacity: Evaluate organizational values and goals in order to align the workforce and
deliver cost-effective, high-quality care.
Assessment Rubric
Rubric Criteria
Needs Improvement
Meets Expectations
Exceeds Expectations
Part 1: Organizational Goals Analysis
Learning
Objective 1.1:
Describe
anticipated
advantages and
challenges of
healthcare
workforce
environments
specific to
geographic
locations.
Learning
Objective 1.2:
Infer the goals of
an organization.
© 2020 Walden University
Response does not describe,
inaccurately or insufficiently
describes advantages and
disadvantages of healthcare
workforce environments specific to
geographic locations.
Or response describes advantages
or disadvantages but not both.
Response does not provide or
provides less than five reasonable
organizational goals of the Lockeport
Medical Center, and/or the response
provides an unclear or vague
description of the organizational
goals of the Lockeport Medical
Center, and/or the response
describes unreasonable goals of the
Lockeport Medical Center.
Response accurately and
sufficiently describes
advantages and
disadvantages of healthcare
workforce environments
specific to geographic
locations.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response infers five
reasonable organizational
goals of the Lockeport
Medical Center and clearly
explains why the goals are
essential to operational
success.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response sufficiently and
accurately describes the
rationale for the
advantages and
disadvantages of the
healthcare workforce
environments specific to
geographic locations.
Response infers more
than five reasonable
organizational goals of the
Lockeport Medical Center.
1
Rubric Criteria
Learning
Objective 1.2:
Infer the values of
an organization.
Learning
Objective 1.3:
Describe employee
traits or qualities
necessary to
achieve
organizational
goals.
© 2020 Walden University
Needs Improvement
Response does not provide or
provides an unclear or vague
explanation of why the goals are
essential to operational success.
Response does not provide or
provides less than five reasonable
values of the Lockeport Medical
Center, and/or the response
provides an unclearor vague
description of the values of the
Lockeport Medical Center, and/or
the response describes
unreasonable values.
Meets Expectations
Response infers five
reasonable values of the
Lockeport Medical Center.
Response includes a clear
and accurate explanation of
what the values communicate
about the organization.
Response does not provide or
provides an unclear or inaccurate
explanation of what the values
communicate about the
organization.
Response does not describe or
describes less than five traits or
qualities that are relevant and
necessary to fulfill the organizational
goals, and/or the response provides
an unclear or vague traits or
qualities.
Response describes five traits
that are relevant and
necessary to fulfill the
organizational goals.
Response explains why each
identified stakeholder has an
interest in this policy.
Response does not provide or
provides an unclear or inaccurate
explanation of how each trait or
Response provides a clear
explanation of how each trait
or quality is essential to
Exceeds Expectations
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response infers more
than five reasonable
organizational values of
the Lockeport Medical
Center.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response describes more
than five traits that are
relevant and necessary to
fulfill the organizational
goals.
2
Rubric Criteria
Learning
Objective 1.4:
Create an
organizational
chart.
Learning
Objective 1.5:
Explain how
positions can help
achieve
organizational
goals.
Needs Improvement
quality is essential to achieve the
organizational goals.
Organizational chart does not
include or includes less than 10
potential positions
necessary to achieve the
organizational goals,
and/or the 10 potential
positions are not necessary
to achieve the
organizational goals.
Meets Expectations
achieve the organizational
goals.
Organizational chart includes
10 potential positions
necessary to achieve the
organizational goals.
Organizational chart is clear
and understandable.
Response does not provide or
provides a vague explanation of
ways the positions will help
Lockeport Medical Center achieve
its organizational goals, and/or the
response describes irrational ways
the positions will help Lockeport
Medical Center achieve its
organizational goals.
Response provides clear and
rational ways the positions
will help Lockeport Medical
Center achieve its
organizational goals.
Rubric Criteria
Needs Improvement
Part 2: Compensation Methods
Learning
Presentation does not provide or
Objective 2.1:
provides a description of less than
three different compensation
methods for support staff and less
© 2020 Walden University
Meets Expectations
Presentation provides a
description of three different
compensation methods for
support staff and two different
Exceeds Expectations
Organizational Chart
demonstrates the same
level of achievement as
“Meets,” plus the
following:
Selected positions include
cross-functional roles and
reflect different
organization goals.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
The rationale includes an
explanation of how the
different positions
interrelate to achieve
organizational goals.
Exceeds Expectations
Presentation
demonstrates the same
level of achievement as
3
Describe
compensation
methods.
Learning
Objective 2.2:
Describe the
advantages and
disadvantages of
compensation
methods.
than two different compensation
methods for physicians, and/or the
compensation methods are not
supported by academic/professional
resources or the resources are not
relevant.
The audio narration is missing,
incomplete, or insufficient.
.
compensation methods for
physicians.
Presentation does not provide or
provides less than two advantages
and less than two disadvantages of
designing, implementing, or using
each compensation method at
Lockeport Medical Center, and/or
the advantages and disadvantages
are illogical.
Presentation provides two
logical advantages and two
disadvantages of designing,
implementing, or using each
compensation method at
Lockeport Medical Center.
Presentation is supported by
relevant academic/
professional resources.
Presentation is not supported by
academic/professional resources or
the resources are not relevant.
Learning
Objective 2.3:
Recommend
compensation
methods.
© 2020 Walden University
Presentation does not provide or
provides unclear or vague
recommendations for one
compensation method for physicians
and one compensation method for
support staff.
Response is supported by
relevant academic/
professional resources.
The audio narration
adequately supports the slide
presentation.
Presentation provides
recommendations for one
compensation method for
physicians and one
compensation method for
support staff.
“Meets,” plus the
following:
Presentation provides a
summary of more than
three different
compensation methods for
support staff and more
than two different
compensation methods for
physicians.
Presentation
demonstrates the same
level of achievement as
“Meets,” plus the
following:
Presentation provides
more than two logical
advantages and more
than two disadvantages of
designing, implementing,
or using each
compensation method at
Lockeport Medical Center.
Presentation
demonstrates the same
level of achievement as
“Meets,” plus the
following:
4
Learning
Objective 2.4:
Explain the impact
of compensation on
recruitment.
The rationale for the
recommendations based on the
organizational goals and values is
missing, unclear, or irrelevant.
The rationale for the
recommendations is based on
the organizational goals and
values.
Presentation does not provide or
provides an unclear, vague, or
inaccurate explanation of the impact
of compensation on the recruitment
of support staff and physicians at
Lockeport Medical Center.
Explanation is not supported by
academic/professional resources or
the resources are not relevant.
Presentation provides a clear
and accurate explanation of
the impact of compensation
on the recruitment of support
staff and physicians at
Lockeport Medical Center.
Explanation is supported by
relevant academic/
professional resources.
Rubric Criteria
Needs Improvement
Part 3: Job Description
Learning
A completed Job Requirements
Objective 3.1:
Matrix is not provided, or the Job
Identify key
Requirements Matrix provided:
indicators to
• Identifies less than 10 jobcomplete a Job
specific tasks,
Requirements
• Inaccurately lists the
Matrix.
corresponding task-specific
dimensions,
© 2020 Walden University
Meets Expectations
Job Requirements Matrix
accurately:
• Identifies at least 10
job-specific tasks,
• Lists the corresponding
task-specific
dimensions,
• Assigns percentage to
each task indicating
The rationale incorporates
current research (past
three years) and/ or data
related to compensation of
healthcare professionals.
Presentation
demonstrates the same
level of achievement as
“Meets,” plus the
following:
The rationale discusses
impacts related to specific
evolving human resource
management trends,
including recruitment cost
containment, productivity
changes, and/or diversity
management.
Exceeds Expectations
Job Requirement Matrix
demonstrates the same
level of achievement as
“Meets,” plus the
following:
Job matrix identifies more
than 10 job-specific tasks.
5
•
•
•
•
Does not assign percentage
to each task indicating how
important each task is to the
overall position.
Unclearly or vaguely defines
job-specific Knowledge,
Skills, Abilities, and Other
characteristics (KSAOs).
Unclearly or vaguely identifies
which KSAOs are required
and which are preferred to
fulfill the job role.
Does not rate the relative
importance of each KSAO on
a scale that ranges from 1 –
5.
Response provides a
recommendation of fewer than five
of the most important skills for the
position and/or unclearly or vaguely
explains why each is so important.
Response unclearly and/or
inaccurately explains the purpose of
the selected skills in terms of the
organization’s outcome measures
and strategic goals.
© 2020 Walden University
•
•
•
how important each
task is to the overall
position.
Defines job-specific
Knowledge, Skills,
Abilities, and Other
characteristics
(KSAOs).
Identifies which
KSAOs are required
and which are
preferred to fulfill the
job role.
Rates the relative
importance of each
KSAO on a scale that
ranges from 1 – 5.
Response provides a
recommendation of the five
most important skills for the
position and clearly explains
why each is so important.
Response clearly and
accurately explains the
purpose of the selected skills
in terms of the organization’s
outcome measures and
strategic goals.
6
Learning
Objective 3.2:
Create a job
description.
© 2020 Walden University
Response does not provide or
provides a vague, unclear, or
inaccurate description of the position
summary, essential job functions,
goals, prerequisite preparation,
worker traits, working conditions,
physical demands, responsibility for
errors and losses, and job
relationships in the job description.
Response clearly and
accurately provides the
position summary, essential
job functions, goals,
prerequisite preparation,
worker traits, working
conditions, physical demands,
responsibility for errors and
losses, and job relationships
in the job description.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response incorporates
specific practice demands
in the job description,
including assessment
management and/or
specialized job functions,
goals, and job
relationships in the job
description.
7
Overview
This Performance Task Assessment is a case-based study of a large urban
hospital called Lockeport Medical Center located in Boston, Massachusetts.
You have just obtained a key management position within the Lockeport
Medical Center Human Resources Department and are charged with
preparing a three-part report with recommendations specific to Lockeport’s
geographic location and type of organization. You will consider the
organizational goals and values of the organization, identify five or more
specific job titles that represent the impact of Lockeport’s workforce
environment, and directly address the needs as identified in organizational
goals and align them to Lockeport’s organizational goals.
Instructions
Access the following to complete this Assessment:
•
•
•
Case Details: Organization Description—Lockeport Medical Center
Job Requirements Matrix
Sample Job Description
Rubric
This Assessment requires submission of three (3) files: a document for Part
One; a slide presentation with audio narration for Part Two, and a Job
requirements matrix template and document for Part Three. Save your files as
follows:
•
•
•
Save Part I as HR001_PartI_firstinitial_lastname (for example,
HR001_PartI_J_Smith).
Save Part II as HR001_PartII_firstinitial_lastname (for example,
HR001_PartII_J_Smith).
Save Part III as HR001_PartIII_firstinitial_lastname (for example,
HR001_PartIII_J_Smith).
This cased-based assessment has three-parts that all work together to create
a recommendation to executive leadership. Click each of the items below to
complete this assessment.
Part I: Organizational Goals Analysis
•
Conduct an analysis of Lockeport’s organizational goals, identifying
essential positions that align with those goals to ensure goals are
achieved, and making reasonable recommendations for compensation
strategies that are specific to the workforce trends and potential
challenges of recruitment and retention for the geographic location and
type of organization presented in the case. You have been asked to assist
in aligning workforce capacity with the organizational needs of the
organization in order to ensure delivery of cost-effective, high-quality
healthcare. You must first become familiar with Lockeport Medical Center
by reviewing the document “Organizational Description—Lockeport
Medical Center and conduct your own research into the workforce
conditions specific to healthcare workers and physicians that pertain to
Lockeport. Based on your analysis of the workforce environment for
Lockeport and the organizational description and goals you have
developed and inferred from the case information, address the following:
(2-4 pages)
• Provide a brief and specific introduction to Lockeport Medical Center
including a discussion of its geographic location and the anticipated
advantages and challenges that it may experience related to
workforce environment specific to that geographic location. Make
sure to include any unique considerations that apply to this type of
organization. Cite your research about workforce conditions relevant
to the location and type of organization that describes Lockeport.
• describe how the organization coordinates staffing. Explain how
practices might differ based on the type of organization or the
mission of the organization.
• Infer five organizational goals of the Lockeport Medical Center and
explain why the goals are essential to the operational success of this
medical center. Create goals in your own words that best address
the goals as outlined in the case.
• Infer five values of the Lockeport Medical Center and explain what
the values communicate about this organization. Discuss values
using specific language that relates to the case details about
Lockeport’s location and the anticipated needs for this type of
organization.
• Describe five key employee traits or qualities relevant to and
necessary to fulfill the described organizational goals that are
specific to Lockeport, and explain how each key employee trait or
quality is essential to achieve the organizational goals.
•
•
Insert an organizational chart that highlights 10 potential positions
that align to specific organizational goals you have created. Present
a realistic and authentic organizational chart that illustrates where
these potential positions would be placed within the chart showing
realistic lines of reporting. The organizational chart needs to be
realistic for the size and type of organization as described in the
case.
Summarize by explaining how each of these positions will
specifically help Lockeport Medical Center achieve its organizational
goals.
Part II: Compensation Methods
•
During your training for the management position you now hold at
Lockeport, you learned that developing an effective compensation method
is essential to a company’s employee turnover and retention. You also
understand that factors that reduce turnover and allow for competitive
recruitment are very different based on geographic location and by type of
organization. For this slide presentation, you will prepare a brief and
informative summary of your recommendations on the most effective
compensation methods to achieve Lockeport’s goals. Your audience is the
executive leadership for Lockeport, including its Board of Trustees. Create
a 6-slide (not including references slide) presentation with audio narration
to present to the executive leadership team. Your presentation should:
• Describe at least three different compensation methods for support
staff and at least two different compensation methods for physicians
that would be options for Lockeport.
• Describe two advantages and two disadvantages for each method
you describe.
• Recommend the one best compensation method to be used for
physicians and the one best compensation method for support staff
that are the most relevant and reasonable based on what you know
about the workforce environment and organizational goals for
Lockeport Defend why you made each recommendation.
• In a summary slide, explain the impact of compensation on the
recruitment of support staff and physicians at Lockeport Medical
Center.
Part III: Job Description
•
•
•
As a final part of your three-part report for the executive leadership team,
you will provide a job description that aligns with the goals of the
organization for one of the specific and key positions you identified in Part
I.
Complete the “Job Requirements Matrix” for one key position at Lockeport
Medical Center.
Create a job description for the key position. (Use the sample “Job
Description” as a guide.)
Purchase answer to see full
attachment
deliver cost-effective, high-quality care.
Assessment Rubric
Rubric Criteria
Needs Improvement
Meets Expectations
Exceeds Expectations
Part 1: Organizational Goals Analysis
Learning
Objective 1.1:
Describe
anticipated
advantages and
challenges of
healthcare
workforce
environments
specific to
geographic
locations.
Learning
Objective 1.2:
Infer the goals of
an organization.
© 2020 Walden University
Response does not describe,
inaccurately or insufficiently
describes advantages and
disadvantages of healthcare
workforce environments specific to
geographic locations.
Or response describes advantages
or disadvantages but not both.
Response does not provide or
provides less than five reasonable
organizational goals of the Lockeport
Medical Center, and/or the response
provides an unclear or vague
description of the organizational
goals of the Lockeport Medical
Center, and/or the response
describes unreasonable goals of the
Lockeport Medical Center.
Response accurately and
sufficiently describes
advantages and
disadvantages of healthcare
workforce environments
specific to geographic
locations.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response infers five
reasonable organizational
goals of the Lockeport
Medical Center and clearly
explains why the goals are
essential to operational
success.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response sufficiently and
accurately describes the
rationale for the
advantages and
disadvantages of the
healthcare workforce
environments specific to
geographic locations.
Response infers more
than five reasonable
organizational goals of the
Lockeport Medical Center.
1
Rubric Criteria
Learning
Objective 1.2:
Infer the values of
an organization.
Learning
Objective 1.3:
Describe employee
traits or qualities
necessary to
achieve
organizational
goals.
© 2020 Walden University
Needs Improvement
Response does not provide or
provides an unclear or vague
explanation of why the goals are
essential to operational success.
Response does not provide or
provides less than five reasonable
values of the Lockeport Medical
Center, and/or the response
provides an unclearor vague
description of the values of the
Lockeport Medical Center, and/or
the response describes
unreasonable values.
Meets Expectations
Response infers five
reasonable values of the
Lockeport Medical Center.
Response includes a clear
and accurate explanation of
what the values communicate
about the organization.
Response does not provide or
provides an unclear or inaccurate
explanation of what the values
communicate about the
organization.
Response does not describe or
describes less than five traits or
qualities that are relevant and
necessary to fulfill the organizational
goals, and/or the response provides
an unclear or vague traits or
qualities.
Response describes five traits
that are relevant and
necessary to fulfill the
organizational goals.
Response explains why each
identified stakeholder has an
interest in this policy.
Response does not provide or
provides an unclear or inaccurate
explanation of how each trait or
Response provides a clear
explanation of how each trait
or quality is essential to
Exceeds Expectations
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response infers more
than five reasonable
organizational values of
the Lockeport Medical
Center.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response describes more
than five traits that are
relevant and necessary to
fulfill the organizational
goals.
2
Rubric Criteria
Learning
Objective 1.4:
Create an
organizational
chart.
Learning
Objective 1.5:
Explain how
positions can help
achieve
organizational
goals.
Needs Improvement
quality is essential to achieve the
organizational goals.
Organizational chart does not
include or includes less than 10
potential positions
necessary to achieve the
organizational goals,
and/or the 10 potential
positions are not necessary
to achieve the
organizational goals.
Meets Expectations
achieve the organizational
goals.
Organizational chart includes
10 potential positions
necessary to achieve the
organizational goals.
Organizational chart is clear
and understandable.
Response does not provide or
provides a vague explanation of
ways the positions will help
Lockeport Medical Center achieve
its organizational goals, and/or the
response describes irrational ways
the positions will help Lockeport
Medical Center achieve its
organizational goals.
Response provides clear and
rational ways the positions
will help Lockeport Medical
Center achieve its
organizational goals.
Rubric Criteria
Needs Improvement
Part 2: Compensation Methods
Learning
Presentation does not provide or
Objective 2.1:
provides a description of less than
three different compensation
methods for support staff and less
© 2020 Walden University
Meets Expectations
Presentation provides a
description of three different
compensation methods for
support staff and two different
Exceeds Expectations
Organizational Chart
demonstrates the same
level of achievement as
“Meets,” plus the
following:
Selected positions include
cross-functional roles and
reflect different
organization goals.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
The rationale includes an
explanation of how the
different positions
interrelate to achieve
organizational goals.
Exceeds Expectations
Presentation
demonstrates the same
level of achievement as
3
Describe
compensation
methods.
Learning
Objective 2.2:
Describe the
advantages and
disadvantages of
compensation
methods.
than two different compensation
methods for physicians, and/or the
compensation methods are not
supported by academic/professional
resources or the resources are not
relevant.
The audio narration is missing,
incomplete, or insufficient.
.
compensation methods for
physicians.
Presentation does not provide or
provides less than two advantages
and less than two disadvantages of
designing, implementing, or using
each compensation method at
Lockeport Medical Center, and/or
the advantages and disadvantages
are illogical.
Presentation provides two
logical advantages and two
disadvantages of designing,
implementing, or using each
compensation method at
Lockeport Medical Center.
Presentation is supported by
relevant academic/
professional resources.
Presentation is not supported by
academic/professional resources or
the resources are not relevant.
Learning
Objective 2.3:
Recommend
compensation
methods.
© 2020 Walden University
Presentation does not provide or
provides unclear or vague
recommendations for one
compensation method for physicians
and one compensation method for
support staff.
Response is supported by
relevant academic/
professional resources.
The audio narration
adequately supports the slide
presentation.
Presentation provides
recommendations for one
compensation method for
physicians and one
compensation method for
support staff.
“Meets,” plus the
following:
Presentation provides a
summary of more than
three different
compensation methods for
support staff and more
than two different
compensation methods for
physicians.
Presentation
demonstrates the same
level of achievement as
“Meets,” plus the
following:
Presentation provides
more than two logical
advantages and more
than two disadvantages of
designing, implementing,
or using each
compensation method at
Lockeport Medical Center.
Presentation
demonstrates the same
level of achievement as
“Meets,” plus the
following:
4
Learning
Objective 2.4:
Explain the impact
of compensation on
recruitment.
The rationale for the
recommendations based on the
organizational goals and values is
missing, unclear, or irrelevant.
The rationale for the
recommendations is based on
the organizational goals and
values.
Presentation does not provide or
provides an unclear, vague, or
inaccurate explanation of the impact
of compensation on the recruitment
of support staff and physicians at
Lockeport Medical Center.
Explanation is not supported by
academic/professional resources or
the resources are not relevant.
Presentation provides a clear
and accurate explanation of
the impact of compensation
on the recruitment of support
staff and physicians at
Lockeport Medical Center.
Explanation is supported by
relevant academic/
professional resources.
Rubric Criteria
Needs Improvement
Part 3: Job Description
Learning
A completed Job Requirements
Objective 3.1:
Matrix is not provided, or the Job
Identify key
Requirements Matrix provided:
indicators to
• Identifies less than 10 jobcomplete a Job
specific tasks,
Requirements
• Inaccurately lists the
Matrix.
corresponding task-specific
dimensions,
© 2020 Walden University
Meets Expectations
Job Requirements Matrix
accurately:
• Identifies at least 10
job-specific tasks,
• Lists the corresponding
task-specific
dimensions,
• Assigns percentage to
each task indicating
The rationale incorporates
current research (past
three years) and/ or data
related to compensation of
healthcare professionals.
Presentation
demonstrates the same
level of achievement as
“Meets,” plus the
following:
The rationale discusses
impacts related to specific
evolving human resource
management trends,
including recruitment cost
containment, productivity
changes, and/or diversity
management.
Exceeds Expectations
Job Requirement Matrix
demonstrates the same
level of achievement as
“Meets,” plus the
following:
Job matrix identifies more
than 10 job-specific tasks.
5
•
•
•
•
Does not assign percentage
to each task indicating how
important each task is to the
overall position.
Unclearly or vaguely defines
job-specific Knowledge,
Skills, Abilities, and Other
characteristics (KSAOs).
Unclearly or vaguely identifies
which KSAOs are required
and which are preferred to
fulfill the job role.
Does not rate the relative
importance of each KSAO on
a scale that ranges from 1 –
5.
Response provides a
recommendation of fewer than five
of the most important skills for the
position and/or unclearly or vaguely
explains why each is so important.
Response unclearly and/or
inaccurately explains the purpose of
the selected skills in terms of the
organization’s outcome measures
and strategic goals.
© 2020 Walden University
•
•
•
how important each
task is to the overall
position.
Defines job-specific
Knowledge, Skills,
Abilities, and Other
characteristics
(KSAOs).
Identifies which
KSAOs are required
and which are
preferred to fulfill the
job role.
Rates the relative
importance of each
KSAO on a scale that
ranges from 1 – 5.
Response provides a
recommendation of the five
most important skills for the
position and clearly explains
why each is so important.
Response clearly and
accurately explains the
purpose of the selected skills
in terms of the organization’s
outcome measures and
strategic goals.
6
Learning
Objective 3.2:
Create a job
description.
© 2020 Walden University
Response does not provide or
provides a vague, unclear, or
inaccurate description of the position
summary, essential job functions,
goals, prerequisite preparation,
worker traits, working conditions,
physical demands, responsibility for
errors and losses, and job
relationships in the job description.
Response clearly and
accurately provides the
position summary, essential
job functions, goals,
prerequisite preparation,
worker traits, working
conditions, physical demands,
responsibility for errors and
losses, and job relationships
in the job description.
Response demonstrates
the same level of
achievement as “Meets,”
plus the following:
Response incorporates
specific practice demands
in the job description,
including assessment
management and/or
specialized job functions,
goals, and job
relationships in the job
description.
7
Overview
This Performance Task Assessment is a case-based study of a large urban
hospital called Lockeport Medical Center located in Boston, Massachusetts.
You have just obtained a key management position within the Lockeport
Medical Center Human Resources Department and are charged with
preparing a three-part report with recommendations specific to Lockeport’s
geographic location and type of organization. You will consider the
organizational goals and values of the organization, identify five or more
specific job titles that represent the impact of Lockeport’s workforce
environment, and directly address the needs as identified in organizational
goals and align them to Lockeport’s organizational goals.
Instructions
Access the following to complete this Assessment:
•
•
•
Case Details: Organization Description—Lockeport Medical Center
Job Requirements Matrix
Sample Job Description
Rubric
This Assessment requires submission of three (3) files: a document for Part
One; a slide presentation with audio narration for Part Two, and a Job
requirements matrix template and document for Part Three. Save your files as
follows:
•
•
•
Save Part I as HR001_PartI_firstinitial_lastname (for example,
HR001_PartI_J_Smith).
Save Part II as HR001_PartII_firstinitial_lastname (for example,
HR001_PartII_J_Smith).
Save Part III as HR001_PartIII_firstinitial_lastname (for example,
HR001_PartIII_J_Smith).
This cased-based assessment has three-parts that all work together to create
a recommendation to executive leadership. Click each of the items below to
complete this assessment.
Part I: Organizational Goals Analysis
•
Conduct an analysis of Lockeport’s organizational goals, identifying
essential positions that align with those goals to ensure goals are
achieved, and making reasonable recommendations for compensation
strategies that are specific to the workforce trends and potential
challenges of recruitment and retention for the geographic location and
type of organization presented in the case. You have been asked to assist
in aligning workforce capacity with the organizational needs of the
organization in order to ensure delivery of cost-effective, high-quality
healthcare. You must first become familiar with Lockeport Medical Center
by reviewing the document “Organizational Description—Lockeport
Medical Center and conduct your own research into the workforce
conditions specific to healthcare workers and physicians that pertain to
Lockeport. Based on your analysis of the workforce environment for
Lockeport and the organizational description and goals you have
developed and inferred from the case information, address the following:
(2-4 pages)
• Provide a brief and specific introduction to Lockeport Medical Center
including a discussion of its geographic location and the anticipated
advantages and challenges that it may experience related to
workforce environment specific to that geographic location. Make
sure to include any unique considerations that apply to this type of
organization. Cite your research about workforce conditions relevant
to the location and type of organization that describes Lockeport.
• describe how the organization coordinates staffing. Explain how
practices might differ based on the type of organization or the
mission of the organization.
• Infer five organizational goals of the Lockeport Medical Center and
explain why the goals are essential to the operational success of this
medical center. Create goals in your own words that best address
the goals as outlined in the case.
• Infer five values of the Lockeport Medical Center and explain what
the values communicate about this organization. Discuss values
using specific language that relates to the case details about
Lockeport’s location and the anticipated needs for this type of
organization.
• Describe five key employee traits or qualities relevant to and
necessary to fulfill the described organizational goals that are
specific to Lockeport, and explain how each key employee trait or
quality is essential to achieve the organizational goals.
•
•
Insert an organizational chart that highlights 10 potential positions
that align to specific organizational goals you have created. Present
a realistic and authentic organizational chart that illustrates where
these potential positions would be placed within the chart showing
realistic lines of reporting. The organizational chart needs to be
realistic for the size and type of organization as described in the
case.
Summarize by explaining how each of these positions will
specifically help Lockeport Medical Center achieve its organizational
goals.
Part II: Compensation Methods
•
During your training for the management position you now hold at
Lockeport, you learned that developing an effective compensation method
is essential to a company’s employee turnover and retention. You also
understand that factors that reduce turnover and allow for competitive
recruitment are very different based on geographic location and by type of
organization. For this slide presentation, you will prepare a brief and
informative summary of your recommendations on the most effective
compensation methods to achieve Lockeport’s goals. Your audience is the
executive leadership for Lockeport, including its Board of Trustees. Create
a 6-slide (not including references slide) presentation with audio narration
to present to the executive leadership team. Your presentation should:
• Describe at least three different compensation methods for support
staff and at least two different compensation methods for physicians
that would be options for Lockeport.
• Describe two advantages and two disadvantages for each method
you describe.
• Recommend the one best compensation method to be used for
physicians and the one best compensation method for support staff
that are the most relevant and reasonable based on what you know
about the workforce environment and organizational goals for
Lockeport Defend why you made each recommendation.
• In a summary slide, explain the impact of compensation on the
recruitment of support staff and physicians at Lockeport Medical
Center.
Part III: Job Description
•
•
•
As a final part of your three-part report for the executive leadership team,
you will provide a job description that aligns with the goals of the
organization for one of the specific and key positions you identified in Part
I.
Complete the “Job Requirements Matrix” for one key position at Lockeport
Medical Center.
Create a job description for the key position. (Use the sample “Job
Description” as a guide.)
Purchase answer to see full
attachment
Categories: