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.)
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I’m trying to study for my Health & Medical course and I need some help to understand this question.

Respond to the following in a minimum of 175 words:

What is the importance of a business model? What role should the business model play as the firm grows and improves its processes? When should a firm stick with its business model and when should the firm adapt its model?

Getting Started
The state boards of nursing nationwide agree that the role of the nurse, regardless of the setting, is to assess the client’s response to the health problem as well as the treatment regime and to act as the coordinator of care.? Case management, when the term is used to describe a healthcare delivery system, most often employs nurses to bring together members of various healthcare disciplines as the team develops a comprehensive holistic plan to meet the needs of the client.? The best and most comprehensive plans are developed by collaborative interdisciplinary teams that include the physical, spiritual, developmental, socio-cultural, and psychological aspects of the client’s care.

Upon successful completion of this discussion, you will be able to:

Discuss the roles of the nurse in case management and interprofessional collaboration when planning care and developing outcomes for clinical prevention and health promotion.
Resources
Article: Improve the Quality of Your Case Management Department through Staffing
Article: Effects of a Continuum of Care Intervention on Frail Older Persons’ Life Satisfaction: A Randomized Controlled Case
Article: Community Matrons as Problem Solvers for People Living with Multi-co-morbid Disease
Background Information
In this workshop, you will explore the evidence that shows meeting the healthcare needs of the patient often requires interventions from an interdisciplinary healthcare team. Most believe that meeting all aspects of the clients’ needs requires a collaborative approach. In the United States, it has traditionally been the professional nurse who coordinates and implements evidence-based interventions and the nursing care plan is often the tool used to coordinate this interdisciplinary process. However, recent literature describes case management as an evolving role that other professionals can perform and that care coordination can look quite different in other countries. This assignment includes articles that approach case management from very different perspectives. Select one that interests you and apply what you learn about case management and interprofessional collaboration to the discussion quest

Open Heart Surgery

For this assignment, read Case 19: The Case for Open Heart Surgery at Cabarrus Memorial Hospital

Why is the hospital considering this additional service?
Does the hospital and community really need this service? Why or why not?
What should be the most important characteristics of a hospital in which one would want to have an open heart surgery?
Is it financially viable for a hospital to offer this service? What costs and revenues would you predict to know the viability? Would any revenues cover the costs of offering this service?
In addition to the above, state any three instances that could go wrong if this service is offered

Hi, Step 4: EHR implementation Required Resources

EHR implementation is a type of Information technology (IT) project that requires human (project manager, project team) and financial (EHR acquisition, salaries of staff) resources besides any project management software. Your supervisor asked you to list the needed resources to undertake the EHR project in a 3-5 APA formatted pages excluding the Cover and Reference pages.

Your supervisor again suggested some resources for your guidance.

What is a resource in project Management https://www.wrike.com/project-management-guide/faq/what-is-a-resource-in-project-management/

Key Principles of Resource Management https://www.greycampus.com/blog/project-management/key-principles-of-resource-management

Olson, B. D. (2016). Chapter 27: Project Management. Health Information Management: Concepts, Principles and Practice. 5^th Edn. AHIMA press.