10421, 736 AM Rubric Assessment - MHC6306-Human Resource Ma

10/4/21, 7:36 AM Rubric Assessment - MHC6306-Human
Resource Management in Healthcare Organizations SU01 -
South University
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Associated Learning Objectives
MHC6306.01 HR function related to strategic planning
Assessment Method: Score on Criteria - IMPORTANCE OF
IDENTIFIED ROLES: Describe and assess the importance of
each role and how it relates to the organization
Required Performance: Satisfactory (C range) (21-23)
MHC6306.03 Job analysis
Assessment Method: Score on Criteria - IMPORTANCE OF
IDENTIFIED ROLES: Describe and assess the importance of
each role and how it relates to the organization
Required Performance: Satisfactory (C range) (21-23)
Close
Print RubricMHC6306 Week 3 Project Rubric
Course: MHC6306-Human Resource Management in Healthcare
Organizations SU01

Criteria
No Submission
0 points
Emerging (F through
D range) (1–17)
1 point
Satisfactory (C range)
(18-19)
19 points
Proficient (B range)
(20 - 22)
22 points
Exemplary (A range)
(23-25)
25 points
Criterion Score
EDUCATIONAL
QUALIFICATIONS
: Explain the
education
qualifications
needed for each
position/ role

/ 25
CREDENTIALING
AND LICENSING:
Outline the
requirements for
the identified roles
/ 25
Student did not
submit assignment.
Student attempted to
explain the
educational
qualifications of the
positions, but did not
provide sufficient
understanding in the
explanation
Student explained the

educational
qualifications of each
position using two to
three resources
educational
qualifications for
each position using
two to three scholarly
resources
educational
qualifications for
each position using
three to five scholarly
resources
Student did not
submit assignment.

outline the
requirements for
licensing and
credentialing for the
positions but did not
demonstrate
sufficient
understanding
Student outlined the
requirements for
licensing and
credentialing using
two to three
resources
requirements for
licensing and

credentialing using
resources
requirements for
licensing and
credentialing using
resources
Criteria
No Submission
0 points
Emerging (F through
D range) (1–20)
20 points
(21-23)
23 points
(24-26)
26 points
Exemplary (A range)

(27-30)
30 points
Criterion Score
IMPORTANCE OF
IDENTIFIED
ROLES: Describe
and assess the
importance of
each role and how
it relates to the
organization
/ 30
Student did not
submit assignment.
describe and assess
the importance of
each role but did not
demonstrate

sufficient
understanding
Student described
and assessed each
role using two to
three resources
Student described
and assessed each
role using two to
three scholarly
resources
Student described
and assessed each
role using three to
five scholarly
resources
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South University
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Criteria
No Submission
0 points
Emerging (F through
D range) (1–20)
20 points
(21-23)
23 points
(24-26)
26 points
Exemplary (A range)
(27-30)
30 points
Criterion Score
SCOPE OF
PRACTICE: Define
the scope of each

identified role
/ 30
Student did not
submit assignment
define the scope of
each position in the
organization, but did
not demonstrate
sufficient
understanding
Student defined the
scope of each role in
the organization
using two to three
resources
Student defined the

the organization
using two to three
scholarly resources
Student defined the
the organization
using three to five
scholarly resources
Criteria
No Submission
0 points
Emerging (F through
D range) (1–17)
1 point
(18-19)
19 points
(20-22)
22 points
Exemplary (A range)
(23-25)
25 points

Criterion Score
LEGAL ASPECTS:
Assess the legal
aspects affecting
HRM in the
healthcare setting
/ 25
CLIMATE AND
DIVERSITY: Utilize
critical thinking to
prepare a plan that
builds a climate of
trust and respect
among employees
incorporating the
importance of
diversity in the
workforce

/ 25
Student did not
submit assignment
assess the legal
aspects of HRM in
the healthcare setting
but did not
demonstrate
sufficient
understanding
Student assess the
legal aspects of HRM
in healthcare using
two to three
resources
Student assess the

in healthcare using
resources
Student assess the
in healthcare using
resources
iStudent did not
submit assignment
prepare a plan
building a climate f
trust and respect
while incorporating
the importance of
diversity in the
workforce but did not

demonstrate
sufficient
understanding
Student prepared a
critically thought out
plan that builds a
climate of trust and
respect among the
workforce while
incorporating the
importance of
diversity using two to
three resources
Student prepared a
plan that builds a
respect among the

workforce while
incorporating the
importance of
diversity using two to
three scholarly
resources
Student prepared a
plan that builds a
respect among the
workforce while
incorporating the
importance of
diversity using three
to five scholarly
resources
Criteria
No Submission

0 points
Emerging (F through
D range) (1–9)
9 points
(10-12)
10 points
(13-14)
13 points
Exemplary (A range)
(15)
15 points
Criterion Score
South University
=251905&… 3/3
Total / 175
Overall Score
Criteria

No Submission
0 points
Emerging (F through
D range) (1–9)
9 points
(10-12)
10 points
(13-14)
13 points
Exemplary (A range)
(15)
15 points
Criterion Score
LANGUAGE
MECHANICS:
Present a
structured
presentation free
of spelling and
grammatical errors
and properly cited

sources using APA
format.
/ 15
Student did not
submit assignment.
Contains many (≥ 5)
grammar, spelling,
punctuation and APA
errors that interfere
with the reader’s
understanding.
Contains a few (3-4)
grammar, spelling,
punctuation and APA
errors.
Uses correct
grammar, spelling,
and punctuation with

no errors. Contains a
few (1–2) APA format
errors.
Uses correct
grammar, spelling,
and punctuation with
no errors. Uses
correct APA format
with no errors.
No Submission
0 points minimum
Emerging (F through D range)
1 point minimum
122 points minimum
140 points minimum
Exemplary (A range)
157 points minimum

South University
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74&d2l_b… 1/4
Close
Print RubricSUO Discussion Rubric (80 Points) - Version 1.2
Course: MHC6306-Human Resource Management in Healthcare
Organizations SU01
Response
No Submission
0 points
Emerging (F-D: 1-27)
27 points
Satisfactory (C: 28-
31)
31 points
Proficient (B: 32-35)
35 points
Exemplary (A: 36-40)
40 points
Criterion Score
Quality of Initial

Posting
/ 40
No initial posting exists to
evaluate.
The information provided is
inaccurate, not focused on
the assignment’s topic,
and/or does not answer
the question(s) fully.
Response demonstrates
incomplete understanding
of the topic and/or
inadequate preparation.
accurate, giving a basic
understanding of the
topic(s) covered. A basic
understanding is when you
are able to describe the

terms and concepts
covered. Despite this basic
understanding, initial
posting may not include
complete development of
all aspects of the
assignment.
accurate, displaying a good
topic(s) covered. A good
understanding is when you
are able to explain the
terms and topics covered.
Initial posting
demonstrates sincere
reflection and addresses
most aspects of the

assignment, although all
concepts may not be fully
developed.
accurate, providing an in-
depth, well thought-out
topic(s) covered. An in-
depth understanding
provides an analysis of the
information, synthesizing
what is learned from the
course/assigned readings.
Participation
No Submission
0 points
13 points
16)

16 points
18 points
20 points
Criterion Score
South University
74&d2l_b… 2/4
Participation
No Submission
0 points
13 points
16)
16 points
18 points

20 points
Criterion Score
Participation in
Discussion
/ 20
No responses to other
classmates were posted in
this discussion forum.
May include one or more
of the following:
*Comments to only one
other student's post.
*Comments are not
substantive, such as just
one line or saying, “Good
job” or “I agree.
*Comments are off topic.
Comments to two or more
classmates’ initial posts but

only on one day of the
week. Comments are
substantive, meaning they
reflect and expand on what
the other student wrote.
classmates’ initial posts on
more than one day.
Comments are substantive,
meaning they reflect and
expand on what the other
student wrote.
classmates’ initial posts and
to the instructor's
comment (if applicable) on
two or more days.
Responses demonstrate an

analysis of peers’
comments, building on
previous posts. Comments
extend and deepen
meaningful conversation
and may include a follow-
up question.
Writing
No Submission
0 points
13 points
Satisfaction (C: 14-
16)
16 points
18 points
20 points
Criterion Score

South University
74&d2l_b… 3/4
Total / 80
Writing
No Submission
0 points
13 points
Satisfaction (C: 14-
16)
16 points
18 points
20 points
Criterion Score
Writing Mechanics
(Spelling,
Grammar, Citation

Style) and
Information
Literacy
/ 20
No postings for which to
evaluate language and
grammar exist.
Numerous issues in any of
the following: grammar,
mechanics, spelling, use of
slang, and incomplete or
missing citations and
references. If required for
the assignment, did not use
course, text, and/or
outside readings (where
relevant) to support work.
Some spelling, grammatical,
and/or structural errors are

present. Some errors in
formatting citations and
references are present. If
required for the
assignment, utilizes sources
to support work for initial
post but not comments to
other students. Sources
include course/text
readings but outside
sources (when relevant)
include non-
academic/authoritative,
such as Wikis and .com
resources.
Minor errors in grammar,
mechanics, or spelling in
the initial posting are

present. Minor errors in
formatting citations and
references may exist. If
required for the
to support work for both
the initial post and some of
the comments to other
students. Sources include
course and text readings as
well as outside sources
(when relevant) that are
academic and authoritative
(e.g., journal articles, other
text books, .gov Web sites,
professional organization
Web sites, cases, statutes,
or administrative rules).

Minor to no errors exist in
grammar, mechanics, or
spelling in both the initial
post and comments to
others. Formatting of
citations and references is
correct. If required for the
to support work for both
the initial post and the
comments to other
students. Sources include
course and text readings as
well as outside sources
(when relevant) that are
academic and authoritative
(e.g., journal articles, other
text books, .gov Web sites,

professional organization
Web sites, cases, statutes,
or administrative rules).
South University
74&d2l_b… 4/4
Overall Score
No Submission
0 points minimum
There was no
submission for this
assignment.
Emerging (F to D Range)
1 point minimum
Satisfactory progress has not been met on
the competencies for this assignment.

Satisfactory (C Range)
56 points minimum
Satisfactory progress has been achieved on
the competencies for this assignment.
Proficient (B Range)
64 points minimum
Proficiency has been achieved on the
competencies for this assignment.
Exemplary (A Range)
72 points minimum
The competencies for this
assignment have been
mastered.
Page 1 of 1
Human Resource Management in Healthcare Organizations
©2014 South University
Job Design, Job Analysis, and Job Description

Let’s learn about the differences among a job design, a job
analysis, and a job description.
Aspect Definition Purpose Use
Job Design
A job design is primarily
concerned with
designing the job to
match the employees’
skill sets with the job
and then using these
skills to improve
organizational
performance.
The purpose of a job
design is to improve
employee motivation
and productivity.
A job design is used to
address problems such as:
overload

hours
Job
Analysis
A job analysis involves
knowing the nature and
characteristics of the
people to be employed
for the jobs.
analysis is to document
the requirements of a
job and the work
performed.
A job analysis is used for:
retention
development

Job
Description
A job description is a
written statement of a
specific job, which
includes duties,
responsibilities, and
working conditions
required for the job.
description is to
capture the skills,
experience,
qualifications,
knowledge, and
attributes that are
required to perform a
job successfully.
A job description is used
for:
qualifications and
experience required for
the job
MHC6306 WEEK 3 LECTURE, DISCUSSION, & PROJECT
INSTRUCTIONS

1
Job Design; Analysis; and Description
A job design refers to arranging tasks related to a job in a way
that helps increase productivity, operational efficiency, and
quality and reduce job dissatisfaction. As a human resources
professional, you must ensure that the employees meet these
objectives and that the objectives are tied directly to the
analysis and description of any job within the organization.
So, you have learned about the role of HRM in dealing with job
design, job analysis, and job descriptions. In addition, you will
focus on performance management, employee relations, and the
disciplinary process.
Resources:
Cogin, J. A., Ju Li, N., & Lee, I. (2016). Controlling healthcare
professionals: How human resource management influences job
attitudes and operational efficiency. Human Resources for
Health, 14
doi:https://su.idm.oclc.org/login?url=http://search.ebscohost.co
m/login.aspx?direct=true&db=rzh&AN=118354459&site=eds-
live
Sadatsafavi, H., M.A., & Walewski, J., PhD. (2013). Corporate
sustainability: The environmental design and human resource
management interface in healthcare settings. HERD : Health
Environments Research & Design Journal, 6(2), 98-118.
Retrieved from
https://su.idm.oclc.org/login?url=http://search.ebscohost.com/lo
gin.aspx?direct=true&db=a9h&AN=90392208&site=eds-live

Additional Materials
Performance Management in Healthcare
Performance management is a process that helps gauge an
organization's progress toward its goals. It sets the organization
on a path toward achieving excellence in the organization's
objectives.
Performance management also helps employees know their
contributions toward achieving the organization's objectives. In
addition, it helps employees know that their contributions are
recognized and acknowledged.
Knowing the contribution of an employee toward achieving
organization goals requires a two-way communication between
the reviewed and the reviewer.
The steps of the two-way communication process are given
below.
1. Clarifying expectations: Performance management begins
with a discussion between the reviewee and the reviewer
regarding:
· Expectations
· Objectives
· Goals
2. Setting objectives: The expectations, objectives, and goals
set in the first step are evaluated periodically.
3. Providing feedback: The reviewer provides periodic feedback
to the reviewee. The feedback must include a discussion on:
· Expected results
· Achieved results
· Refinement of objectives to meet current situations
· Removal of barriers to the achievement of results
4. Evaluating performance: The performance should be
evaluated at the end of the year. The performance evaluation
discussion must include:

· Variances in performance
· Next year's objectives, goals, and expectations
· Ratings
An effective performance management process can be an
effective motivator for employees. It can help the HR
professionals and the employees achieve the best possible
performance for the organization.
In this lecture you analyzed and designed a job description for a
healthcare organization, understand performance management in
healthcare organizations, and examined the common practices
and processes in addressing employee relations. Next you will
learn about the importance of HRM in dealing with job design,
job analysis, and job descriptions. You also learned about
performance management, employee relations, and the
disciplinary process.
Resources:
van, d. R., Van, d. B., & S.R. Segers, M. (2013). Understanding
informal feedback seeking in the workplace. European Journal
of Training and Development, 37(1), 72-85.
https://su.idm.oclc.org/login?url=http://search.ebscohost.com/lo
gin.aspx?direct=true&db=eric&AN=EJ1005938&site=eds-live
Clarke, M. A., & Hill, S. R. (2012). Promoting employee
wellbeing and quality service outcomes: The role of HRM
practices. Journal of Management and Organization, 18(5), 702-
713.
https://search-proquest-
com.southuniversity.libproxy.edmc.edu/docview/1268167617?a
ccountid=87314
Employee Relations
Employee relations are important for the success of HRM
because it is the responsibility of HRM to manage and monitor
employees.
An HR professional acts as an advisor or leader for the
employees. The HR professional can foster a productive and

positive work environment only in consultation with employees
and departmental heads.
Employee relations include a variety of activities, such as:
· Coaching and training employees on the performance
management system or on employee rights
· Advising employees on policies and procedures
· Advising employees on the disciplinary process or corrective
actions to take
· Handling conflicts, disputes, or grievances through mediation
and resolution
· Ensuring compliance with employee contracts
· Educating the employees with queries related to the employee
handbook
· Investigating complaints or charges of noncompliance with
regulations
These types of issues must get addressed in a timely manner to
keep empowering employees to perform successfully. For
example, complaints of sexual harassment, discrimination, or
other work-related concerns are serious issues that HR
professionals must address quickly. They must resolve any
issues that interrupt the positive and productive work
environment, as such issues hamper the achievement of
organizational objectives.
One of the responsibilities of HR professionals is to ensure
compliance in the disciplinary process. The discipl inary process
is a method employers use to inform employees that something
is wrong. It generally comes into effect in the case of an
allegation of improper conduct against an employee.
So you learned about designing a job description for a
healthcare organization. The unit also focused on understanding
performance management in healthcare organizations. In
addition, you examined the common practices and processes in
addressing employee relations. Next, you will learn some
exciting and informative facts about healthcare recruitment,
selection, and retention and will t also focuses on methods,
metrics, and best practices related to recruitment, selection, and

retention.
Resource:
Malvey, Donna,M.H.S.A., PhD. (2010). Unionization in
healthcare strategies. Journal of Healthcare Management, 55(4),
236-40. Retrieved from https://search-proquest-
com.southuniversity.libproxy.edmc.edu/docview/742470084?acc
ountid=87314
Week 3 Discussion
Before beginning work on this discussion forum, please review
the link “Doing Discussion Questions Right,” the expanded
grading rubric for the forum, and any specific instructions for
this topic.
Before the end of the week, begin commenting on at least two
of your classmates’ responses. You can ask technical questions
or respond generally to the overall experience. Be objective,
clear, and concise. Always use constructive language, even in
criticism, to work toward the goal of positive progress. Submit
your responses in the Discussion Area.
Job Description, Analysis, and Design and Mutual Respect and
Trust
The knowledge of jobs is used for many purposes, certainly in
the field of HRM for healthcare organizations. In particular,
knowledge of what a job requires an employee to do—the basis
for pay—is essential to make comparisons with other jobs for
market pricing and as the first step in evaluating jobs internally.
Today and every day, as leaders or managers, we want to

emphasize the golden rule of treating others the way we want to
be treated. We are working with a diverse team of people from
many cultures, traditions, backgrounds, and belief. This is what
makes us a strong, effective, and successful healthcare
organization.
Tasks:
In a minimum of 200 words, post to the Discussion Area your
responses to the following:
· Consider the differences among a job description, a job
analysis, and a job design. What is the importance of each in
healthcare HRM?
· How would you foster a climate of mutual respect and trust
among your team members?
· Suppose you are developing the job description, analysis, and
design for a clinical team leader position. Does diversity relate
to the position at all? Explain your answer. If yes, how will you
address it?
To support your work, use your course and textbook readings
and also use the South University Online Library. As in all
assignments, cite your sources in your work and provide
references for the citations in APA format.
Week 3 Project
Instructions
Before beginning work on this assignment, please review
the expanded grading rubric for specific instructions relating to
content and formatting.
In this assignment, you will explore the differences among
educational levels, the scopes of practice, and credentialing and
licensure requirements for various employees in a healthcare
organization.
Scenario: You are the HR manager of a newly established
healthcare organization. The board of directors of the
organization asks you to prepare a presentation on the required

profiles for the following roles:
· Administrator (i.e., chief executive officer, vice president of
nursing or finance, etc.)
· Physician
· Registered nurse
· Nurse's aide
· Laboratory technician
· Dietary aide
· Maintenance professional
Tasks:
For each role, provide the following information:
· Educational qualifications required for the role
· Scope of practice for the role
· Credentialing and licensure requirements for the role
· A description of the importance of the role in a healthcare
organization
· Explain the legal aspects of the HRM role.
For the workforce as a whole, address the following:
· How would you build and maintain a climate of mutual respect
and trust among employees?
· What is the importance of diversity in the workforce?
Submission Details:
· To support your work, use your course and textbook readings
and also use the South University Online Library. As in all
assignments, cite your sources in your work and provide
references for the citations in APA format.
· Your assignment should be addressed in a 16- to 20-
PowerPoint presentation.

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10421, 736 AM Rubric Assessment - MHC6306-Human Resource Ma