Running head: LEVERAGING HUMAN CAPITAL: ACQUIRING EMPLOYEES 2 LEVERAGING HUMAN CAPITAL: ACQUIRING EMPLOYEE 2 Leveraging Human Capital: Acquiring Employees Your Name Grand Canyon University: HRM-635 Date Leveraging Human Capital: Acquiring Employees Every organization wants to be successful and create a strong impact in society. To continue in the upward desired trend, organizations need to analyze current practices in place and identify areas for potential growth and development. It is imperative that critical analysis takes place at both the employee and organizational levels which can be completed by performing a needs assessment (Canada, 2020). A needs assessment is a simple tool, with five different styles, which is to guide an organization in identifying any gaps between organization expectations and available resources that are preventing desired goals to be achieved. Outcomes of the needs assessment will present current problems and opportunities, provide data, insight, and generate justification for decision making. This paper will discuss use of a strategic needs assessment, followed with a proposal to incorporate jobs into an organization that are deemed important according to the needs assessment and conclude with an overview of processes made. This writer chose to critically analyze the Stabilization and Crisis Intervention Unit, an organization affiliated with the State of Oregon by conducting a strategic needs assessment. This writer implemented the SWOT method (S-strength, W-weakness, O-opportunity, T-threats) to analyze five internal departments and their functions, employment needs within, jobs and tasks completed by departments, and current personal trainings that each department held (Sleezer, 2014).. Please see attached needs assessment matrix. Results from the strategic needs assessment indicated that is essential to put energy into an upgrade of current technological process within the organization and develop critical education opportunities for staff and generate a solid charting system for the nurses to continue impacting the needs of the community into the future. In Conclusion, use of a strategic needs assessment appears to address the performance processes that are allied with SACU’s core strategies for long term success and opportunities. Creating a computer program and designating someone to follow educational gaps and create programs to resolve them would be an overall success for SACU. Providing the ability to decrease the workload on the nurses would allow for more time spent with the individuals served. House managers would have day to day operations easier tracked and allow for education classes on strategic development. Human resources could provide extra training on ways to ensure personnel adhere to policies and procedures. Placement would have access to a much-needed tracking system, and the IT department would have access .

1. Running head: LEVERAGING HUMAN CAPITAL:
ACQUIRING EMPLOYEES 2
LEVERAGING HUMAN CAPITAL: ACQUIRING EMPLOYEE
2
Leveraging Human Capital: Acquiring Employees
Your Name
Grand Canyon University: HRM-635
Date
Leveraging Human Capital: Acquiring Employees
Every organization wants to be successful and create a strong
impact in society. To continue in the upward desired trend,
organizations need to analyze current practices in place and
identify areas for potential growth and development. It is
imperative that critical analysis takes place at both the
employee and organizational levels which can be completed by
performing a needs assessment (Canada, 2020). A needs
assessment is a simple tool, with five different styles, which is
to guide an organization in identifying any gaps between

2. organization expectations and available resources that are
preventing desired goals to be achieved. Outcomes of the needs
assessment will present current problems and opportunities,
provide data, insight, and generate justification for decision
making. This paper will discuss use of a strategic needs
assessment, followed with a proposal to incorporate jobs into an
organization that are deemed important according to the needs
assessment and conclude with an overview of processes made.
This writer chose to critically analyze the Stabilization and
Crisis Intervention Unit, an organization affiliated with the
State of Oregon by conducting a strategic needs assessment.
This writer implemented the SWOT method (S-strength, W-
weakness, O-opportunity, T-threats) to analyze five internal
departments and their functions, employment needs within, jobs
and tasks completed by departments, and current personal
trainings that each department held (Sleezer, 2014).. Please
see attached needs assessment matrix. Results from the strategic
needs assessment indicated that is essential to put energy into
an upgrade of current technological process within the
organization and develop critical education opportunities for
staff and generate a solid charting system for the nurses to
continue impacting the needs of the community into the future.
In Conclusion, use of a strategic needs assessment appears to
address the performance processes that are allied with SACU’s
core strategies for long term success and opportunities. Creating
a computer program and designating someone to follow
educational gaps and create programs to resolve them would be
an overall success for SACU. Providing the ability to decrease
the workload on the nurses would allow for more time spent
with the individuals served. House managers would have day to
day operations easier tracked and allow for education classes on
strategic development. Human resources could provide extra
training on ways to ensure personnel adhere to policies and
procedures. Placement would have access to a much-needed
tracking system, and the IT department would have access to
technological services that are much needed.

3. References
Canada. (2020, April 19). Essential Skills: Organizational
Needs Assessment. Retrieved from Human Resources and and
Social Development Government of Canada:
https://www.learnsphere.ca/assets/Uploads/ES-Organizational-
Needs-Assessment.pdf
Sleezer, C. M. (2014). A practical guide to needs assessment
(3rd ed.). San Francisco, CA: Wiley.

4. Job One: Lead IT Programmer and Developer
To create and develop a computer program system and to
provide advice and counsel to the Stabilization and Crisis
Intervention Unit. Conduct special studies, analyze results, and
present recommendations to management and influence
management decisions. Research, analyze, develop, and
implement new strategies, programs, and/or processes in
response to changing internal and external conditions.
Essential Functions
· Assist in the design of data communications systems, wiring
schematics and equipment configurations.
· Create system diagrams and provide scoping for simple
substation, generation, and load interconnection projects.
· Serve as a consultant to solve networking or communications
needs.
· Complete detailed design of telecommunication systems and
provide scoping for highly complex projects.
· Create documentation on all projects and keep documentation
updated.
· Write equipment specifications and purchase equipment for
projects.
· Support compliance efforts required by state and federal
regulations pertaining to electronic communications.
· Perform any additional responsibilities as requested or
assigned.
Competencies:
· Knowledge of principles of communications assisted
protective relaying.
· Knowledge of State and Federal HIPPA guidelines

5. · Effective oral and written communication skills.
· Effective analytical, problem-solving, and decision-making
skills.
· Ability to prioritize and handle multiple tasks and projects
concurrently.
Supervisory Responsibility
· Lead and Supervise a small IT team
Work Environment
This position is in a professional office environment and homes
of individuals with mental health and developmental
disabilities. Access to general office equipment such as file
cabinets and fax machines, phones, computers, and
photocopiers.
Position Type/Expected hours of Work
40 hours a week. This is typically Monday-Friday from 8:00-
5:00. Ability to flex hours and occasional weekend needs may
present. This job is available for approved overtime.
Travel
Travel is required within the Portland to Eugene Corridor,
Company vehicle designated to this position.
Requirements and Experience
· Desired bachelor’s degree in Electrical Engineering, Computer
Science, Information Technology, or related field; or equivalent
work experience.
· Minimum Three Years of related work experience would be
needed for candidates applying for this position who do not
possess a bachelor’s degree.
· Prior management experience
Work Authority/Security Clearance
· Fingerprint and Background Check
· Pre-hire Drug Screen

6. Job Two: Staff Operations and Training Specialist
Perform specialized duties related to budget functions and
training and budget. Review, develop, present, and implement
operational training plans. Conduct and present ongoing budget
analysis.
Essential Functions
· Prepare and submit data for budget formulation.
· Perform Administrative functions that corresponds with
position.
· Develop and Review Mobilization Plans.
· Perform routine and random inspections for training
compliance audits.
· Develop, Review, and implement training schedules and
annual publications.
· Provide technical advice and guidance that successfully
implements recommended training.
· Process actions for attendance at training classes.
· Create and implement online learning activities.
Job Requirements:
· Budgeting and accounting
· Prior experience of managing and working with a team.
· Experience developing and initiating education programs.

7. · Ability to maintain efficiency and productivity.
· Competency using Microsoft applications.
· Policy and Procedure development.
Competencies:
· Knowledge of principles of communications.
· Knowledge of State and Federal HIPPA guidelines
· Effective oral and written communication skills.
· Effective analytical, problem-solving, and decision-making
skills.
· Ability to prioritize and handle multiple tasks and projects
concurrently.
Supervisory Responsibility
No supervision required in this position
Work Environment
This position is located in a professional office environment and
homes of individuals with mental health and developmental
disabilities. Access to general office equipment such as file
cabinets and fax machines, phones, computers, and
photocopiers.
Position Type/Expected hours of Work
40 hours a week. This is typically Monday-Friday from 8:00-
5:00. Ability to flex hours and occasional weekend needs may
present. This job is available for approved overtime.
Travel
Travel is required within the Portland to Eugene Corridor,
Company vehicle designated to this position.
Requirements and Experience
· Bachelor’s degree in business or related field.
· Master’s degree preferred
· Minimum Three Years of Budget Development, inspection
reviews, and operations experience
· Experience in training and education of employees.
Work Authority/Security Clearance
· Fingerprint and Background Check
· Pre-hire Drug Screen

8. Needs Assessment Matrix
Department
Required Functions
Department or Employee Needs
Jobs or Tasks
Current Trainings
Nursing
Direct Care of Individuals, Coordinate, Care, Services, Staff
Training/Education, Care Plans
To create a manual guiding daily practice
requirements and needs, no current guidelines currently exist.
Work with IT to generate a more user-friendly system to
decrease workload and office/individual time allowance
(decrease paperwork time to increase time spent in houses with
individuals).
Care directly for Individuals and all their medical concerns and
needs within the agency, Coordination of services with outside
providers, Track educational needs within agency, Training of
all medical related needs for individuals, Medication

9. certification and recertification of staff., Yearly Nursing Care
Plans, Monthly Summaries of provided Nursing Care
Current Nursing License, Professional principles, practices, and
theory of nursing and its application, Laws, rules, and
regulations governing the provision of nursing care,
Medications and the physiological effect of those medications,
Disease processes and treatment methods, Principles and
procedures of infection control
House Manager
Day to Day Operations, Implementing Policies and Procedures,
Scheduling ISP’s, Future Planning
Incorporating additional managers who can think strategically
and has experience guiding practices into the future
Training employees on Individuals served, Day to Day
operations, Scheduling Individual needs
OIS, CPR/First Aid, Budgeting/Accounting, Management
Human Resources
Hiring and firing employees, implementing H.R. policies,
ensuring federal regulations are adhered to
Extra training on ways to ensure personnel adhere to policies
and procedures
Hiring and firing employees, Implementing H.R. policies,
Ensure State and Federal guidelines and regulations are adhered
to
Professional in Human Resources, Human Resources,
Management, Professional
Placement Team
Internal Individual Transfers, Program Entrance, Program Exits
Ability to track movement within and outside of the agency with
other providers, learn to collaborate without breaking HIPPA
Individual Placement and, movement within the agency

10. Microsoft, Networking, Workday, Oracle
IT
Network connectivity, hardware, and software issues,
troubleshooting problem
Increase employees to support a growing business, develop a
better user-friendly program, Create more efficient hardware,
and software
Network connectivity,
Manage hardware, and software issues, troubleshooting
problems, Anything IT related
Networking, Microsoft, Oracle, Therap
Description
Hi everyone,
There is always confusion with this assignment and I have had
questions in this class. Here is a short synopsis and an
attachment to help
Within HR in combination with managers and other leadership,
the combined efforts evaluate the business needs of the
organization. Here is where we then target positions needed
based on the needs assessment. Once we identify the position(s)
needed by department, we in HR (combined with input from
managers) design position descriptions (PD) for each needed
job. These PDs are used to 1) advertise the job(s) (recruitment),
staff the position(s) and are used to develop the performance
standards (appraisals) for the Performance Management Cycle
(PMC).
The first part of the assignment stated you are conducting a
needs assessment and developing two job descriptions for your
current organization or a preapproved organization that you
have access to interact with, in order to complete this

11. assignment. Once you review your organization and potential or
actual needs, you will develop two job descriptions (PD).
Needs Assessment
Observe and assess the state of your current organization, or
another pre-selected organization. A needs assessment is
necessary to identify areas for potential growth, both at the
employee and organizational level. 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 Matrix" resource to complete your needs
assessment. (This is in conjunction with and/or part of the first
part above).
The next part of the assignment (the actual development of PDs)
is:
Job Descriptions
Once your needs assessment is complete, you are required to
select an existing position in your organization and develop a
one-page detailed job description for that position that is
informed by the findings of the needs assessment.
To summarize, analyze the needs of your organization or one
you are familiar with. Then develop two PDs.
Please see the attachment of how to write a PD (elements
common and needed).
Rubic_Print_FormatCourse CodeClass CodeAssignment
TitleTotal PointsHRM-635HRM-635-O500Benchmark -
Acquiring Employees130.0CriteriaPercentageUnsatisfactory
(0.00%)Less than Satisfactory (74.00%)Satisfactory
(79.00%)Good (87.00%)Excellent (100.00%)CommentsPoints
EarnedContent70.0%Needs Assessment (MSL: 2.2) (MPA: 2.3)
35.0%A needs assessment is not included. A needs assessment
is included, but it is incomplete or lacks detail. A needs
assessment is included and the matrix is complete, but the needs

12. assessment minimally addresses areas for potential growth. A
detailed needs assessment is included and the matrix is thorough
and complete. The needs assessment addresses areas for
potential growth and includes at least one example from each
area analyzed.A comprehensive needs assessment is included
and the matrix is well developed. The needs assessment
addresses areas for potential growth and includes multiple
examples from each area analyzed.Job Descriptions35.0%Two
job descriptions are not included. One or two job descriptions
are included, but they are incomplete or lack detail. Two job
descriptions are included. A job analysis is conducted to
determine necessary knowledge, skills, abilities, and other
characteristics to incorporate in the job descriptions. Two job
descriptions are included and provide details of corporate
research conducted during analysis. A thorough job analysis is
conducted to determine necessary knowledge, skills, abilities,
and other characteristics to incorporate in the job descriptions.
Two job descriptions are included and provide details of
corporate research conducted during analysis. A thorough job
analysis is conducted to determine necessary knowledge, skills,
abilities, and other characteristics to incorporate in the job
descriptions. The job descriptions are clear and well developed
to appeal to potential candidates.Organization and
Effectiveness20.0%Thesis Development and Purpose7.0%Paper
lacks any discernible overall purpose or organizing claim.Thesis
is insufficiently developed or vague. Purpose is not clear.Thesis
is apparent and appropriate to purpose.Thesis is clear and
forecasts the development of the paper. Thesis is descriptive
and reflective of the arguments and appropriate to the
purpose.Thesis is comprehensive and contains the essence of the
paper. Thesis statement makes the purpose of the paper
clear.Argument Logic and Construction8.0%Statement of
purpose is not justified by the conclusion. The conclusion does
not support the claim made. Argument is incoherent and uses
noncredible sources.Sufficient justification of claims is lacking.
Argument lacks consistent unity. There are obvious flaws in the

13. logic. Some sources have questionable credibility.Argument is
orderly, but may have a few inconsistencies. The argument
presents minimal justification of claims. Argument logically,
but not thoroughly, supports the purpose. Sources used are
credible. Introduction and conclusion bracket the thesis.
Argument shows logical progressions. Techniques of
argumentation are evident. There is a smooth progression of
claims from introduction to conclusion. Most sources are
authoritative.Clear and convincing argument that presents a
persuasive claim in a distinctive and compelling manner. All
sources are authoritative.Mechanics of Writing (includes
spelling, punctuation, grammar, language use)5.0%Surface
errors are pervasive enough that they impede communication of
meaning. Inappropriate word choice or sentence construction is
used.Frequent and repetitive mechanical errors distract the
reader. Inconsistencies in language choice (register) or word
choice are present. Sentence structure is correct but not
varied.Some mechanical errors or typos are present, but they are
not overly distracting to the reader. Correct and varied sentence
structure and audience-appropriate language are employed.Prose
is largely free of mechanical errors, although a few may be
present. The writer uses a variety of effective sentence
structures and figures of speech.Writer is clearly in command of
standard, written, academic English.Format10.0%Paper Format
(use of appropriate style for the major and
assignment)5.0%Template is not used appropriately or
documentation format is rarely followed correctly.Appropriate
template is used, but some elements are missing or mistaken. A
lack of control with formatting is apparent.Appropriate template
is used. Formatting is correct, although some minor errors may
be present. Appropriate template is fully used. There are
virtually no errors in formatting style.All format elements are
correct. Documentation of Sources (citations, footnotes,
references, bibliography, etc., as appropriate to assignment and
style)5.0%Sources are not documented.Documentation of
sources is inconsistent or incorrect, as appropriate to

14. assignment and style, with numerous formatting errors.Sources
are documented, as appropriate to assignment and style,
although some formatting errors may be present.Sources are
documented, as appropriate to assignment and style, and format
is mostly correct. Sources are completely and correctly
documented, as appropriate to assignment and style, and format
is free of error.Total Weightage100%
Needs Assessment Matrix
Definition: A needs assessment is the process organizations use
to determine if training is necessary for its employees.
Note: This template serves as a guide to complete the needs
assessment of your current or selected organization. You are
allowed to manipulate the categories to obtain the information
you require in order to complete the assignment.
Department
Required Functions
Department or Employee Needs
Jobs or Tasks
Current Trainings

15. © 2018. Grand Canyon University. All Rights Reserved.