MHACB543: Tackling The Talent War In The Health Sector

MHACB/543 Competency 3 Assessment and RubricCourse Title: Tackling the Talent War in the Health Sector
Competency Assessment Title: Recruitment and Succession Plan
Assignment Directions
Recruitment and Succession Plan
A key to tackling the talent war in the health sector is strategic planning for succession. At any given time, a senior member of your team could
resign or suffer an unexpected health emergency. The only way to move forward without major organizational disruption is through planning for
such occurrences. In this assessment, you will gain experience benchmarking succession planning strategies based on current trends.
Assume your highest performing tenured manager of a 20-person department unexpectedly submitted her 2 weeks’ notice. Your next most
tenured employee in the department has only 2 years of experience and is not ready to assume the position at this time. Additionally, there is a
major health care organization in your area that seems to have the first pick when recruiting the talent you really need. The executive team for
your organization has asked you to address this situation.
Develop a 1,050- to 1,400-word strategic succession plan that addresses the following:
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Priorities and steps to mitigate the impact of your employee’s rapid departure
A proposed recruitment plan to fill the managerial position
A preboarding checklist and onboarding plan covering an employee’s first 30, 90, and 180 days with performance metrics
Succession plan policies and practices that could be put in place to proactively avoid this situation
How the proposed plan aligns with current trends in the health care industry
Cite at least 3 reputable references to support your assignment (e.g., trade or industry publications, government or agency websites, scholarly
works, or other sources of similar quality).
Format your citations according to APA guidelines.
Submit your assignment.
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MHACB/543 Competency 3 Rubric
Page 2 of 2
Competency Assessment Rubric
Assignment/Performance
Criteria
Mastery
100%
Meets Expectations
85%
Not Met
0%
1. Mitigation
(weight 18%)
The succession plan thoroughly
related priorities and steps to
mitigate the impact of the
employee’s rapid departure.
The succession plan partially
related priorities and steps to
mitigate the impact of the
employee’s rapid departure.
The succession plan did not relate
priorities and steps to mitigate the
impact of the employee’s rapid
departure.
2. Recruitment plan
(weight 18%)
The succession plan astutely
proposed a recruitment plan to fill
the managerial position.
The succession plan partially
proposed a recruitment plan to fill
the managerial position.
The succession plan did not propose a
recruitment plan to fill the managerial
position.
3. Checklist and plan
(weight 18%)
The succession plan insightfully
articulated a preboarding checklist
and onboarding plan covering an
employee’s first 30, 90, and 180
days with performance metrics.
The succession plan partially
articulated a preboarding checklist
and onboarding plan covering an
employee’s first 30, 90, and 180
days with performance metrics.
The succession plan did not articulate a
preboarding checklist and onboarding
plan covering an employee’s first 30,
90, and 180 days with performance
metrics.
4. Succession plan
policies and practices
(weight 18%)
The succession plan
comprehensively identified
succession plan policies and
practices that could be put in place
to proactively avoid this situation.
The succession plan partially
identified succession plan policies
and practices that could be put in
place to proactively avoid this
situation.
The succession plan did not identify
succession plan policies and practices
that could be put in place to proactively
avoid this situation.
5. Plan alignment
(weight 18%)
The succession plan fully explained
how the plan aligns to current trends
in the health care industry.
The succession plan nominally
explained how the plan aligns to
current trends in the health care
industry.
The succession plan did not explain
how the plan aligns to current trends in
the health care industry.
6. References
(weight 5%)
The summary cited 3 reputable
references to support the
assignment.
The summary cited 2 reputable
references to support the
assignment.
The summary did not cite any reputable
references to support the assignment.
7. Grammar and Writing
Mechanics and APA
(weight 5%)
Accuracy in grammar, sentence
structures, sentence boundaries,
and word choice enhanced content;
citations accurately formatted as per
APA guidelines
Rare inaccuracies/errors in
grammar, sentence structures,
sentence boundaries, and word
choice did not detract from the
content; rare inaccuracies/errors
in formatting citations as per APA
guidelines
Occasional or frequent
inaccuracies/errors in grammar,
sentence structures, sentence
boundaries, and word choice detracted
from the content; occasional or frequent
inaccuracies/errors in formatting
citations as per APA guidelines
Copyright 2022 by University of Phoenix. All rights reserved.
MHACB/543 Competency 2 Assessment and Rubric
Course Title: Tackling the Talent War in the Health Sector
Competency Assessment Title: Multigenerational Workforce Conflicts
Assignment Directions
Multigenerational Workforce Conflicts
In the 21st century, the health care workforce is made up of four different generations of workers, who now operate from many different cultural
perspectives. As a health care manager, it is important for you to understand how to manage conflict within and between these groups. In this
assessment, you will evaluate strategies to support the multigenerational health care workforce and help them work in a harmonious fashion.
Imagine that you manage a department in a health care organization of your choosing. The organization recently merged with another, layoffs
occurred, and departments are now being consolidated. Your department now has employees whose ages span four generations, in which three
different cultural groups are represented. Conflict is brewing between them. The conflict is affecting performance, shift scheduling, and
cooperation with other departments. Your supervisor requests that you prepare a presentation addressing strategies to effectively manage your
multigenerational workforce, especially as it relates to conflict in workstyles.
Write a 1,050- to 1,400-word directive to address these conflicts. Do the following in your directive:
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Assess the situation that your department is facing.
Create clear and reasonable expectations and goals to achieve cohesion, cooperation, and communication between the four generations
of workers in your department.
Lay out a strategy to overcome these conflicts and improve workplace performance.
Explain how success will be measured based on your strategy and goals.
Consider using tables, matrices, or other visuals.
Evaluate what leadership traits you need to incorporate to lead your diverse department.
Cite 3 reputable references to support your assignment (e.g., trade or industry publications, government or agency websites, scholarly works, or
other sources of similar quality).
Create a 15-slide Microsoft® PowerPoint® presentation with speaker notes that presents your directive to the human resources manager and
chief operating manager.
Format your citations according to APA guidelines.
Copyright 2022 by University of Phoenix. All rights reserved.
MHACB/543 Competency 2 Rubric
Page 2 of 3
Submit your assignment.
Copyright 2022 by University of Phoenix. All rights reserved.
MHACB/543 Competency 2 Rubric
Page 3 of 3
Competency Assessment Rubric
Assignment/Performance
Criteria
Mastery
100%
Meets Expectations
85%
1. Situation Assessment
(weight 15%)
The directive thoroughly
assessed the situation that the
department is facing.
The directive sufficiently assessed
the situation that the department is
facing.
The directive did not assess the
situation that the department is
facing.
2. Expectations and goals
(weight 20%)
The directive fully related clear
and reasonable expectations and
goals to achieve cohesion,
cooperation, and communication
between the four generations of
workers in the department.
The directive nominally related clear
and reasonable expectations and
goals to achieve cohesion,
cooperation, and communication
between the four generations of
workers in the department.
The directive did not relate clear and
reasonable expectations and goals
to achieve cohesion, cooperation,
and communication between the four
generations of workers in the
department.
3. Overcoming conflicts
(weight 20%)
The directive clearly identified a
strategy to overcome conflicts
and improve workplace
performance.
The directive partially identified a
strategy to overcome conflicts and
improve workplace performance.
The directive did not identify a
strategy to overcome conflicts and
improve workplace performance.
4. Measuring success
(weight 15%)
The directive astutely explained
how success will be measured
based on the strategy and goals.
The directive partially explained how
success will be measured based on
the strategy and goals.
The directive did not explain how
success will be measured based on
the strategy and goals.
5. Leadership traits
(weight 20%)
The directive comprehensively
evaluated the leadership traits
that need to be incorporated in
lead a diverse department.
The directive partially evaluated the
leadership traits that need to be
incorporated to lead a diverse
department.
The directive did not evaluate the
leadership traits that need to be
incorporated to lead a diverse
department.
6. References
(weight 5%)
The summary cited 3 reputable
references to support the
assignment.
The summary cited 2 reputable
references to support the
assignment.
The summary did not cite any
reputable references to support the
assignment.
7. Grammar and Writing
Mechanics and APA
(weight 5%)
Accuracy in grammar, sentence
structures, sentence boundaries,
and word choice enhanced
content; citations accurately
formatted as per APA guidelines
Rare inaccuracies/errors in
grammar, sentence structures,
sentence boundaries, and word
choice did not detract from the
content; rare inaccuracies/errors in
formatting citations as per APA
guidelines
Occasional or frequent
inaccuracies/errors in grammar,
sentence structures, sentence
boundaries, and word choice
detracted from the content;
occasional or frequent
inaccuracies/errors in formatting
citations as per APA guidelines
Copyright 2022 by University of Phoenix. All rights reserved.
Not Met
0%
MHACB/543 Competency 1 Assessment and Rubric
Course Title: Tackling the Talent War in the Health Sector
Competency Assessment Title: Strategies for Workforce Improvement in Health Care
Assignment Directions
Strategies for Workforce Improvement in Health Care
As a human resources manager in a health care organization, you will be asked to develop varying types of strategies and management
techniques that improve the performance of your workforce. It is important for you to know how to keep abreast of such strategies through
research, as well as analyze how such strategies and techniques can be applied in your organization. In this assessment, you will apply these
skills.
Select a health care organization, and specific division within it, with which you work or are familiar.
Assume you are the human resources director for your selected organization.
In a recent meeting, executive management has determined it would like to improve health care workforce performance levels within a specific
division of your organization.
Management has asked you to research and identify 3 diverse strategies that use innovative management techniques, operational practices, or
technology that could be applied to improve workforce performance within the selected division at your health care organization.
Create a 1,050- to 1,400-word summary of 3 diverse strategies to improve workforce performance that includes the following:
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Identification of 3 key strategies to improve workforce performance for your organization and division
An analysis of how each strategy could be deployed within your division and organization to improve workforce performance
A recommendation for application of the best key strategy
An analysis of how your recommended strategy affects workforce needs for service delivery for your organization
SMART goal(s), objective(s), and tasks to implement your recommended strategy
A description of how goal achievement will be measured
Expenses for recommendation implementation
Cite 3 reputable references to support your assignment (e.g., trade or industry publications, government or agency websites, scholarly works, or
other sources of similar quality).
Format your citations according to APA guidelines.
Copyright 2022 by University of Phoenix. All rights reserved.
MHACB/543 Competency 1 Rubric
Page 2 of 4
Submit your assignment.
Copyright 2022 by University of Phoenix. All rights reserved.
MHACB/543 Competency 1 Rubric
Page 3 of 4
Competency Assessment Rubric
Assignment/Performance
Criteria
Mastery
100%
Meets Expectations
85%
Not Met
0%
1. Key strategies
(weight 15%)
The summary clearly identified
three key strategies to improve
workforce performance for the
organization or division.
The summary somewhat identified
three key strategies to improve
workforce performance for the
organization or division.
The summary did not identify three
key strategies to improve workforce
performance for the organization or
division.
2. Strategy deployment
(weight 15%)
The summary comprehensively
analyzed how each strategy
could be deployed within the
division and organization to
improve workflow performance.
The summary partially analyzed how
each strategy could be deployed
within the division and organization
to improve workflow performance.
The summary did not analyze how
each strategy could be deployed
within the division and organization
to improve workflow performance.
3. Recommendation for
application
(weight 15%)
The summary fully related a
recommendation for application
of the best key strategy.
The summary partially related a
recommendation for application of
the best key strategy.
The summary did not relate a
recommendation for application of
the best key strategy.
4. Effects of the
recommended strategy
(weight 15%)
The summary insightfully
analyzed how the strategy
affects workforce needs for
service delivery for the
organization.
The summary partially analyzed how
the strategy affects workforce needs
for service delivery for the
organization.
The summary did not analyze how
the strategy affects workforce needs
for service delivery for the
organization.
5. SMART goals, objectives,
and tasks
(weight 15%)
The summary thoroughly
explained which SMART goal(s),
objective(s), and tasks should be
used to implement the
recommended strategy.
The summary partially explained
which SMART goal(s), objective(s),
and tasks should be used to
implement the recommended
strategy.
The summary did not explain which
SMART goal(s), objective(s), and
tasks should be used to implement
the recommended strategy.
6. Goal achievement
(weight 10%)
The summary comprehensively
described how goal achievement
will be measured.
The summary partially described
how goal achievement will be
measured.
The summary did not describe how
goal achievement will be measured.
7. Expenses
(weight 5%)
The summary fully related the
expenses for recommendation
implementation.
The summary partially related the
expenses for recommendation
implementation.
The summary did not relate the
expenses for recommendation
implementation.
Copyright 2022 by University of Phoenix. All rights reserved.
MHACB/543 Competency 1 Rubric
Page 4 of 4
Assignment/Performance
Criteria
Mastery
100%
Meets Expectations
85%
Not Met
0%
8. References
(weight 5%)
The summary cited 3 reputable
references to support the
assignment.
The summary cited 2 reputable
references to support the
assignment.
The summary did not cite any
reputable references to support the
assignment.
9. Grammar and Writing
Mechanics and APA
(weight 5%)
Accuracy in grammar, sentence
structures, sentence boundaries,
and word choice enhanced
content; citations accurately
formatted as per APA guidelines
Rare inaccuracies/errors in
grammar, sentence structures,
sentence boundaries, and word
choice did not detract from the
content; rare inaccuracies/errors in
formatting citations as per APA
guidelines
Occasional or frequent
inaccuracies/errors in grammar,
sentence structures, sentence
boundaries, and word choice
detracted from the content;
occasional or frequent
inaccuracies/errors in formatting
citations as per APA guidelines
Copyright 2022 by University of Phoenix. All rights reserved.