AHLT311 course project
AHLT311 course project
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Human resources management, often referred to as human capital management, is critical to the
success and sustainability of any healthcare organization or system. The AHLT311 course project is
designed to allow students to explore the full range of employee selection and performance
measurement activities typically performed by healthcare human resources organizations using a
competency-based approach. This approach matches the competencies of the job candidates with
the culture, strategy, mission, vision, and values.
The following items detail the five parts of the HR project and what is required for each. The project
is to be completed individually and must represent solid, collegiate writing: free of typographical
errors, correct spelling, appropriate punctuation, uniform font/clean text, and APA 7th style.
POSITION CHOSEN: ADMINISTRATIVE ASSISTANT (UNIT CLERK)
Part I – Job Analysis – Week 4
1. Collect existing industry information about the assigned position. Locate at least three (3) job
descriptions/position postings. Examine and note the similarities and differences.
2. List the tasks for the position (consolidated from all postings). This list may be lengthy, but
you’ll narrow things down in the next step.
3. Identify the critical tasks.
4. Identify the critical competencies needed to perform the job effectively.
5. Link the critical tasks to the critical competencies.
6. Choose the selection and quality rating factors.
A template has been provided to assist you in completing this. This first part of the project is crucial
to completing the other parts, as it lays the foundation for a sound recruiting process and candidate
search.
Part II – Job Design – Week 5
The job design aims to maximize or enhance organizational efficiencies and employee satisfaction.
1. What tasks should be changed, eliminated, or modified to make the job better for the
employee?
2. What tasks should be changed, eliminated, or modified to make the job better for the
organization?
Changes/modifications could be based on healthcare industry trends, new or updated technology,
changes in demand, or demographics of the patient/consumer population.
Part III – Job Description and Specifications – Week 7
You may refer to the job descriptions gathered for Step I for layout and formatting guidelines,
choosing what you believe to be the best of the three (or a combination of them).
1. The job description is the overview of the position describing the characteristics or basic
information: official title, duties, work site/location. These items should be clear and concise,
providing an accurate picture of the position.
2. The job specifications detail the knowledge, skills, and abilities (KSAs) required for the
specific job tasks. This includes personal qualities that would be considered for a cultural fit. This is
where you sell the company and position! This should make candidates want to apply.
Part IV – Recruitment and Selection – Week 9
For this part of the project, you’ll have to make a few important decisions to get the right candidate:
1. Internal or external hire? We’ll use external candidates for this project, but real-world
scenarios also include internal candidates.
2. Planning – what’s the timeline for the candidate search? Are there budget constraints? What
other organizational entities need to be included in the process? Payroll, employee health, IT for
systems access, etc.
3. Sourcing/advertising – what venues will we use to advertise this position? Job search
engines, professional associations, company websites, etc.
4. Interviews/Offer – will the candidate interview with the HR representative or department
contact? Will there be a second round of interviews? Panel interviews? What’s the salary range to
keep in mind for the initial and/or counteroffers?
5. Onboarding – what steps are taken to bring the newly hired employee candidate into the
organization? What departments/activities need to be scheduled?
Part V – Performance Evaluation/Appraisal – Week 11
For the project’s final step, develop a performance evaluation form/template for the newly hired
candidate. The evaluation must:
1. Focus on the essential tasks and job functions, completely describing each task.
2. Include measures of both quality and quantity where applicable.
3. Utilize a 5-point Likert scale with appropriate weighting (if all tasks aren’t weighted equally).
4. Suggest items for professional and career development.
5. Provide space/opportunity for employee feedback.
NOTICE
With each submission of this HR Project, you will submit the following:
Cover page – Includes the Name of the Hospital, Your name, Course, Semester/Year
Table of Contents – Headings with page numbers
ExecutiveSummary
Parts 1-5
Reference page – must be in APA 7th edition style
Appendix
Also, you will include the previous submission(s) modified based on my feedback and any further
information you find to make your project more robust. For example, for Part 3, you will include Parts
1 and 2 in Part 3 submission.