HRM 635 Acquiring Employees
HRM-635 Needs Assessment and Job Analysis Matrices
Definition: A needs assessment is the process organizations use to determine if training is necessary for their 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.
Needs Assessment Matrix
| Department | Core Function(s) of Department | List of Jobs or Tasks of Department | Current Department or Employee Needs | Current Trainings/ Required Trainings to Meet Department or Employee Needs |
| Medical-Surgical Nursing Unit | Ø The foundational unit that offers care for adults with various illnesses and injuries,
Ø Patient assessment, monitoring, and wound care management. Ø Provides patient education where nurses offer patients and their families information about their medical conditions, treatment plans, and self-care strategies. |
Ø Responsible for patient monitoring and assessment.
Ø Responsible for care coordination. Ø Facilitate communication and information to patients and their families on care management and interventions Ø Educate patients on self-care management strategies for medication adherence (Pires et al., 2023). |
Ø Equipping nurses with knowledge on current trends and technologies to enhance safety care in the department.
Ø Training staff on various aspects of care coordination, including leveraging technologies like artificial intelligence to improve coordination and collaboration with other healthcare professionals. |
Ø Training on technological trends and applications in medical surgical nursing, from the use of artificial intelligence to technical skills in certain procedures like IV insertion, wound care, and monitoring of vital signs. |
| Ø Emergency response also occurs in the med-surgical unit, where trained nurses respond to emergencies and provide immediate care and stabilization to patients (ANA, 2025). | Ø Provide emergency response interventions for patients in the event of any adverse event, such as drug reactions, to ensure stability before implementing other measures.
Ø The unit also collaborates with other departments to ensure care continuity and coordination of follow-up (Pires et al., 2023). |
Ø Training on the importance of patient-centered care due to an aging population that requires more interventions, including surgical procedures.
Ø Improving specialized knowledge and skills to allow med-surgical nurses to offer high-quality care in certain areas like oncology, orthopedics, and cardiology. |
Ø Training on delivery of quality patient-centered care through evidence-based practice (EBP) (Varghese & Shkrabak, 2025). | |
| Ø Medication administration also happens in this department, where nurses administer prescribed medications to patients safely and accurately (ANA, 2025).
Ø The department provides wound care and management with skilled nurses conducting dressings, cleaning wounds, and managing various types of wounds, from surgical to pressure ulcers. |
Ø Administration of medications based on the set protocols, from dispensing to confirmation and administering to patients based on prescription
Ø The department ensures double-checking protocols for different medications prescribed for patients. Ø Effective wound care interventions require a shared approach through an inter-professional team model. |
Ø Improving communication skills among the medical-surgical nurses for effective teamwork and coordination with professionals from various healthcare disciplines and specialties within and outside the organization and the department (Pires et al., 2023). | Ø Effective assessment of patients based on their condition is essential for better outcomes. Therefore, the nurses require training on assessment trends and prioritization so that they understand how to meet the most critical needs first and minimize possible complications and adverse conditions (Kavanagh, 2021).
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| Ø The unit also maintains a safe and clean environment for patients, and nurses adhere to infection control protocols while promoting patient safety. | Ø Having clean settings reduces infections and improves quality and safe outcomes.
Ø Safety measures like using sanitizers and hand hygiene for providers and even patients (Kavanagh, 2021).
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Ø Increasing the number of medical-surgical nurses to meet the rising care demand in the department. Maintaining an appropriate number of nurses is essential to improving the quality of care. Therefore, having more nurses will address the problem of nursing shortage to meet the increasing demand for care delivery for diverse patient conditions. | Ø Training on innovative ways to provide care in addressing possible nurse shortage, like integrating virtual or telehealth and telemedicine. Again, simulation training can also enhance the integration of healthcare technologies for medical-surgical nurses to provide quality patient care in the facility. | |
| Ø Care coordination also occurs in the medical-surgical unit, where nurses collaborate with other professionals like physicians and therapists in developing and implementing tailored care plans (Drott et al., 2023). Nurses also facilitate communication between various team members and ensure that patients get appropriate care and support. | Ø Collaborating with all providers and sharing information for a common or shared approach to care, and developing treatment plans to meet diverse patient needs (Pueyo-Garrigues et al., 2022)
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Ø The nurses will also require training on cultural competence and critical thinking skills to make effective and evidence-based decisions while meeting diverse patient needs (Drott et al., 2023).
Ø Evidence-based practice (EBP) training will ensure they can tailor care interventions to meet diverse patient needs. |
Ø Training on aspects like communication skills, problem-solving abilities, critical thinking skills, and patient safety measures will be prioritized for the nurses in the unit to enhance care delivery (Pires et al., 2023). |
Job Analysis Matrix
Definition: A job analysis is a process used to acquire detailed information about a specific job. The analysis will support the development of a job description based on the needs of the organization.
Note: This template serves as a guide to complete the job analysis following the needs assessment of an organization to create a job description. You are allowed to manipulate the categories to obtain the information you require in order to complete the assignment.
| List Tasks, Duties, and Responsibilities | List Knowledge, Skills, and Abilities | Other Core Competencies and Education |
| Patient care, monitoring, and treatment | Ability to assess and prioritize patient needs | An associate degree in nursing (ADN) is the entry point for medical-surgical nurses. |
| Conducting a comprehensive head-to-toe patient assessment that includes physical and emotional health status, as well as taking vital signs and lab results. | Knowledge of patient assessment and taking of vital signs, and emotional intelligence to understand patient care needs and concerns. | Certification in care coordination and transition management. |
| Maintain accurate and timely documentation of patient medical records and information. | Knowledge in record keeping and taking data from patients. | A Bachelor of Science in Nursing (BSN) provides more comprehensive training and is essential for further specialized training and graduate programs. |
| Safely administering medications and monitoring patients for any adverse reactions for immediate interventions. | A comprehensive understanding of various medical and surgical conditions, and associated pathophysiology, as well as typical treatment interventions.
Knowledge of medications, administration routes, possible side effects, and drug interactions. |
Specialized and comprehensive training on the medication process and surgical conditions for diverse patients present |
| Patient education and family education by creating care plans that integrate planned treatments, and developing and executing tailored care plans based on patient care needs and goals. | An effective and solid foundation in human anatomy and physiology is necessary to provide sufficient education on disease processes and patient responses to suggested care interventions and treatment. | Knowledge on different topical areas for patient education, including cultural competence, and |
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Abilities for the medical-surgical nurse include adaptability, teamwork, problem-solving skills, and organization that allow them to maintain an organized patient record and manage supplies, as well as keep track of various patient care activities. | Competencies in organization, medical records, documentation, and patient monitoring. Teamwork abilities and having sufficient problem-solving approaches to diverse patient situations. |
References
American Nurses Association (ANA) (2025). Medical-Surgical Nursing Certification (MEDSURG-BC).
https://www.nursingworld.org/our-certifications/medical-surgical-nurse/
Drott, J., Engström, M., Jangland, E., Fomichov, V., Malmström, M., & Jakobsson, J. (2023). Factors related to a successful
professional development for specialist nurses in surgical care: a cross-sectional study. BMC nursing, 22(1): 79.
DOI: https://doi.org/10.1186/s12912-023-01258-0
Kavanagh, J. M. (2021). Crisis in Competency: A Defining Moment in Nursing Education. Online Journal of Issues in Nursing, 26(1).
DOI: 10.3912/OJIN.Vol26No01Man02
Pires, M. F. S., Lopes, R. S., Caetano, C. S. F., Mota, L. A. N. D., & Ferreira, F. M. P. B. (2023). Leadership Competencies of the
Medical-Surgical Nursing Specialist Nurse. Revista brasileira de enfermagem, 76(6), e20220721.
DOI: 10.1590/0034-7167-2022-0721
Pueyo-Garrigues, M., Pardavila-Belio, M. I., Canga-Armayor, A., Esandi, N., Alfaro-Díaz, C., & Canga-Armayor, N. (2022).
Nurses ‘ knowledge, skills, and personal attributes for providing competent health education practice, and its influencing
factors: a cross-sectional study. Nurse Education in Practice, 58, 103277. https://doi.org/10.1016/j.nepr.2021.103277
Varghese, L., & Shkrabak, S. (2025). Seamless transition: Strategies for effective new nurse orientation and practice integration.
Nurse Leader, 23(1): 58-61. https://doi.org/10.1016/j.mnl.2024.09.024
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Assessment Traits
Requires Lopeswrite
Assessment Description
During this course, you will develop materials that support the human resource process from acquiring, developing, and leveraging on employee strengths. This project is broken into four separate assignments due in Topics 2, 3, 5, and 7.
In this assignment, conduct a needs assessment and develop a job description for your current organization or a preapproved organization that you have access to interact with. If you are not currently in an organization, inform your instructor of the organization you will use to complete this project. The instructor must approve your selection before you begin your assignment and you must have the ability to observe employees and functions within that organization.
Part 1 – Needs Assessment and Job Analysis
Observe and assess the state of your current organization or another preselected organization. A needs assessment is necessary to identify areas for potential growth, both at the employee and organizational levels. 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 “HRM-635 Needs Assessment and Job Analysis Matrices” template to complete this assignment. You are required to analyze required core functions, department or employment needs, jobs or tasks, and current/required trainings in order to complete these matrices and prepare for the next part of this assignment.
Part 2 – Job Description
Once your needs assessment is complete, you are required to select an existing position in your organization and develop a one-page, professionally formatted, and detailed job description for that position that is informed by the findings of the needs assessment. It is recommended that you take the time to conduct a job analysis and observe current employees in the selected positions to accurately depict the knowledge, skills, abilities, and other characteristics that must be incorporated into the job description. If you are unable to observe, do your best to accurately depict the specific functions of the job. Incorporate any new job roles you feel should be added to the position based on your findings. Make sure the job description is based on the needs and available resources of the organization and that it adheres to all applicable labor laws.
Cite and reference a minimum of two scholarly sources with one being the textbook.
Submit the completed “HRM-635 Needs Assessment and Job Analysis Matrices” template and the one-page job description as two separate deliverables.
APA style is not required, but solid academic writing is expected.
This assignment uses a rubric. Review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.
Attachments
HRM-635-RS-T2NeedsAssessmentJobAnal
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Acquiring Employees – Rubric
Rubric Criteria
Total120 points
| Criterion | 1. Unsatisfactory | 2. Insufficient | 3. Approaching | 4. Acceptable | 5. Target |
|---|---|---|---|---|---|
| Needs Assessment
Paper includes needs assessment and areas for potential growth. |
0 points
A needs assessment is not included. |
17.76 points
A needs assessment matrix is included but is incomplete or lacks detail. |
18.96 points
A needs assessment is included and complete but minimally addresses areas for potential growth. |
20.88 points
A detailed needs assessment is included and complete. The needs assessment addresses areas for potential growth and includes at least one example from each area analyzed. |
24 points
A comprehensive needs assessment is included and well developed. The needs assessment addresses areas for potential growth and includes multiple examples from each area analyzed. |
| Job Analysis
Paper includes job analysis and ties to the needs assessment information. |
0 points
A job analysis is not included. |
17.76 points
A job analysis is included but is incomplete or lacks detail. |
18.96 points
A job analysis is included and complete but minimally covers relevant job requirements, related candidate capabilities, and other essentials. Analysis somewhat ties to the needs assessment information. |
20.88 points
A detailed job analysis is included and is thorough and complete. The job analysis covers relevant job requirements, related candidate capabilities, and other essentials. Analysis ties to the needs assessment information. |
24 points
A comprehensive job analysis is included and well developed. The job analysis covers several relevant job requirements, related candidate capabilities, and other essentials. Analysis clearly ties to the needs assessment information. |
| Job Description
Paper includes job description with details of corporate research to determine necessary knowledge, skills, abilities, and other characteristics to incorporate in the job description. |
0 points
Job description is not included. |
26.64 points
Job description is incomplete or lacks detail. |
28.44 points
Job description is included. A job analysis is conducted to determine necessary knowledge, skills, abilities, and other characteristics to incorporate in the job description. |
31.32 points
A job description is included and provides 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 description. |
36 points
A job description is included and provides 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 description. The job description is clear and well developed to appeal to potential candidates. |
| Layout
Argument Logic and Construction |
0 points
The job description layout is cluttered, confusing, and does not use spacing, headings, and subheadings to enhance the readability. The text is extremely difficult to read with long blocks of text, small point size for fonts, and inappropriate contrasting colors. Poor use of headings, subheadings, indentations, or bold formatting is evident. |
17.76 points
The job description layout shows some structure but appears cluttered and busy or distracting with large gaps of white space or a distracting background. Overall readability is difficult due to lengthy paragraphs, too many different fonts, dark or busy background, overuse of bold, or lack of appropriate indentations of text. |
18.96 points
The job description uses horizontal and vertical white space appropriately. Sometimes the fonts are easy to read, but in a few places the use of fonts, italics, bold, long paragraphs, color, or busy background detracts and does not enhance readability. |
20.88 points
The job description layout background and text complement each other and enable the content to be easily read. The fonts are easy to read and point size varies appropriately for headings and text. |
24 points
The job description layout is visually pleasing and contributes to the overall message with appropriate use of headings, subheadings, and white space. Text is appropriate in length for the target audience and to the point. The background and colors enhance the readability of the text. |
| Mechanics of Writing
Includes spelling, capitalization, punctuation, grammar, language use, sentence structure, etc. |
0 points
Errors in grammar or syntax are pervasive and impede meaning. Incorrect language choice or sentence structure errors are found throughout. |
4.44 points
Frequent and repetitive mechanical errors are present. Inconsistencies in language choice or sentence structure are recurrent. |
4.74 points
Occasional mechanical errors are present. Language choice is generally appropriate. Varied sentence structure is attempted. |
5.22 points
Few mechanical errors are present. Suitable language choice and sentence structure are used. |
6 points
No mechanical errors are present. Skilled control of language choice and sentence structure are used throughout. |
| Format/Documentation
Uses appropriate style, such as APA, MLA, etc., for college, subject, and level; documents sources using citations, footnotes, references, bibliography, etc., appropriate to assignment and discipline. |
0 points
Appropriate format is not used. No documentation of sources is provided. |
4.44 points
Appropriate format is attempted, but some elements are missing. Frequent errors in documentation of sources are evident. |
4.74 points
Appropriate format and documentation are used, although there are some obvious errors. |
5.22 points
Appropriate format and documentation are used with only minor errors. |
6 points
No errors in formatting or documentation are present. Selectivity in the use of direct quotations and synthesis of sources is demonstrated. |
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