Human Performance Technology Model Essay

Human Performance Technology Model Essay.

The journal I had chosen is “Minding the gap , identifying performances issues using the Human Performances Technology model (HPT) . ” The purpose of this journal is to main a useful model for identifying and addressing employee performance issues in academic libraries , specifically in a Learning Commons . As we know , assessing and improving employee performance , especially library services are always challenging . However , HPT provides methods for evaluating human performances , such as the performance of employees at a service point , and , and provides method in fixing problems that are identified .

Most of the time , training is always assumed solution for many performances issues , but HPT suggests that the training is not always the answer and provides a variety of the other solutions referred to intervention . The HPT model created by the International Society for Performance Improvement (ISPI , 2010 a ) was used to evaluate employee performance at the service point in a newly created Learning Commons . Various interventions are also discussed the address performances issues in libraries.

The HPT model may help librarians create measurable performance indicators which can be used to set standard of performances for employees. This model is useful for a combination of student workers, paraprofessionals and librarians. The HPT model comes from field of HPT , which is the combination of education , psychology and business . So , HPT is the process of identifying and analyzing the gap between current performances ( where one is ) and ideal performance ( where one wants to be ) using various tools such as models .

Closing the gap can be done through a recommend solution called an intervention. “Intervention” in HPT refers to a course of action taken to improve performance . Each stage of the HPT process helps one understand the behaviors of people in an organization and of the organization as a whole . HPT aims to analyze observable behaviour both individually and collectively. HPT ensures a through of a variety of areas within an organization in order to understand the performance gap. An analysis of values, norms, culture, structure, performance, and environment is recommended .

Through an organization analysis , environmental analysis , gap analysis , can cause those who using HPT analysis determine the performance problem or opportunity . Without careful analysis , inappropriate intervention could be implemented . Intervention should be long term , evolutionary and progressive. Learning Commons in Randall Library at the University of North Carolina Wilmington (UNCW ) was using HPT model to evaluate employee performance. The Learning Commons provides a variety of hardware and software, a centralized service point is included in the middle of the Learning Commons.

This service point staffed by librarians who are full time faculty members at UNCW and university’s Technology Assistance Center (TAC) student assistant who are hired to work part time at multiple service points , including the Learning Commons service point , in Randall Library . The primary user group of the Learning Commons is UNCW students . The learning Commons applied HPT after three months opens . The performances issues identified after three months after opening .

While some performance issues may ‘work themselves out ‘ overtime , if using the HPT model early in the operation can identify the problems immediately and prevents the problems . Application of the model can helps to identify the root of the causes and helps pinpoint appropriate solution for those issues. An assumption that training is always the appropriate solution for all performances problems can be corrected using HPT . As noted in the HPT model , there are several phases of analysis which are performance analysis , organizational analysis , environmental analysis , gap analysis and cause analysis .

A “cause analysis” follows the performance analysis helps to identify a “lack of environmental support” or a “lack of repertory behaviour”. “Intervention selection ,design , and development” follow all analysis phases . That is because after identify all the gaps or problems , then only can select the appropriate intervention to fix the problem . Main Body and Discussion Human Performance Technology (HPT ) is a systematic approach to improving productivity and competence , it is a strategy for solving problems and for realizing opportunities related to the performance of people .

It uses a wide range of intervention to improve individual and organizational performance . There are three fundamental processes to go through . There are performance analysis ,cause analysis and intervention selection . It can be applied to individuals , small groups ,and large organizations . Without identified the causes of the issues , the appropriate intervention impossible to created . Learning Commons in Randall Library at the University of North Carolina Wilmington (UNCW) was using HPT model to evaluate employee performance at the service point . First stage of the HPT model calls performance analysis .

The “performance analysis” is to determine if a performance problem exists . A performance analysis includes an organizational analysis , an environmental analysis ,and a gap analysis . The first step in the performance analysis , the organizational analysis , calls for an examination of an organization ‘s vision , mission , values ,goals and strategies . It is important to define the boundaries of the organization before performing this phase in the model . It is useful to examine all departments or offices that closely related to the specific area under examination.

The next component of HPT model is environmental analysis . The environmental analysis examines four important factors which are organizational environment, work environment, work, and the worker. In the HPT model, the “Work Environment” refers to the “resources, tools, human resources, and policies” of an organization, or in this case, of the Learning Commons. “Work” is described as “work flow, procedure, responsibilities, and ergonomics”. “Worker” refers to the “knowledge , skill , motivation , expectation and capacity” of an individual .

The “Gap analysis” requires an examination of the actual performance versus the optimal , or desired performance . The information collected through the organizational and environmental analysis . The HPT model shows that the gap falls between the “Desired workforce performance” and the “Actual state of workforce performance”. It is important to identify the gaps , then analyze the causes of those gap happens. In Learning Commons , there has a temporary service desk was constructed , new furniture was not yet installed and a formal staff training program was not yet implemented .

The performances of Learning Commons service was not optimal and causes a “gap” between optimal and desired performances . Next is causes analysis . As the HPT model suggests , after the performances gap was identified ,the “cause analysis” should be completed . The cause analysis can determine why the performance gap exists . Once a cause is identified, one or more interventions can be selected that will be able to close the performance gap . There are some causes for the performances issues . First , data , information and feedback .

Initial training and communication of clear roles , responsibilities and expectations were not provided when the Learning Commons initially opened . Second , environment support , resources and tools . Detailed in Learning Commons employee did not exist . The conflict among workers will be happened . Third , consequences , incentives , reward . There were no consequences , incentives or rewards related to performance at the Learning Commons service point . Forth , skill and knowledge . A deficiency in general knowledge of the library services and the role of the librarians at the service point existed among TAC student assistants .

Fifth , motivation and expectations . It is unclear what motivates Learning Commons employees and what they expect from themselves . After knowing the causes of the issues , intervention selection , design and development is needed . Closing the performances gap can be done through recommended solutions called interventions. HPT suggests that training is not always the appropriate solution because training will not solve issues related to motivation and expectation . However , an incentives and rewards will address motivation . There are some interventions existed after knowing the causes .

There are job description intervention , document and standards intervention , training intervention , performance appraisal intervention . A job description specifically for employment in the Learning Commons would define each position’s duties , responsibilities , working conditions , and job activities , which would help employees understand their own job and the role of the other employees at the Learning Commons services point . Besides that , to remedy problems related to lack of information for job duties and procedures , the recommendation is a documents and standards intervention .

The standard operating procedures(SOP) manual would include the job description , expectations , policies , guidelines , and procedures for each position at the service desk . Training intervention is training librarians and TAC students . Training employees would provide expectations for each employee . Performance appraisal intervention show staff that there will be consequences for poor performance and rewards for good performance . On the other hand , feedback should be encouraged in Learning Commons . Positive feedback should be provided and given from all the employees .

Negative feedback is also important to correct everyday issues . After implemented all the intervention that suggested, must evaluate their success based on further analysis of performance . In my opinion , HPT is a very good tool to evaluate the individual performance or organizational performance . As we see the problems in Learning Commons , HPT had given a good solution for it in fixing the problem . HPT begins with a comparison of the of the present and the desired levels of individual and organizational performance to identify the performance gap.

Once the performance gap and the causes have been determined, the appropriate interventions are designed and developed. These may include measurement and feedback systems, new tools and equipment, compensation and reward systems, selection and placement of employees, and training and development. The interventions are then implemented and the change process managed. After implemented all the intervention , The employees in Learning Commons will clear about their roles , responsibilities . At the same time , The Learning Commons is already providing to be a great resource at UNCW .

HPT model must be applied cyclically and systematically over time to evaluate employee performance . However , I do not agree that HPT is always the best tool in solving problem . This is because it might identify wrong data or information during performance analysis . If it is wrong in the beginning of the process , inappropriate intervention might created . This will make the decision maker make the wrong decision . While doing wrong analysis , there might insert a high cost and it’s will be a waste of time if the analysis is wrong .

Moreover , HPT has mentioned a few intervention to fix the problems . It’s hard to implement all those intervention at the same time . If cannot implement successfully , the more problem might exists . But if whole process is running smoothly , nonetheless , HPT is a very tool in solving problem . I had compared two models which are HPT model and ADDIE model . The ADDIE model is a systematic instructional design model consisting of five phase which are analysis , design , development ,implementation and evaluation phase .

There are a few similarities between HPT model and ADDIE model . They both use process of analysis to look the problem and seek for the solution as well . However , they have a key different between the model . The ADDIE model addresses the “gaps between desired outcomes or behaviours and the audience’s existing knowledge and skills”. The ADDIE models mainly focus on the individual needs and then design and develop objectives and processes help the individual . Evaluation and implementation do not just happened at the end of the design and development .

They are ongoing to inform the designer . So if there any changes, the necessary solution can be made quickly . The HPT model is different because it more focus on the causes of “performance” gap . The success of the organization is depend on its employees . HPT will look what causes the employees unable to perform the job . HPT’s goal is to increase the bottom line of the company by increasing the individual’s ability to perform the job . In addition , it is important that the HPT is look “ what caused the problem” ,while the ADDIE model looks at “ solving the problem exists ” .

HPT model design seem to also behaviourist approach because the focus is more changing individual behaviour . The HPT model will look at evaluation of the problem and how it was addressed long after the process . The HPT model has its own advantages . In my view , because HPT model is focused on how the people perform on the job . In my opinion , the workers or the people of the organization is the assets for its organization . So , the performance of the individual affect overall success of the organization . This model takes many variables into the account , that there will affect performance .

It humanizes the work place because the individuals are allowed to address their problems. At the same time , it may be necessary to provide training course if the individual unable to perform the work is because of lacking information or unknowledgeable . Beside that , HPT model never ignore the reward or motivation . If they have a good performance , incentive or reward will be given to motivate the employees . Every model has its own disadvantages as well , disadvantage I see is how the technologist ensures lifelong working and the successful using the collected information.

Because they wait a while before evaluating. It would seem to me that the worker would want to know immediately if they are doing better so that changes can be made more quickly. Feedback is so important to workers feeling successful and competent. If there is too much focus on negative feedback, it may have a negative impact on the individual. Where as in the ADDIE model, the worker’s deficiencies or the causes problems are not the major focus, and you get feedback at various stages rather than only at the end of the process.

If I were a human resource professional in any area , I would use HPT model . As I was also a worker before , I see that would be beneficial for all the subordinates or primary worker . If workers feel supported, they’ll do better than if they’re not supported. It provides a guide to helping individuals be successful in their work. I think someone who feels successful and competent in their work is more likely to suffer less burn out than those individuals who have no one in their corner to mentor or help them solve whatever issue is keeping them from doing their best on the job.

I might also use HPT when talking to friends or children about getting jobs and being successful on the job. I can apply it to my own career and be my own trouble shooter as well as look for solutions. This puts a little more power over what I do in my hands because at least I would know that I can change me to help the organization do its job better too. On the other hand , as I mentioned employees are a part of assets of the organization . I think it is the responsibility of the human resource department to choose an appropriate system of performance appraisal .

Effective appraisal system motivate the employees all the time rather than joining training . Conclusion In conclusion, HPT model has been described as the systematic and systemic identification and removal of barriers to individual and organizational performance. Nonetheless ,HPT model is an effective tool for uncovering performance issues . The model can be applied to any area in the library where employees must perform and is not limited to public service . In any new service , some performance issues may “ work themselves out” overtime while some may not .

In some cases , problems left unidentified or unsolved , it may be quite difficult to fix after an extended period of time . It is same like our daily habit or problems , if a parent identified that a child is beginning to pick up a bad habit , it is certainly easier to change the child’s behaviour when the parent first notices their child’s behaviour . If the parents did not take action to stop their child in the beginning , it is hard to stop their child after maintain a long bad habit .

Similarity to any other service , if identify the problems early , then can find out the causes and fix it as fast as possible . The model does require extensive analysis . Without this analysis , a full picture cannot be taken , assumption will be made , and issues or problems cannot be identified . Optimal employee performance is critical in any organization . From the journal , Learning Commons in UNCW is using human performance technology (HPT ) . It is a library . With libraries needing to demonstrate their value and provide assessment data and administration .

The HPT model serves as one more useful tool for libraries to accomplish this . I had read a journal , which is about ADDIE model and I had also compared both ADDIE and HPT model . I found that there have many similarities . But when I go deeper for the journal , I found that there is a big differences . ADDIE model focus more on training building program , while in HPT model , training is only one of the tool . HPT model is not only useful in organization , but also useful for every individual . If did not find out the causes properly , a appropriate solution is impossible to created .

Human Performance Technology Model Essay

You are hired by the HR consulting group to analyze TRI’s compensation, benefits, and rewards policies as well as its performance appraisal system and present senior management with an improvement plan

You are hired by the HR consulting group to analyze TRI’s compensation, benefits, and rewards policies as well as its performance appraisal system and present senior management with an improvement plan.

HR consulting group

  • Section 1: Compensation
    • Subsection A: Evaluate options for compensation models that would be appropriate for TRI. These compensation models will include, but not be limited to, salary, hourly wage, individual bonus, team-based bonuses, executive stock options, and profit sharing.
    • Subsection B: Given the wide variety of employees in the company (ranging from senior executive staff to senior management, middle management, supervisors, laborers, and truck drivers), evaluate the compensation models and benefit packages that would be appropriate. Keep in mind employees’ levels of education, experience, and training and demographic and cultural factors. In addition, keep within legal and ethical boundaries of the various locations.
    • Subsection C: Consider the future growth and success of the company relative to staffing needs. For this, analyze the role of compensation in attracting employees as well as aiding in their personal and professional development and retention.
  • Section 2: Motivation
    • Focus on the effective management of employees and the most appropriate ways to motivate them to ensure that the company can meet and exceed the expectations of its multiple stakeholders.

Help the company develop an appropriate performance appraisal system that can help it maintain and develop appropriate workforce. Develop a Microsoft PowerPoint presentation for senior management that covers the relevant motivation theories, including both monetary and nonmonetary rewards and the way they could be integrated into a new, company-wide performance appraisal system (embed your presentation in the report). Include theories of motivation and rewards that support your recommendations to the company.

  • Section 3: Communication Plan
    • Develop a communication plan in which this new performance appraisal system and related compensation and benefits program can be rolled out and presented to all employees in a manner that allows appropriate dialogue and discussion.For a custom paper on the above topic or related questions. Place an order with us.

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You are hired by the HR consulting group to analyze TRI’s compensation, benefits, and rewards policies as well as its performance appraisal system and present senior management with an improvement plan

Human Services Leadership Interview

Human Services Leadership Interview.

Human Services

are responsible for conducting an informational interview with a professional who currently holds a leadership position in the Human Service field.  Human Services is a very broad field, and interviewees may be selected from a large number of potential organizations.  You may have already identified a professional that you want to speak with for this assignment.  If not, please use the links below to find more information on Human Services organization directories.

United Way of the Lowcountry (Beaufort, Bluffton, Hilton Head, and Jasper)

http://uwlowcountry.org/community-directory/

The Community Directory is a free, online database of information about local health and human service resources.  You can browse through the directory by service category or search for the agency or program name by using the advanced search feature.  The National United Way website is also a resource for locating health and human services organizations in other localities and states.

Beaufort County Human Services Alliance

http://www.bcgov.net/departments/Community-Services/human-services-alliance/human-services-alliance-homepage.php

Membership is comprised of any individual organization in Beaufort County that is committed to improving the quality of life for all residents.  The Alliance distributes a county-wide weekly e-mail outlining Alliance updates, community resources, trainings, and other opportunities.

This assignment is due on October 10, so you need to schedule your interview as soon as possible.  When preparing your written summary, please do not feel the need to write each question and answer verbatim.  Instead, provide a synopsis of the interview experience.  Highlight what you learned about the Human Services field from your interviewee.  What was confirmed, and what was different than you expected?  Did your career goals change as a result of the interview?  The summary should read like a reflection paper.

In order to assist you in developing  your interview questions, you may find the video below useful.  Remember, you are focusing on the general topic of leadership with a more specific focus on leadership in a Human Services context.  Use your textbook as a guide for specific questions about how an organization is structured, how planning processes are conducted, how budgets are developed, how services are evaluated, what information management systems are utilized, etc.

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Human Services Leadership Interview

Employment Laws, Policies, And Processes

Employment Laws, Policies, And Processes.

Employment laws

  1. Outline one (1) job interview process, and document the methods that you must use to select the right person for available positions.
  2. Determine two (2) United States’ employment laws that you must consider in the process in question, and examine the key ramifications of the organization’s lack of enforcement of said laws.
  3. Suppose your same organization decides on an unconventional workforce comprised primarily of independent contractors and temporary workers.
  4. Predict three (3) issues that you may encounter in building relationships with each type of worker. Next, examine two (2) laws that you must follow during the relationship building process, and specify the manner in which each law would help in the relationship building process.
  5.  Evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce. Next, outline one (1) strategy for the organization that recognizes affirmative action. Include a plan to mitigate both the glass ceiling effect and reverse discrimination within your organization. Support your response with at least two (2) examples that illustrate the major benefits of the plan to the organization.
  6.  Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

 

The specific course learning outcomes associated with this assignment are:

· Determine employment laws that apply to the selection, development, and management of employees.

· Evaluate policies and processes that promote a diverse workforce.

· Use technology and information resources to research issues in employment law.

· Write clearly and concisely about employment law using proper writing mechanic.

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Employment Laws, Policies, And Processes

Discuss how you might incorporate the ideas you have generated regarding individual incentives.

Discuss how you might incorporate the ideas you have generated regarding individual incentives..

individual incentives

StopNShopToday, Inc. has had difficulty motivating and retaining key cashiers and wants to provide an incentive to them that will generate improvement in several critical areas of store cashier performance, which include the following:

  • Increasing total sales revenue
  • Reducing inventory losses and theft
  • Improving overall customer service and satisfaction
  • Improving store cleanliness and housekeeping
  • Improving attendance and reducing unscheduled absences

Several stores have poor overall sales volume and ongoing chaos because of the staff taking unscheduled absences. Others have issues with inventory and theft. All the stores want to address cleanliness and customer satisfaction problems.

Overall, officials with the company feel they can commit no more than an additional $200 per employee per year as an individual incentive and no more than $500 per year for the same store or corporate incentives.

  • You will select one of the critical areas of store cashier performance improvement (listed above), and recommend three components to be included in an individual incentive program for the cashiers. Use information from the Internet research you have done to aid in your understanding of cashiers’ tasks and work values. Tie your ideas to a contemporary motivational theory.
  • Discuss how you might incorporate the ideas you have generated regarding individual incentives.
  • Next, discuss store- or corporation-wide incentives.
  • Generate a recommendation for 2 possible avenues of same-store incentives and 2 possible avenues for corporation-wide incentives.
  • Present these recommendations in the form of a recommendation to Morry and Mo Gassup, owners of StopNShopToday Inc.What We Offer:

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Discuss how you might incorporate the ideas you have generated regarding individual incentives.

Select one of the employment law concepts or acts from chapter 3. Use the U.S. Department of Labor website

Select one of the employment law concepts or acts from chapter 3. Use the U.S. Department of Labor website.

Employment law

  1. Provide an initial response to only one option below.  Your response should state which option you chose, and it should be about one or two paragraphs long. Draw on information provided in chapters 1, 2 or the required videos (provide at least one citation from the required readings) when addressing your selected option.
  2. Be sure to review the discussion rubric for assessment criteria. Remember, no reference is needed for the required text; however, provide a link for other outside sources cited in your response – a citation and a reference is not the same.
  3. Think about an organization that you worked for in the past or your current organization. Select either the work group or the organization level.
  4. What were the core competencies of either the work group or organization? Explain how the core competencies supported the organizational strategy. (Remember you need to cite the required textbook even when you are responding with your own experiences.)
  5. Provide an initial response to only one option below.  Your response should state which option you chose, and it should be about one or two paragraphs long.
  6. Draw on information provided in chapters 3 or the required videos (provide at least one citation from the required readings or videos) when addressing your selected option. Be sure to review the discussion rubric for assessment criteria. Remember, no reference is needed for the required text; however, provide a link for other outside sources cited in your response – a citation and a reference is not the same.
  7. Select one of the employment law concepts or acts from chapter 3. Use the U.S. Department of Labor website (www.usdol.gov (Links to an external site.)Links to an external site.) to further research this topic. Discuss either 1)
  8. What changes or clarifications have been published by the DOL recently, or 2)
  9. describe employer resources available on this topic and how an employer can use them

Select one of the employment law concepts or acts from chapter 3. Use the U.S. Department of Labor website

Summarize the issue of the case, and then explain the employment law that was violated.

Summarize the issue of the case, and then explain the employment law that was violated..

Employment law

  1. Using the Internet, select and research an employment law case no greater than five (5) years old.
  2. Write a three to four (3-4) page brief in which you:
  • Summarize the issue of the case, and then explain the employment law that was violated.
  •  Evaluate the type of impact the violation had on the organization then determine two (2) ways the organization could mitigate the issue. Justify your response.
  • Based on your research, determine if a policy was or was not in place during the violation. Then, recommend a communication for all employees to enhance the knowledge of the policy. Support your response.
  •  As a HR Manager, explore an organization you worked for or familiar with, then suggest three (3) ways you could make the organization violation free from employment law issues. Justify your response.
  •  Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

· Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

· Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

  • Determine employment laws that apply to the selection, development, and management of employees.
  •  Evaluate policies and processes that promote a diverse workforce.
  • Develop policies that are compliant with employment laws.
  • Use technology and information resources to research issues in employment law.

Summarize the issue of the case, and then explain the employment law that was violated.

Justify the use of a needs assessment of your company’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies.

Justify the use of a needs assessment of your company’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies..

Training

Imagine that you are a member of the HR department of a small retail company and upper management has asked you to create a new employee customer service training class for all new employees.
Write a six to seven (6-7) pages paper in which you:

  1. Justify the use of a needs assessment of your company’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies.
  2. Develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training).
  3. Justify why you selected the training method that you did.
  4. Propose two (2) ways to motivate an employee who has no interest in attending a training class.
  5. Develop a survey to collect feedback from the employees who attend the training.
  6. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

  • Design job and task analyses that align with the overall HRM strategy.
  • Design training and development systems to improve employee performance.
  • Use technology and information resources to research issues in strategic human resource development.
  • Write clearly and concisely about strategic human resource development using proper writing mechanics.

Justify the use of a needs assessment of your company’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies.

Different interviewing and assessment techniques that will allow them to be comfortable and willing to share the necessary information that will build their health history.

Different interviewing and assessment techniques that will allow them to be comfortable and willing to share the necessary information that will build their health history..

Interviewing and assessment techniques

Building a Health History

As a nurse practitioner, it is important to understand that many considerations have been considered when assessing patients as no two individuals are the same. Therefore, consideration should be given to the differences in the patient. These differences are not limited to race, culture, age, gender, and socio-economic background. Per Donnelly & Martin (2016) in obtaining a proper assessment of a patient leads to proper treatment of the patient.

Considering Each Case History

In building a health history, consideration should be like each of the demographic population. Different interviewing and assessment techniques that will allow them to be comfortable and willing to share the necessary information that will build their health history.  For instance, when assessing a seventy-six-year-old black male with disabilities living in an urban setting, these factors should be noted, age, demographic, cognitive awareness, and lifestyle, the same can be said for all the other case history. The seventy-six-year-old male will require the nurse practitioner to be focused on then when speaking. They should speak slowly and with clarity, and properly pronouncing words, as the patient may have a problem processing conversation quickly. According to Ball, Dains, Flynn, Solomon & Stewart (2015), the adolescent boy may need time to open, so the interview and assessment process should not be rushed. The fifty-five-year-old Asian female living in a high-density poverty complex will need to be addressed with respect. The nurse practitioner should understand that the pre-school age white female living in a rural community may need communication through play to alleviate their fears.  The sixteen-year-old teenager living in an inner-city neighborhood will need reassurance and non-judgmental evaluation.  Understanding age, gender, ethnicity, and environment will allow the practitioner to know how to approach each patient case.

Risk assessment Instruments

There are many risk assessment instruments that can be used for screening. These are important in building the foundational health history as it can show the progression of patient development as well as decline.  In the evaluation of the patient who is seventy-six-year-old male is, a fall risk assessment would be appropriate, questions regarding last fall if any, and type of medications. An STD screening would be appropriate for the adolescent Hispanic/ Latino boy asking a question regarding sexual activity and how many sexual partners. A TB and pneumonia screening should be done for the Asian female asking question relating to exposure and symptoms. For the pre-school age white female would benefit from a developmental screening, parents involvement is usually necessary as answers to the question relating to achievement of the milestone is gained through them; and, the pregnant sixteen-year-old could do a prenatal and nutrition screening, questions relating to nutrition, supplements, feelings regarding pregnancy.

Pregnant at Sixteen in the Inner-city

According to According to Ball, Dains, Flynn, Solomon & Stewart (2015), using effective tools is helpful in gaining the most information necessary information to build not only a positive relationship; but, also necessary heal history. One of the screening that could be used for the 16-year-old white pregnant teenager living in an inner-city neighborhood would be HEEADSSS (home environment, education, eating, activities, drugs, sexuality, suicide/depression, safety from injury and violence). This instrument is appropriate for this patient for many reasons, given that at this age and stage of development and background patient may be having an identity crisis, unsure about her pregnancy, and uncertain home environment as well as any or all the other issues in the screen tool. The risk assessment instrument could include an HIV risk assessment as at this teenager was likely engaging in an unprotected sexual activity. As there may be limited knowledge about the potential father, doing an HIV risk assessment can help to protect the fetus from possible infection. Proper screening is important as highlighted by Duberstein and Jerant (2014) journal article regarding suicide prevention; whereby the lack of proper screening as let to a steady incline of suicide rates.

Five Targeted Questions

  1. What are your expectations regarding your visit today?
  2. Was the sex consensual?
  3. When was your menstrual period?
  4. How do you feel about your pregnancy?
  5. Who you parents and or partner able to provide support?

Asking targeted question will allow the provider the capability to expand the interaction, promoting follow-up questions and gaining more information.

References

Ball, J. W., Dains, J. E., Flynn, J. A., Solomon, B. S., & Stewart, R. W. (2015). Seidel’s guide to physical examination (8th ed.). St. Louis, MO: Elsevier Mosby.

Donnelly, M., & Martin, D. (2016). History taking and physical assessment in holistic palliative care. British Journal of Nursing, 25(22), 1250.

Duberstein, P., & Jerant, A. (2014). Suicide Prevention in Primary Care: Optimistic Humanism Imagined and Engineered. JGIM: Journal of General Internal Medicine, 29(6), 827. doi:10.1007/s11606-014-2839-4

Different interviewing and assessment techniques that will allow them to be comfortable and willing to share the necessary information that will build their health history.

Describe strategies to leverage on employee assets:How will you identify their strengths and use them to better the performance and skills of individual employees?

Describe strategies to leverage on employee assets:How will you identify their strengths and use them to better the performance and skills of individual employees?.

Strategies to leverage on employee assets

Throughout this course, you analyzed your current work environment to identify their acquiring, developing, and training practices. Employees are the biggest asset and contribute to the culture and overall performance of the organization. The final part of this project requires you to determine how to leverage on the human capital within your organization. Use the research you have complied throughout this course to determine how to appropriately develop and motivate your employees.

Develop a final written proposal (1,250-1,500 words), discussing performance indicators, rewards and incentives, and a plan for motivating employees. Your proposal must include the following:

  1. An evaluation of the current employee status. Describe tasks and performance indicators that contribute to the overall performance on the job.
  2. Develop strategies to encourage employees. How will you reward them for their performance and support them during difficulty?
  3. Describe strategies to leverage on employee assets. How will you identify their strengths and use them to better the performance and skills of individual employees?
  4. Describe a vision for the overall culture you aspire to develop in your organization.
  5. How will you integrate rewards and incentives to remain competitive in your market and appeal to your employees?

Describe strategies to leverage on employee assets:How will you identify their strengths and use them to better the performance and skills of individual employees?