Tag: KSAs

Discuss how the process for selecting the HR Director used in part (2), might differ if NII decided to choose only from among internal candidates of the law firm for the position rather than seeking external candidates.

Selection of An HR Director

Read the instructions for each part of the exercise carefully and provide the specific response requested.

Evaluate each of the 3 individuals using the selection methods specified in the text case, decide whom you would hire AND not hire for the position and explain the rationale for your decisions, i.e., the methodology, criteria, etc. by which you reached your decision. Be sure to incorporate material from Chapter 9 in your analyses.

Assume that NII desires to revise the assessment methods they have used for external selection in the past. Examine the tasks in the job description for the Human Resource Director presented in this exercise and infer/develop/identify 5-6 KSAs that align with the listed task requirements. Using these KSAs, prepare a selection plan for this position. Use the Partial Selection Plan, Exhibit 9.10 (8th & 9th eds.), as an example.

Discuss how the process for selecting the HR Director used in part (2), might differ if NII decided to choose only from among internal candidates of the law firm for the position rather than seeking external candidates. Also, identify what specific changes you would make to the selection plan you presented in part (2) to accommodate the assessment of internal candidates.

“What is a Good Argument” – What is a good argument

“Elements of an Argument” – Elements of an Effective Argument

“Steps in Deductive Reasoning” – Steps in Deductive Reasoning[1647].docx Download Steps in Deductive Reasoning[1647].docx

“Problem Solving Guide” – Problem-Solving Guide for Assignments[79].docx Download Problem-Solving Guide for Assignments[79].docx

Link to Video “What Is A Good Argument” (copy and paste if link does not work)

Explain the legal components in a job description as it relates to the EEOC.Describe at least two assessment methods that can be used when recruiting qualified candidates and how those two methods are appropriate for meeting organizational objectives.

Job Description

Discuss how a job description is a function of management.

Consider the following areas of a job description below and explain how these components contribute to an effective performance management system:
Tasks
Tools and technology
Knowledge, skills, and abilities (KSAs)
Education requirements

Explain the legal components in a job description as it relates to the EEOC.

Describe at least two assessment methods that can be used when recruiting qualified candidates and how those two methods are appropriate for meeting organizational objectives.

 

 

Complete a Professional Development Plan using the form provided below for the one competency you have selected for future improvement.

Addiction Counselors Assignment

The practice of counselor training is a complex, intentional process of reflective educational and experiential activities to promote the development of attitudes, knowledge and skills.

The primary goal of counselor preparation programs is to educate and train students to become competent counselors by equipping them with necessary skills, knowledge and experiences. Students training to be counselors increase their self-awareness and reflective practice throughout their educational experience.

Increased understanding regarding counseling trainee development aid educators’ ability to develop and deliver educational and supervision interventions. It can also help individual counselors assess their own ongoing development as counselors.

The following assignment will help you understand the role and strategies used in the training and supervision of addiction counselors, and to help you assess your current competencies and develop a plan to further develop your competence as an Addictions Counselor. You will use (TAP) 21: Addiction Counseling Competencies:

The Knowledge, Skills, and Attitudes of Professional Practice in conducting a limited self-assessment of your current competencies in the area of Addiction Counseling and then develop a Professional Development Plan for yourself. Specifically, here is the assignment:

Review competencies in (TAP) 21: Addiction Counseling Competencies: The Knowledge, Skills, and Attitudes of Professional Practice

Read, Appendix B-The Competencies: A Complete List, which starts on manual page 177.

Review the Foundation and Domain areas and engage in a self-assessment of your proficiency on each of the competencies described in the Foundation and Domain areas.

After your self-assessment review is complete, select one (and only one) competency from the Foundation and Domain areas that you have identified for future improvement

Complete a Professional Development Plan using the form provided below for the one competency you have selected for future improvement.

Be specific regarding Knowledge, Skill or Attitude you want to develop, what activities you will undertake to accomplish your goal, and how you will measure your progress/success.

Because TAP 21 does not include KSAs (Knowledge, Skill, Attitude) for each competency, you will need to develop your own KSA objectives based on the competency you choose to further develop or enhance.

Use PROFESSIONAL DEVELOPMENT PLAN FORM to complete your assignment.

There is no paper, you’re just using the Development Plan in the link that  gave you.

Discuss the significance of leadership competencies and personal leadership style related to your future MSN role and specialty track and how this may attribute to your growth as a leader.

Effective Leadership

Reflect upon a leader who impacted your practice:

– How was this person an effective leader?

– What leadership knowledge, skills, and attitudes (KSA’s) did the person possess within the Chamberlain College of Nursing Conceptual Framework (Holistic health, Person-centeredness, Focus on care, Professional identity formation, Extraordinary nursing, Cultural humility)?

– Discuss the significance of leadership competencies and personal leadership style related to your future MSN role and specialty track and how this may attribute to your growth as a leader.