Question.4315 - Week Two: Assignment. Case Study Succession Planning. PLO 5, PLO 6, H7 H9, H10, H11, P11Succession Planning Strategy - Case Study:Your health care organization has asked you as a human resources associate to explore succession planning as a possible strategy for organizational sustainability.To get started, research two organizations that have adopted a succession planning strategy and compare their programs and outcomes. How will you apply what you have learned from this research to your recommendations for your own facility? All written assignments must be formatted in APA using a cover letter, page numbers, running head, and reference page. Student are required to complete this assignment in 2-3 pages. However, sources must be cited in text per APA guidelines. This assignment is worth 10 points and due by Sunday at 10:00 p.m. (Pacific Time).Please find below the grading rubric to which the assignment is graded.HCA 628 Week Two Assignment Rubric - PDF Document (180 KB)
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Succession xxxxxxxx as x Strategy xxx Organizational xxxxxxxxxxxxxx Comparative xxxx Analysis xxx ApplicationNational xxxxxxxxxxxxx HA xxxxx Resources xxxxxxxxxxxxxx th xxxxxxxxxx Planning xx a xxxxxxxx for xxxxxxxxxxxxxx Sustainability xxxxxxxxxxx Case xxxxxxxx and xxxxxxxxxxxxxxxxxxxxx planning xx a xxxxxxxxx human xxxxxxxx management xxxxxxxx that xxx often xx observed xx build xxxxxxxxxxxxxx sustainability xxxxxxxxxxxx in xxxxxxxxxx whereby xxx continuity xxxxxx leadership xxx an xxxxxx impact xx patient xxxx staff xxxxxxxxx and xxxxxxxxxxx stability xxxxxxx parallels xxxx documented xxxx studies xx two xxxxxxxxxxxxx HCA xxxxxxxxxx and x large xxxxxxxxxxx hospital xx Israel xx compare xxxxx succession xxxxxxxx programs xxxxxxxx and xxxxxxxx actionable xxxxxxxxxxxxxxx for xxxxxxxxxxxxxx in x healthcare xxxxxxxx Isaak xx al xxxxxxx HCA xxxxxxxxxx being xxxxx America's xxxxxxx healthcare xxxxxx recognized xxx its xxxxxxxx leadership xxxxxxxxxx emphasizes xx identifying xxxxxxx key xxxxxxxxxx roles xx systematically xxxxxxx out xxxxxxxxx essential xxx organizational xxxxxxxxxx then xxxxxxxxx robust xxxxxxxxxxxxxx wherein xxxxxxxxx leaders xxxx assessed xxx readiness xxx alignment xxxx organizational xxxxxx and xxxxxxxxxxxx while xxx organization xxxx prioritizes xxxxxxxxxxx communication xx succession xxxxx to xxxxxxxxxxxx ensuring xxxxxx and xxxxxxxx uncertainty xxxxxx transitions xxxxx et xx The xxxxxxxx were xxxxxxxxxx continuity xxxxxxx HCA xxxxxxxxxxxx navigated xxx transitions xxxxxxxxxxx operational xxxxxxxxx and xxxxxxxxx direction xx aids xx pipelining xxx talent xxxxx the xxxxxxx cultivated x pool xx prepared xxxxxxxx candidates xxxx reduces xxxxxxxx on xxxxxxxx recruitment xxx minimizing xxxxxxxxxx which xx the xxxx run xxxxxx a xxxxxxxxxxx succession xxxxxxxx increasing xxxxxxxxxxx confidence xxx reduced xxxxxxx during xxxxxxxxxx changes xxxxx et xx Secondly xxxxxxxxxxx psychiatric xxxxxxxx in xxxxxx - xxxx implemented x structured xxxxxxxxxx succession xxxx specifically xxxxxxxxx nursing xxxxxxxxxx starting xxxx managerial xxxxxxxxxxx program xxx used xx the xxxxxxxx to xxxxxxxx train xxx prepare xxxxxx for xxxxxx managerial xxxxx then xxxx structured xxxxx programs xxxxxxxxx mentorship xxxxx with xxxxxxxx training xxx rotational xxxxxxxxxxx to xxxxx leadership xxxxxxxxxxxx Hazen xx can xx observed xxxx despite xxxxxxx skepticism xxx program xxxxxxxxxx participation xxxxxx departments xxxxxxxxx a xxxxxxx of xxxxxx and xxxxxxxxxxx in xxx longer xxx over xxx years xxxx of xxx program x participants xxxx appointed xx deputy xxxx positions xxxxx others xxxxxxxx to xxxxxxxxxxx roles xxxxxxxxx indicated xxxxxx motivational xxxxxxx among xxxxxxxxxxxx and xxxxxxxxx prestige xxx those xxxxxxxx boosting xxxxxx and xxxxxxxxxx Hazen xxxx programs xxxx implements x sets x precedent xxx structured xxxxxxxxxx planning xxxx leads xx raised xxxxxxxxxxx standards xxx inspiring xxxxxxx initiatives xx hospitals xxxxxxxxxxx AnalysisAspectHCA xxxxxxxxxxxxxxxxxxxxx Hospital xxxxxx ScopeSystem-wide xxx key xxxxxxxxxx rolesNursing xxxxxxxxxx roles xxxxx in xxx hospitalCandidate xxxxxxxxxxxxx talent xxxxxxxx readiness xxxxxxxxxxxxxxxxxx candidates xxxxxxxxxx development xxxxxxxxxxxxxxxxxxxxxxxxxxxxx transparent xxxx stakeholdersInclusive xxxxxxxxx organizational xxxxxxxxxxxxxxxxxxxxxxxxxx continuity xxxxxxxxxxx stabilityHigh xxxxxxxxx rates xxxxxxxxxx sectoral xxxxxxxxxxxxxxxxxx AddressedStakeholder xxxxxxx leadership xxxxxxxxxx lack xx structured xxxxxxxxxxx pathwaysSource xxxxx Isaak xx al xxxxx on xxx observation xxxx the xxxxxxxxxxxxx tend xx underscore xxx value xx structured xxxxxxxxxx planning xx ensuring xxxxxxxxxx while xxxxxxxx disruption xxx yet xxxxxxxxx a xxxxxxx of xxxxxxxx advancement xxx the xxx s xxxxxxxx emphasizes xxxxxx wide xxxxxxxxx and xxxxxxxxxxxxx while xxxxxxxxxxx hospital x model xxxxxxxxxxxx the xxxxxxxxxxxxx of xxxxxxxx competency-based xxxxxxxxxxx programs xxxxxxxxxxx to xxxxxxxxxx Facility xxxxxxxxxxxxxxxxxxxxxx parallels xxxx these xxx practical xxxxx the xxxxxxxxx recommendations xxx proposed xxx implementing xxxxxxxxxx planning xx a xxxxxxxxxx organization xxxxxxxx with xxxxxxxxxx identification xx key xxxxx by xxxxxxx critical xxxxxxxxx across xxxxxxxx and xxxxxxxxxxxxxx domains xxx then xxxxxxxxxxxx certain xxxxx of xxxxxxxxxx turnover xxxxx the xxxxxx risk xx patient xxxx and xxxxxxxxxx By xxxxxxxxxxxx criteria xxx leadership xxxxxxxxx that xxxxxxxx competencies xxxxxx alignment xxx performance xxxxxxx in xxx longer xxx - xxxxxxxxxxxx a xxxxxxxxxx developmental xxxxxxx to xxxxxxxxxxx mentorship xxx rotation xxx targeted xxxxxxxx to xxxxxxx high-potential xxxxxxxxx for xxxxxxxxxxx Developing x written xxxxxxxxxx plan xxxxxxxx it xxxxxxxxx to xxxx the xxxxxx trends xxx communicate xx to xxx relevant xxxxxxxxxxxx including xxxxx leadership xxx external xxxxxxxx while xxxx fostering xx inclusive xxxxxxx wherein xxxxxxxxxx planning xx viewed xx an xxxxxxxxxxx for xxxxxx not xx a xxxxxx or xxxxxx of xxxxxxxxxx Sabina xxxxxxx Creating x readiness xxxxxx system xx objectively xxxxxx candidates xxxxxxxxxxxx for xxxxxxxxxxx and xxxxxxxxx regular xxxxxxxxxxx appraisals xxx feedback xxxxxxxxxx to xxxxxxx progress xxx identify xxxxxxxxxx development xxxxx Sabina xxxxxxx There xx a xxxx for xxxxxxxxxx organizations xx engage xxxxxxxx leaders xx mentorship xxxxx to xxxxxxxxxx knowledge xxxxxxxx and xxxxxxxx institutional xxxxxx while xxxx ensuring xxxx succession xxxxxxxx is xxxxxxxxxx into xxxxxxxxxxxxxx strategy xxx treated xx an xxxxxx process xxxxxx tracking xxx outcomes xx assessing xxx promotion xxxxx retention xxxxxxx employee xxxxxxxxxxxx and xxxxxxxxxxx performance xxxxxx transitions x in xxxxx to xxxxxx solicit xxxxxxxx and xxxxxx the xxxxxxx to xxxxxxx emerging xxxxxxxxxx and xxxxxxxxxxxxxx needs xxxxxxxxxxxxxxxxxxxx planning xx not xxxxxx a xxxxxxxxxxx measure xx is x strategic xxx function xxxxxxxxx for xxxxxxxxxxxxxx in xxxxxxxxxx organizations xxx experiences xx HCA xxxxxxxxxx and xxx psychiatric xxxxxxxx in xxxxxx demonstrate xxxx structured xxxxxxxxxxx and xxxxxxxxxxxxxxxx succession xxxxxxxx yields xxxxxxxxxx benefits xxxx leadership xxxxxxxxxx enhanced xxxxxxxx motivation xxx organizational xxxxxxxxxx Based xx my xxxxxxxxxxxxx I xxxxxxx that xx adopting x tailored xxxxxxxx suitable xxxxxxxx healthcare xxxxxxxxxxxx - xxx roles xxxxxxxxxx internal xxxxxx communicating xxxxx transparently xxx continuously xxxxxxxxxx outcomes x healthcare xxxxxxxx can xxxxxx its xxxxxxxxx success xxx capacity xx deliver xxxxxxxxxxxx care xxxxxxx inevitable xxxxxxxxxx changes xxxxxxxxxxxxxxx S xxx Healthcare xxx North xxxxxxx s xxxxxxx healthcare xxxxxx navigated xxx succession xxx Healthcare xxxxx V xxxxxxxx Lavi x Kostisky x Bar-Noy x Makori x Nursing xxxxxxxxxx Planning-Mental xxxxxx Center xxxx study xx Ageing xxxxxxx Mental xxxxxx Studies xxxx Study xxxxxxxx Open xxxxx researchopenworld xxx wp-content xxxxxxx ASMHS- x -Isaak-V-Israel xxxxxxxxx L x Colwell x Challenges xx Principal xxxxxxxxxx Examining xxx Challenges xx Hiring xxxxxxxx vs xxxxxxxx Candidates xxxxxx Journal xx Education xMore Articles From HCA 628
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