NUR-590 Week 4 Evidence-Based Practice Proposal – Section D – Change Model

Answer of NUR-590 Week 4 Evidence-Based Practice Proposal – Section D – Change Model in $12 Only

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Roger’s diffusion of innovation theory is a particularly good theoretical framework to apply to an EBP project. However, students may also choose to use change models, such as Duck’s change curve model or the transtheoretical model of behavioral change. Other conceptual models, such as a utilization model (Stetler’s model) and EBP models (the Iowa model and ARCC model) can also be used as a framework for applying your evidence-based proposal in clinical practice. Apply one of the above models and carry your implementation through each of the stages, phases, or steps identified in the chosen model.

In 500-750 words (not including the title page and references page), discuss applying one of the change models to the implementation plan:

Devry HRM590 Final Exam 2016 Latest June

Devry HRM590 Final Exam 2016 Latest June in $27 only (Instant Download)

Question 1. 1. (TCO A) HRM has never been a revenue-generating department. However, many companies are seeing the value in collaborating with HRM based on a strategic focus. Explain how HRM is now considered a strategic partner in most companies and provide an example of this strategic alliance. (Points : 30)

Sample Answer:

Human resource management has always been an essential aspect of running a business and even though it is not directly a revenue-generating department, it has a lot of consequence upon the business of the firm. In recent times, businesses all over the world have been putting more focus on human resource management because…

Question 2. 2. (TCO B) Describe the difference between human resources as a back-office support function and strategic human resource management. Discuss two strategic HR methods for recruitment. (Points : 30)

Question 3. 3. (TCO C) Describe four potential HRM risks related to employment laws. (Points : 30)

Question 4. 4. (TCO D) Hardwick’s Fabric Store contracted with you as an HR consultant. They have asked you to review their jobs to ensure that they align with the industry; however, they do not want a long process, but just a simple review of their current jobs. Explain the value of job analysis to Hardwick’s owner. Review the necessity of job descriptions and what would happen if Hardwick decided not to use job descriptions. (Points : 30)

Question 5. 5. (TCO E) As the director of HR, you have the responsibility of implementing a layoff for a medium-sized company. Review the key issues that must be settled in the implementation. Discuss some strategies you can take in order to reassure surviving employees after a layoff. (Points : 30)

Question 6. 6. (TCO F) Describe the difference between employee development and employee training. Explain the value that employee development brings to the business. (Points : 30)

Question 7. 7. (TCO G) Incentives are rewards intended to motivate a specific behavior. Appropriate incentives stimulate performance. Explain how pay for performance plans are designed to reward individuals as well as team results. Evaluate the value of pay for performance plans as it relates to the organization/business. (Points : 30)

Question 8. 8. (TCO H) Discuss two major trends in human resource technology and the ways in which they are transforming the HRM function. Be sure to provide examples of each. (Points : 40)

Sample Anwer:

Two major trends pertaining to human resource technology would include social media hiring and millennial challenges. Social media hiring is engaged in through the social media platform, through which it becomes possible for the human resources to approach the talented pool of employees faster. It reaches….

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