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Program evaluation & strategies

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Why should program evaluation be used or not used for public health and not-for-profit institutions in the development of adaptive strategies? Include
supporting rationale in your response.

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https://brainmass.com/business/business-management/program-evaluation-strategies-484617

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The response addresses the queries posted in 396 words with references.
This paper talks about program evaluation and its utility in public health and non-profit organizations. Program evaluation is the technique where the importance of a policy or a program is estimated by collecting and analyzing information. It is also applied in public health and non-profit organizations.

Program evaluation for public health and not-for-profit institutions

Program evaluation is a technique through which it is known whether manpower, funds and other resources are worth to be used for a program or policy by gathering the appropriate information and analyzing it. It is useful and applied to all kinds ...

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The response addresses the queries posted in 396 words with references.

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Recruitment and Selection Strategies in HRM

Select a job for which as a HR practitioner, you may be required to hire an employee. You must be able to obtain at least the position description and person specification for this job. It could be a job, one you have found on an internet site; or one you have discussed with someone working in a particular organization. It is important you can access sufficient detail about the job to be able to prepare this assignment properly. The advertisement for the position should not be any more than six month old. (Job position must be in Australia)

Hint: if you choose a job from a newspaper or recruitment website, you can usually obtain job descriptions and person specifications from the organization or the recruitment firm. Government and semi-government organizations usually supply this information as part of the recruitment package.

Based on the information you have about the job, address the following issues:
Part A-Recruitment strategy
 Identify and list the key selection criteria you would consider for the position; either from the person specification, or from your interpretation of the documentation you have been provided (i.e. some will detail specifically the key selection criteria for the position; others will simply provide a list of required knowledge, skills and abilities).
 Describe and justify the methods you would use to recruit an appropriate pool of applicants.
Part B-Selection strategy
 Assuming you have a pool of potentially suitable short-listed applicants, describe and justify the selection methods you would use to identify the most suitable applicant.
Appendix: you must attach the job advertisement (including date of advertising), the job description and the person specification (sometimes referred to as job specification) for the position.

Report format (excluding report front matter, reference list and appendices). Harvard reference style, at least 15 references; all references must be academic journals. The report should include an effective introduction and conclusion; an executive summary of no more than one page to preface the report; and a table of contents to give guidance to the reader.

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