What information is needed as strategies for LGBT Cultural Competence focus assessment implementation and evaluation?
Who needs to brought on board to implement the change?
What sort of interprofessional collaboration is required?
What are the key messages that each group needs to hear?
What sort of preparations are needed?
Who will facilitate this process?
How will you measure the impact of the project?
What results constitute success?
What results would indicate you should modify the project?
What results would cause you to abandon the project?
Will the literature provide me with the direction needed to address my evidence project? Can you help me with additional strategies in implementation and evaluation planning regarding my potential project in a hospital setting?
Thank you in advance for any direction you are able to guide. Again, peer-review review references are helpful. By the way this a nursing leadership project.© BrainMass Inc. brainmass.com October 25, 2018, 8:52 am ad1c9bdddf
The literature I provided in the last post should be pretty universal, especially the Stringer book.
Some thoughts that you may find helpful. Whether or not you truly would like to implement this program, you should work through it as if you are. I feel that it's harder to think critically when it's just an assignment vs. if it could have an impact on someone else's life.
Evidence-based programs are designed to be transferable, however, every community is different, so some change may be needed to make it better fit your target. That being said, it is important to think about where this program will take place. LGBT cultural competence will be quite different if you are working in, say, San Francisco, as opposed to some small town in the bible belt.
Before you can begin planning for change, you need to identify what change is needed. Are you in an area where the LGBT community is more open about their orientation, but the hospital needs further competence to understand their specific health issues? Or are you in a community where the ...
This solution provides an overview of an LGBT cultural competence program assessment and helps answer the various questions asked.
Competency Assessment Structured
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Using Appendix A in Common Sense Talent Management and SHRM's research on HR competencies, identify and discuss three (3) competencies essential for your current role, three (3) competencies for your desired future role as an HR practitioner, and create a development plan for both.
A wellconstructed paper will reference 2 or more academic sources such as your textbook and SHRM resources, adhere to APA standards, and include the following:
Identify three (3) competencies for your current role as an HR practitioner (or if not currently employed in HR, identify three competencies needed to obtain an HR position); Discuss why each competency is necessary for the role, and assess your performance levels identifying your strengths and improvement needs. Perform a gap analysis identifying specific areas needing development.
Future Designed Role
Describe your future desired role as an HR practitioner, and identify three (3) competencies needed. Discuss why each competency is necessary for the role, and assess your current performance levels identifying your strengths and improvement needs. Perform a gap analysis identifying specific areas needing development.
Based on your gap analyses, prepare a personal development plan to address development needs for your current and future desired roles.
A wellconstructed paper will reference 2 or more academic sources such as your textbook and SHRM resources, adhere to APA standards, and include the following:View Full Posting Details