Intervention Theory

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1. Needs Assessment
a. Include the following on your target population:
i. Current prevalence of health indicators, behavioral factors, and/or other
risk factors in your proposed geographic area
ii. Current availability of preventive health services that address your health
issue
iii. Relevant barriers in the service area that your program will address
iv. Current gaps in the availability/provision of services
2. Program Goals and Objectives
a. Draft at least one program goal for your health promotion program plan
b. Draft at least one process objective and two behavioral objectives for your
target population and program
c. Draft at least three learning objectives for your target population. Identify if
these objectives are knowledge, awareness, attitudes, or skill-based objectives.
d. Draft at least 1 outcome objective for your health promotion program
3. Intervention Theory
a. Choose an intervention theory/strategy to use as a framework for your plan.
b. Describe how the intervention theory will help you achieve your program goals
and objectives.
4. Community Organizing and Community Building
a. Identify resources, data, and/or challenges you may need along the way to help with your community organizing efforts for the following steps for community organizing and community building
i. Recognizing the issue
ii. Gaining entry into the community
iii. Organizing the people
iv. Assessing the community
v. Maintaining outcomes in the community

 

 

 

Sample Solution

With regards to the selection process, Llorens and Kellough (2007) asserted that the ability of the organization to employ highly-qualified and effective workforces depend, in large part, on the manner in which selection is performed. Therefore, the selection process plays an important role in ensuring that the organization hires only the best talents in the market. Generally, the primary goal of the selection process is sift and eventually determine the best candidate from a pool of qualified applicants. In relation, Robertson and Smith (2001) noted that in choosing the selection tools and approaches, it is important to pay attention to the ability of selection tools to predict future job performance.

Among the commonly used selection tools are the structured interview, employment background checking, and the psychological tests. The structured interview in particular, are conducted to systematically screen candidates based on a set of pre-determined criteria or attributes (Hallwood 2009). Background checking on the other hand, is conducted to eliminate undesirable candidates (Randall and Randall 2001). Furthermore, Randall and Randall (2001) claimed that employment background checking is a simple and inexpensive in nature. Meanwhile, psychological tests are also conducted to objectively assess the skills, abilities, behavior, aptitude, and attitude of the candidates (Randall & Randall 2001). Through these selection tools, the organization could structurally determine which among the applicants qualify for the position, in a manner that would limit the chance of hiring inappropriate candidates.

For the employees on the other hand, selection techniques, such as structured interviews, employment background checking, and psychological tests, provide equal chance of getting selected for the position. With the formal selection techniques and approaches, all applicants for the job get equal opportunity in getting hired, as all candidates will be required to undergo the process. Generally, potential employees see the selection process as a systematic and objective way of selecting the best candidates as bias and prejudice ar

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