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In my workplace, performance appraisal is an ongoing process whereby employees are evaluated in a constant basis. The role of performance appraisal in my workplace falls solely on the nurse managers. It is done in the form of an interview whereby both the employee being evaluated and the nurse manager fills a performance appraisal form on the employees performance. Performance in all areas is evaluated and employees are gauged in a scale of one to five with one denoting poor performance and five denoting excellent performance. This, according to Laureate Education Inc (2006) is important as managers may have divergent views in regard to the performance of an employee. This also fosters dialogue between the manager and the employee aimed at ensuring the employee understands all the aspects of the evaluation (Laureate Education Inc, 2006). Areas of weakness are identified and strategies are implemented to help improve employees performance for instance through training. All through the process, the manager conducting the appraisal documents the process through taking notes which are then co-signed by the employee being evaluated.
Performance standards in my workplace are created in collaboration with employees. This is important as engaging employees in designing performance standards fosters a better understanding of the standards and guidelines and hence they are more likely to exceed expectations in their performance (Laureate Education Inc, 2006). The manager guides the employees in identifying behaviors and attitudes that are beneficial and constructive, and those that could have negative implications. These performance standards in my workplace are communicated through trainings, either on-the-job training or formal trainings. Effectively training employees enables them to understand and comprehend what they are expected to accomplish and achieve in their jobs (Laureate Education Inc, 2006).
One of the strengths of this appraisal system in my workplace is
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The declared motto of his organization is: “To continuously improve health care for the public, in collaboration with other stakeholders, by evaluating health care organizations and inspiring them to excel in providing safe and effective care of the highest quality and value” .
It is geared at enhancing employee’s performance and organizational effectiveness and consequently competitive advantage in the labor market. The compensation department is part human resource department as it is concerned with employee base pay and benefits administration.
The employees upon hiring are given job description which specifies the tasks they are supposed to undertake on daily basis although they are reviewed from time to time. The specific tasks are geared towards accomplishment of the overall organization objectives and workers are evaluated based on their performance of the given tasks on annual basis.
The execution and implementation of the accounting standards are needed which should be done by effective corporate governance and strong internal control. Due to the integration of the world’s capital market, a single set of accounting sets are logical and need of the hour which will help in comparing the information related to finance and thereby would enhance the efficiency of the allocation of resources across the border.
The above statistics clearly show the importance of employee performance in an organization. Many people are of the view that better employee performance is the requirement of only the employer; not the employees. However recent studies have shown that majority of the employees wanted to make their employer happier on order to in order to get promotion and other incentives and also to cement their places in the organization.
Pay for performance in medicine is an issue which has evolved lately as being a cost effective way of eradicating wastage in health care spending. There are instances in which positive benefits have been generated particularly in the preventive tests and screening procedures where the data on results and treatment can be availed easily.
In the paradigm case, possession of a controlled substance is one of the crimes that Jones has been previously charged with. As to whether this crime is a misdemeanor or felony remains a subject of discussion. From the facts of the case, it is clear that Jones neither has physical control nor dominion over a controlled substance.
In many companies - but not all - appraisal outcome are used, either straightforwardly or not directly, to help establish reward result. That is, the appraisal outcomes are used to recognize the better performing staff that should get the greater part of accessible value pay increases, additional benefits, and promotions.
The second book “Motivating Human Service Staff: Supervisory Strategies for maximizing work effort and work enjoyment” by Reid & Parsons was written in the year 2006. Authors in this book also provide strategies to keep the workforces motivated through employee engagement, making sure that organizational culture is conducive.