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Critique of Performance Evaluation: Nurse Navigator
Pages 3 (753 words)
One important developmental function of human resources management is the appraisal of employee performance. For many organizations, the heart of the development process is composed of on the job and off the job activities that are designed to teach the individuals new abilities and skills.
An organization’s performance appraisal program is generally created and implemented in order to meet both developmental and evaluative objectives of the employees. According to Kleynhans (2007), performance appraisal is one of the most effective strategies of measuring the performance of the employees in the organization. In case of the role of Nurse Navigator, it is important to ensure that this individual is good in the area of interdisciplinary team coordination. Basically, a nurse navigator is primarily concerned with coordinating the activities of the other co-workers, physicians as well as the patients in order to ensure that that the desired clinical outcomes are obtained. Therefore, it is imperative to appraise the navigator in this area so as to establish the areas that may need improvement so as to enable them to perform effectively in this particular task. The other evaluative aspect of nurse navigator is related to monitoring and influencing core measures and quality outcomes. This is meant to ensure that the unit based nursing staff is familiar with all necessary measures that should be taken in order to ensure that the best outcomes are achieved in terms of their clinical obligations. The nurse navigator should also be appraised and evaluated for ensuring that the nursing managers are carefully implementing their work. ...
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