In performance management, the most important part includes conducting performance appraisals of the employees by their supervisors. The current discourse hereby aims to reflect on performance appraisals in one’s work setting, including any participation in a 360-degree evaluation. Performance Appraisals Received In the capacity of a registered nurse with a Nursing and Rehabilitation Health Care Facility, one has definitely received performance appraisals from one’s supervisor. It was acknowledged that performance appraisals are meant to assess and evaluate the actual performance of individuals against the pre-determined targets. These processes also serve the function of aligning individuals’ goals with organizational objectives, and therefore provide a direction to individuals’ actions; performance appraisals help in setting the right expectations from individuals. As such, it was confirmed that the appraisal has been connected to the strategic plan of the health care facility; as well as to the nursing unit. Connection to Strategic Plan The connection of the performance appraisal to the strategic plan of the facility; as well as to the objectives of the nursing unit is definitely advantageous both to the organization and to me, as a nurse. Performance appraisals provided the needed inputs by decision makers in the health care facility with regards to human resource requirements, salary adjustments, and the employees’ attitudes and abilities through feedback mechanisms integrated within the performance appraisal (PA) system. Advantage of Connection to Strategic Plan In terms of the benefits to nurses, these performance appraisals clearly show how efficient we are in fulfilling our responsibilities and in conforming to standards of health care. For instance, we have to ensure safety of the patients at all times; no medication errors; focus on customer satisfaction through high quality patient care. Through performance results, we are apprised on our abilities to achieve standards and objectives within a defined time frame and with minimum complaints or errors. These become the basis for promotions and salary increases. This PA model is very similar to many other behavior-based models that have been extremely successful in the healthcare organizations, as pointed out by Chandra and Frank (2004). Likewise, the current system is corroborated in a recent empirical study in Nigerian organization which indicated that such strategic management of performance by linking performance appraisal to career progression and employee participation will enhance the employee’s commitment towards the job and the organization (Abdulkadir, Isiaka & Adedoyin, 2012). Participation in 360-Degree Evaluation A very successful and famous PA method is the 360-degree feedback process which reportedly involves receiving feedback from various people working with the employee directly or indirectly. Accordingly, the process helps individuals to understand various perspectives which other stakeholders hold about themselves with respect to their peers, customers, clients, and shareholders (Weiss & Kolberg, 2004). As a nurse, one had been a participant in the 360-degree process through being informed of the results of one’s performance appraisal and by relaying personal comments and inputs on the assessment. One strongly believes that the inputs provided are instrumental for leaders and decision makers to
Leadership Journal 3: Performance Appraisals Course Number – Date Leadership Journal 3: Performance Appraisals In contemporary organizations, the overall performance is measured through various indicators, of which, financial condition is a major facet…
In nursing, performance appraisal motivates nurses to provide high quality patient care. ‘The results of performance appraisal are often used for promotion, selection, and termination, and to improve performance’ (Roussel & Swansburg 2006, p.464). Performance appraisal forms a part of the science of behavioral technology.
The managers must be able to have a better view of the real and actual performance of their subordinates or employees. There must always be a good reason for every employee to believe that what their managers perceived about their performance has something to do with their own abilities, strengths, skills and acquired knowledge in their jobs.
It takes care of the Nakheel’s talent which it needs to harness over a period of time. The process of performance appraisal brings together the individual and organizational development that is taking place within the organization. Nakheel looks forward to having the best possible partners which are there within the business operations and Kenexa makes it possible for it.
Variation in Appraisal Methods between Levels 8 3.2.5. Monitoring the Appraisal Scheme 8 3.3. Strengths and Limitations 9 4. Recommendations 10 5. Bibliography 11 6. References 12 7. Appendix ‘A’ 14 8. Appendix ‘B’ 15 1. Introduction Performance management and performance appraisal are used pervasively throughout various organisations in order to meet their business objectives while facilitating employees as optimally as possible.
he important functions executed in an organisation that formulates and implements policies regarding recruitment and functioning of the employees ensuring that appropriate talents are selected for the job assigned (Clark & Colling, 2003). In the modern day perspective, there are various tools utilised for the execution of the prime functions of HRM.
Various facets of operations and functions are being measured against standards to ensure that identified goals are effectively achieved. In health care organizations, performance evaluations are part of the functions of nurse managers and leaders with the aim of delivering high quality patient care.
There are different methods being adopted for appraising the employee performance. The performance appraisal is a formal programmed in any organization which is aimed not only to enhance the contribution of the organizational members in terms of their performance but also to spot the potential of the people for the individual and organizational development.
This paper aims to support as well as present the systems approach towards performance appraisal that would be considered effective for the position of public health nurse. There were 76 performance appraisal problems
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