It is essential for nurse managers to assess the performance of clinical nurses, and to manage them effectively and efficiently as a human resource. There are several techniques of performance assessment in organizations, and in health care contexts such as in nursing (Roussel & Swansburg 2006), including the use of a consistent numerical assessment system by managers or qualitative appraisal approaches (Murphey, 2004). For over three decades, organizations have considered performance appraisal systems as key organizational processes for the management and development of personnel (Giangreco, Carugati, Pilati et al 2010; Levy & Williams 2004; Ferris, Timothy, Basok et al 2008). The aim of performance appraisal systems is to regularly offer a comparison between the level of performance expected by any one organization and the performance achieved by an individual or group of individuals. These comparisons are based on objective and subjective factors (Coates 2004). The basis for performance evaluation is that measuring performance helps to improve performance by providing concise feedback on how the individual or department is doing in the workplace. The popularity of the use of appraisal systems is however surrounded by a forceful debate on their productivity and the related costs and benefits. ‘It is widely believed that performance appraisals
THE RELATIONSHIP BETWEEN PERFORMANCE APPRAISAL SYSTEMS AND NURSING STAFF PERFORMANCE Introduction ‘Performance appraisal is a major component of the evaluating or controlling function of nursing management’ (Roussel & Swansburg 2006, 463). When employed appropriately, the performance appraisal process governs employee behavior, resulting in greater production of goods and services of a higher quality…
An overview of KFSHRC 10 2. The performance appraisal system in KFSHRC & PAS Manual 11 Benefits of PAS 13 3.Review of literature 13 4. Discussions and analysis Process of appraisal system 18 Conflicts in performance evaluation and bias values 19 Conflicts in appraisal towards poor performance 20 The new thinking of management appraisal 20 Individual performance and system performance 21 5.Recommendations and conclusion 21 Chapter 2.
Though there is a considerable amount of predisposition in the society to declare that a happy worker is a good worker, this proposition lacks solid empirical evidence. In other words, the results of various studies in this direction lack unanimity to reach an indisputable conclusion.
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.
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.
According to the discussion that there are some collaborative techniques that employers use in order to evaluate employee performance and these techniques can be quite helpful in conducting performance appraisals as well. These techniques include management by objectives or MBO, work planning and review, peer review.
In simple words, performance appraisal is a systematic evaluation of the individual with respect to his performance on the job and his potential for development. Performance appraisal is concerned with determining the differences of performance among the employees working in the organization.
However, it should be noted that the kind and nature of performance appraisal determines whether the employees would get motivated or not (Grote 103).
This means that it important to come up with a comprehensive performance appraisal system that
When used properly, appraisals help in identifying and correcting mistakes, encouraging superb performances by employees, and achieving the organization’s objectives. The ultimate goal of appraisal systems is to ensure that
Performance appraisal may vary from one concern to another that it does not necessarily have to follow a general protocol. But appraisal is a performance feedback given on a regular basis at the end of specific months. No matter how big an organization is, it is the prime duty of an employee to realize his position in a company and his goals.
Also, the potential biases of the appraisals in hindering the achievement of organizational objectives have been reviewed.
Appraisal refers to the mode through which a business examines and evaluates the work and behaviour of an employee by
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