Contribution to Society

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Table of contents
Contents | Pages|
1.0 introduction | 2-3|
2.0 overview of NHS Shetland | 3|
2.1 NHS performance system| 4|
3.0 overview of Biogen Idec Inc. | 5|
3.1 Biogen Idec Inc. performance management system | 6|
4.0 comparisons between NHS and Biogen performance system| 7| 4.1 Weakness of both Performance management systems| 8-9| 4.2 General summary of both performance approaches| 10|
5.0 conclusion | 11|
6.0 references| 12-13|
7.0 appendixes | 14-15|

1.0 Introduction:

Performance management strategy refers to a systematic approach which measures performance and development of individuals within an organization. The performance management strategy also manages individual’s activities to ensure that the strategy and vision of the organization is achieved (University, 2000). On the other hand, a strategic performance management system is a process which am organization takes place through the mission, strategy and objectives of the organisation to make it measurable by key performance indicators or by critical success factors. The main objective of a strategy for performance management is to corrective actions to keep the organisation on track and improve overall organizational performance (Welch, 2010). An integrated strategic performance management systems is involved several activities are presented in figure-1. Figure-1: Integrated strategic performance management

Source: (ap-institute, 2011)

The performance management system is important for any organization’s overall development because the process ensure all employees understand organization’s vision and goals and they work towards common goals where individual performance drives organizational performance (Martinez, 2000). It empowers employees to make clear understanding of job expectations and therefore the organization is benefited from efficient performance. A strategic performance approach checks regular feedback of performance which helps to identify strengths and weaknesses of individuals and organization (POOE, 2007). In addition, it can indicates steps for improving performance where is needed after monitoring the performance and base on this it helps to make plan for improvement. A performance management system motivates employees by Rewards for good performance which increase efficiency of an organization.

2.0 Overview of NHS Shetland:

NHS Shetland provides health care services to 360,000 peoples within rural and urban area 507 square miles through its communities, agencies and partners as well. The main objectives of NHS Shetland are to improving the health of the people of Shetland (shetland, 2011). The services are mainly treated in Hospital and other Community Services which are supported from Gilbert Bain and Montfield Hospitals. It incorporates with two hospitals, 10 health centres and a number of other locations in the community including schools, mobile units, the remote islands and patients' own homes. Moreover, the community also provides consultants for out-patient clinics, in-patient and day-case surgery by providing supplement the service provided through locally based consultancy.

In addition, NHS Shetland is determined to fulfil the need, provision for both local residents and the transient population by ensuring healthcare facilities. The health care services are found in Shetland-wide and which are for everyone including for staff as well.

2.1 NHS performance management system:

NHS Shetland adapted a performance management system with partners’ agencies to achieve goals. The performance management framework has built up upon strategic to improve and measure individuals and overall organization’s performance where the 30 HEAT targets and 33 HEAT key indicators are set up as measurement tools (refer to appendix-A and appendix B).

The main reason of performance management system leads to make outcomes for users and public to improve...
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