Sustaining Employee Performance
Christina Ladach, Ryan Smith, Angela Villella, Stephanie Wickline, and Jesus Yanez HRM 300
September 22, 2014
Robert Lacey IV
Sustaining Employee Performance
There is usually a multitude of different positions within an organization. The different positions are determined by the size of the organization. While many positions may have similar characteristics when it comes to performance and compensation many are also at opposite ends of the spectrum. Based on the position, companies may choose different methods of evaluating performance. Companies also choose different pay scales and incentives based on each position. Two positions that may be compared would be a triage nurse and an admission receptionist. While both of these positions exist in the hospital, they are going to be reviewed and compensated in different ways. Function of Performance Management Systems
Performance management system is a process in which companies focus on the performance of the employees and organization. It's a process to improve or build products or service to accomplish the company's mission and goals. Performance management system can include planning work, continually monitoring employees, setting expectations, rating performance, rewarding good performance, and developing performance. Performance management mainly consists of feedback, positive reinforcement, and measurement. Currently, the hospital has information systems for accounting and finance, human resources, customer relationship management, and knowledge management but doesn't have a performance management system in place. It has been recommended that a performance management system be put into place for the triage nurses and admissions receptionist to enhance employee engagement and performance. Enforcing a performance management system will allow the hospital to focus on employee's job performance as well as manage them effectively for the business results the organization wants to see and achieve. The hospital will use integrated software to track employee progress and from the results be able to narrow down what improvements need to be met by the employees, as well as the company. Management will be able to be more responsive and flexible to employee needs while communicating strategic goals, and documenting the communication process. Performance appraisals will also help with the organizational development. Performance appraisal is "part of a system that seeks to motivate employees to maximum performance by evaluating the employee's effort on the job, comparing it to standards, and using those results to help employees improve (DeCenzo, p. 244)." Coaching will be provided from their manager, and performance feedback will be given based upon the coaching. Performance planning will also be relayed as part of the performance management system to establish goals and objectives so that no employee is unaware of what is expected of them as we implement the performance management system. Implementation of the performance management system at first will be on a short term basis while employees and management are getting use to the software. It will be carried out on a weekly base during each employee's one on one with their manager, and results will be gathered and feedback will be given. From those results, the employee will receive praise or coaching on what they will need to improve on. The overall goal is to get all employees on the same page and work towards the company's goals while developing strong employees that will be an asset to the company's future.
Job Evaluation Methods
Job evaluations are used to evaluate an employee’s work and productivity. It not only helps to determine their performance, but it also helps to recognize accomplishments, it helps to determine if there are any future training opportunities and helps the employee develop new skills and set performance goals for the following year (DeCenzo, p. 132)....
Please join StudyMode to read the full document