Performance Appraisal
Performance Appraisal
U7a1
Johnnese Jones
February 23, 2013
MHA-5022
Dr. Miller
Abstract
Performance appraisals are designed to give an objective on the evaluation of an employee’s performance and also outline the measures or development for improvement that would be essential to the organization to move ahead (Chandra & Frank, 2004). In the healthcare system, there is an unsatisfied measure that the outside companies are used to perform these appraisals. The staff would like to do the evaluations themselves so that there is a relationship built between the employer-employee. I will look to determine what an employee appraisal consists of, how healthcare tracks the quality of work that is done by an employee. A mock performance appraisal will be evaluated based upon the scores that the employee received and from those scores will look to develop an action plan for recommendation to improve the employee’s quality of work. There will be an establishment of the current trends of recruiting, selection, and development as well as the future trends as to where employee appraisals will be in the future based on the effectiveness of new technology and theories.
Performance Appraisal
Performance appraisals are important to the organizational productivity and the career development of an employee (epa.gov). A current performance appraisal was conducted on an Environmentalist Senior Government employee. This review was completed based upon the duties and responsibilities of this employee in an in depth performance evaluation. Inside of the evaluation included a breakdown of the performance of the goal and objectives that was to be performance by the employee. By analyzing the goals and objectives a semi-annual inspection was performed, a semiannual monitoring was performed, an in-service training evaluation, and a 26-30 day care center inspection took place. This appraisal will affect the overall job performance of this individual and will depend
U7a1
Johnnese Jones
February 23, 2013
MHA-5022
Dr. Miller
Abstract
Performance appraisals are designed to give an objective on the evaluation of an employee’s performance and also outline the measures or development for improvement that would be essential to the organization to move ahead (Chandra & Frank, 2004). In the healthcare system, there is an unsatisfied measure that the outside companies are used to perform these appraisals. The staff would like to do the evaluations themselves so that there is a relationship built between the employer-employee. I will look to determine what an employee appraisal consists of, how healthcare tracks the quality of work that is done by an employee. A mock performance appraisal will be evaluated based upon the scores that the employee received and from those scores will look to develop an action plan for recommendation to improve the employee’s quality of work. There will be an establishment of the current trends of recruiting, selection, and development as well as the future trends as to where employee appraisals will be in the future based on the effectiveness of new technology and theories.
Performance Appraisal
Performance appraisals are important to the organizational productivity and the career development of an employee (epa.gov). A current performance appraisal was conducted on an Environmentalist Senior Government employee. This review was completed based upon the duties and responsibilities of this employee in an in depth performance evaluation. Inside of the evaluation included a breakdown of the performance of the goal and objectives that was to be performance by the employee. By analyzing the goals and objectives a semi-annual inspection was performed, a semiannual monitoring was performed, an in-service training evaluation, and a 26-30 day care center inspection took place. This appraisal will affect the overall job performance of this individual and will depend
References: Chandra, A. & Frank, Z.D. (2004, Jan-Mar). Utilization of Performance Appraisal Systems in Health Care Organizations and improvement Strategies for Supervisors. The Health Care Manager, 23(1), 25-30. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/15035345. EmPerform (2013). Retrieved from http://www.emperform.com/assesment.php Employee Performance (2013). Retrieved from http://www.employee-performance.com/whitepapers/Best_Practices_for_Employee_Performance_Reviews.pdf Epa.gov (2013). Retrieved from http://nepis.epa.gov/Exe/ZyNET.exe/20014H5A.txt?ZyActionD=ZyDocument&Client Greguras, G.J., Robie, C., Schleicher, D.J., & Golf, M. (2003). A field study of the effect of rating purpose on the quality of multisource ratings. Personnel Psychology, 56, 1-21. Fandray, Dayton (2001, May). The New Thinking in Performance Appraisals. Workforce, 36-40. Retrieved from http://www.workforce.com/article/20010429/NEWS02/304299991/the-new-thinking-in-performance-appraisals Fleming, C. (2003). Make performance appraisals matter. Credit Union Magazine, 69(9), 21-24. Retrieved from http://search.proquest.com.library.capella.edu Horowitz, Russel (2008, September 30). Performance Management Best Practices. Kwela Leadership & Talent Management ( Rev. 2). Vancouver, CA. Retrieved from http://www.leadership-vancouver.ca/resources/documents/PerformanceManagementBestPractices-Kwela.pdf TVEDT, V. M. (1986). An analysis of halo effect in relation to job characteristics in a performance appraisal system. Memphis State University). ProQuest Dissertations and Theses, , 78-78 p. Retrieved from http://search.proquest.com.library.capella.edu/ The Employee Performance Management Solution of Choice for Healthcare Providers. (2013). Retrieved from www.aha-solutions.org/.../halogen-datasheet-011411.pdf