Presenter Notes

Slide1Good morning My name is and Im happy to be here today for this presentation. We result be discussing ways to maximize the use of our homo Re off decorates de per centumment and I go away concentrate on the ways our mankind Resources department ordure be utilise for man-to-man surgery ideas, ways of assessing our groups and successiveness excogitationning.Slide2What ar proceeding judgments? Simply put, they argon the rating of designs that are pre-determined and l crowd by two the employee and presidential term (Harvard Business Press, 2009). They are use to measure an employees motion and aggroup surgical operation.Why are feat judgements unsay? A mathematical operation estimation can be use to proffer documentation for whatsoever indispens satisfactory-bodied disciplinary or termination issues. It can in like manner be put ond to identify the best employees. This impart military service counsel identify employees individual strengths and weaknesses. This leave alone aid employees reach their highest potential. Management is indeed commensurate to take the teaching to identify veracious planning and feedback for every employee. We would cease to pull through without our patients. long-suffering satisfaction is a major factor inwardly the shaping. Thus, patient satisfaction comments post an primary(prenominal) source of documentation when victimisation consummation approximation.The implementation estimation can translate an objective evaluation. The goals should be unvarying among completely employees inside each trading verbal description. rating because would be conducted apply the equal benchmarking. utilization of the same goals and expectation inside the job description helps heed avoid discrimination complaints.The way police squad up must(prenominal)iness(prenominal) take ownership of the procedure approximation carcass and emphasize its splendour and usefulness to ou r employees. Our employees must touchableize the value of our appraisal agreement and be actively involved withhis or her own appraisal to take ownership of his or her own successes.A performance appraisal can provide clarification of expectations, oversight communication, increased consistency, and expand accountability. Our company forget favourable through boosted productivity, retaining sleep withd employees, and the fostering of socialisation that offers employees and management to communicate and share ownership in the evaluation motion.Slide3PlanA date and time should be inflexible upon in arouse to minimize potential conflicts and result for proper preparation. The appraisal should take ready in a location that provide provide loneliness and limit interruptions.DocumentPositive and negative documentation should be collected from the employee hire date. This on the wholeows for an accurate, solid performance appraisal to be delivered. Collection of this do cumentation can extend in many ways, but most a great deal occurs through e-mails, feedback from group up genus Ph solelyuss, disciplinary paper trim, current job description and scope of practice, attendance, patient satisfaction surveys and managements own nones. This cultivation exit allow the necessary information that will be postulate to deliver an accurate and well-founded performance appraisal.Review away AppraisalsHas the employee reached his/her goals from the last performance appraisal? Determine what actions requisite to take posture for this employee to improve current performance, what management can do to help the employee reach these goals and provide praise for actions the employee has done well.There are potential drawbacks when using performance appraisals. It is very much a hard assign to distinctiate between governingal performance and individual performance (Towney & Harris, 2000). A performance appraisal whitethorn be ineffective if it does no n correspond with the close within the establishment (Schraeder, Becton, & Portis, 2007). Also, if not used correctly, a performance appraisal can be damaging to a company. Complications arisingimpede improvement Soltani (2005) believes that performance appraisals willadversely strickle quality improvement within an administration due to negative perceptions. Negative perceptions act appraisals can be stressful and uncomfortable for some(prenominal) the employee and management. This often is true if the employee being appraised does not institutionalize management or they believe the appraisal is an rehearse to be endured and executed. Erroneous information Accurate information should be provided within the performance appraisal. It should be used to comparability current performance to pre-established criteria and the employee should be rated honestly.Often, this is not the case and the employee will receive puff outd ratings to beguile the employee to avoid conflict. Le gal issues When not conducted appropriately, performance appraisals can cause legal issues for the scheme. Thus, the performance appraisal must be free from bias and discrimination. Professional goals functioning appraisals are used to outline an employees performance goals. An overly challenging goal may affect the employees quality of work, live onledge and skills. This would not be beneficial for the ecesis or employee. New employees should focus on on outcome goals or else than performance goals initially. locomote requital A deficit in performance-based stand may be linked to the performance appraisal. This leads to strain among employees and management.Slide4The employee should be informed of any performance pay increases after the appraisal. The rationale for not giving any increase in performance pay should be discussed with the employee and allow the employee any rebuttal if not in agreement with the appraisal.Goals must be communicated with the employee and mu st be in alignment with organisational culture. They must be specific, measurable, supported, and achievable. These goals will be motivators for the immediate time to come. unaccessible goals are discouraging and provide no real way to achieve company goals. Documentation of the plan of action for the employee should be completed. This documentation will provide a record of what has been tried, lessons learned, and the swayion in which the employee should take to meet goals.This will help the employee gain noesis and experience prior to taking on special responsibilities. Thus, providing theemployee with his/her strengths and weaknesses. Next the discussion for what the employee goals will be for the future future should take place. New goals should be addressed. The employee should be will to correct any performance issues.The performance appraisal process should include this step for an general effective process. This allows management and the employee to be involved with th e process.Slide5The employee should know where he/she stands in obtaining performance goals. Thus, providing feedback is an constituent(a) part of the task. The feedback should be delivered to the employee to motivate the employee but alike help him/her identify any weakness in his/her performance and to help contribute to growth. The employee should advance the appraisal with knowledge of what he/she specifically indispensabilitys to improve on and the actions lacked to improve. However, management may unknowingly refer mistakes when delivering feedback. This may impede the employees performance. Some instances that may be counter-productive to providing feedback is not honestly providing accurate feedback because of a negative connotation, focusing on the individual rather than actions, generalizing the feedback granted, and offering solutions with negative feedback just.Personality Appraisal The employees reputation may be appraised sort of of his/her performance. This may leave the employee get holding attacked. Demoralizing The appraisal may provided provide feedback on what you are not doing well, instead of what you have done correctly. I Talk, You Listen glide slope The appraisal should allow for conversation to take place. The employee should be allowed to ask questions and not to have to sit gently and listen to only what management wants to say. Surprises The employer should not confusion the employee. The employer should provide feedback at times opposite than the performance appraisal, especially if the actions of the employee are negative.Performance appraisals are not often looked fondly upon. Management delivering the appraisals postulate to use the appraisal as a way to provideboth incontrovertible and negative feedback. This will make the process to a greater extent effective and beneficial to both the organization and employee.Slide6The performance appraisal should be completed using simple language. Do not use chamfer when speaking with the employee. The employee expects honesty, so dont glossiness over the appraisal if it is not as controlling as the employee hoped. This isnt the time to renegotiate the goals set at the beginning of the year, but to deliver the information on any deficits the employee had. The theater director delivering the appraisal should not be afraid to praise the employee for doing a good job. On the other hand, if the employee has not performed as expect, the manager should not feel the take up to hide the abominable news.The employees performance is not a materialization on that manager, but the employee. It is not ethical to inflate an employees performance detail to spare feelings. Doing so, real will expose the organization to liability. Feedback should be inclined throughout the year so there is no surprise or likelihood for any confrontations during the appraisal review. The employee will respect the manager more when this takes place thence waiting until the pe rformance appraisal for all the information to be divulged.Slide7Is the company concerned with employee successes? Yes When the employee is able to succeed in rack uping his/her goals, the organization succeeds as well. change magnitude efficiency and production are achieved when management and employees work together with a common goal. The organization will exist only when our company invests in our employees.Professional investment begins upon the employment of the new employee. The employee was hired for his/her individual set of skills and knowledge. The roles and responsibilities of the employee evolve and grow as the organization evolves. Thus, the organization continues to invest in the employee for both the organization and employees welfare.There is a benefit to helping an employee expand in passe-partout exposement.The organization invests in that employee and hopes to promote the culture of the company. This allows the employee to adapt to changing demands in the wo rk environment. When the employee is triple-crown, then the organization appears more prospered.A successful performance appraisal will benefit the organization by providing professional development of the employee. This will help the organization induce a employee that follows the culture of the organization. This leads to increased employee satisfaction and results in decreased employee turnover.Slide8Teams of individuals compose an organization. There are organizational expectations for a police squads performance. Four areas need to be considered when assessing a teams performance. These areas are financial health, market wins, service quality and in the flesh(predicate) development (Smith, 2004). Financial viabilityFinancial viability is all important(predicate) in measuring team performance. This tells management how well the team utilizes employees and keeping the overall costs reduced.Market winsThe assessment of the team in marketing gives the organization a printin g of how well the team is doing in comparison to company goals. Service QualityThe team is assessed on how important they make the consumer feel and attention paid to postulate of the consumer. Was the care appropriate and did the team provide the consumer an luck for communication of his/her needs? Personal DevelopmentThe team is assessed on the investment of each team members personal development. Did the team members achieve his/her goals and how does this compare to the overall team efforts? Specific evaluations can be good indicators in overall team satisfaction.Slide9A multi-source feedback homunculus is one that gathers information on an employee from members within the employees immediate peer group. This caseful of feedback warning will include direct feedback from peers, supervisors, andsubordinates. This model also gives the employee a chance to evaluate his/her own performance. Feedback may also come from external sources, such as patients. Multisource feedback may b e contrasted by upward feedback, where feedback is given from direct reports and traditional performance appraisals, where his/her direct supervisor only evaluates the employee.This combination of appraisals chinks accurate assessments of employees and teams. Supervisors would be able to utilize feedback from the employees peers, patients, and his/her own individual performance review. The employees must separate individual assessments from team assessments to ensure accuracy. This type of evaluation also allows for praise to be given when it is due.The multi-source feedback model can also be utilise for team performance evaluations. The multi-source feedback model allows supervisors see the performance of a team from all points of view. This model would be able to identify if the team is meeting organizational goals.Slide10 Managers must be consistent when evaluating team performance and employees. The manager must understand the importance of the assessment strategy. For example , the employee evaluation focuses upon the individual employee while the team evaluation focuses upon the team as a whole. Thus, it is important to have a system in place for evaluations. The nature of the team type of evaluation needs to be focused on discussions rather than undying form filing. This makes sense because the manager will need to gain an taking into custody of the whole team and the successes win in meeting designated objectives.The discussions need to focus on what can strengthen the team and what individual opportunities exist for individual team members. The team members must feel comfortable and be encouraged to be assailable during the discussions. Employee evaluations focus on the individual employee and conducted with that employee only. There are many types of evaluations available to assess an individual employee in an ongoing performance assessment. Individual assessments are aimed at providing feedback to the employee and management for administrative decision-making and employee development. The primary purpose of an employee performanceappraisal is to improve the employee to achieve goals.Slide11Individuals are not happy doing the same job over and over again without the prospect of something more interesting or challenging being offered to them. Employees who anticipate a long-run career path will look at options available to them. They will likely be more motivated and productive. They will want to understand what is expected from them and think about what they need to do to persist in with the company.Succession be after helps the organization plan what it must do to provide professional development for our employees. A successful strategy provides cross- didactics and mentoring to employees and prepares them to be ready to step into other jobs and responsibilities should the luck present itself. This allows the organization to function effectively. To ensure growth and sustainability, an organization should implement a epoch planning strategy. This will guarantee the organization proceed successes and allows the organization to develop more leaders within (Beck, 2013).Slide12The organization can use succession planning through the development of more leaders within the actual organization. This allows the organization to invest in employees, which provides substantiative reinforcement and satisfaction. This also allows to place employees in different positions should the necessity arise to convey positions due to unanticipated circumstances. The actual candidates selected must be chosen carefully, since the candidates will be expanding their competencies and skills to ensure they will be able to lead others. The candidates must be familiar with as many departments as possible so they are able to foster a greater brain of the organization and culture.Successional planning should be a benefit within the organization. This can be used to help recruit valuable employees. This will help aid theorga nization attain the mission and goals set forth.Slide13 Identification of key positions should be completed. Next, key employees should be determine for these positions. The employees should have adequate development and training to attain the organizational mission and goals. This would ensure the employees identified for these positions would be prepared to step-in to these key positions. This assures the organization has created a group of highly competent employees to advance within the organizational framework.The employees selected must be willing to participate in succession training for the schedule to work. The organization must ensure the employees selected have the sought after abilities and talents to follow the career paths set forth by the company. This is where professional development is key. The organization has created the opportunity for the employees and the organization must motivate the employee to grow. This will help the organization develop employee loyal ty and reduce turnover.Senior leadership must be involved for succession planning to be effective and successful. This leadership must effect integral in the training and development of the selected employees. The senior leaders must buy-in to the concept of succession planning and provide a positive mental attitude to the development and training.Slide14The performance appraisal system provides opportunities for professional development and training, encourages positive company attitudes, and provides the opportunity for a clear understanding of expectations to be seen. The actual appraisal provides the opportunity to reward, encourage, and polish off expectations for employees. Appraisals are meant to be as accurate as possible and be fairly administered.The appraisal system can be utilized in both individual and team evaluationapproaches. The appraisal system should always be given in a non-threatening manner and be a positive experience even when the appraised employee doesnt meet expectations. The appraisal should provide a platform to help motivate and develop employees.The goals of employees and the organization should be aligned so both entities reap the rewards. Evaluation of both individual and team performance is beneficial in increasing productivity individually and organizationally. This leads to a more accurate evaluation.The multi-source feedback model can be utilized to evaluate team and individual performance. Peers, supervisors and the individual teal member is able to evaluate performance. This model can be used to identify strengths and weaknesses that can then be discussed and a plan of action be implemented to promote professional growth.Succession planning is the strategy utilized to fill vacant positions with qualified employees. The key positions are initially identified and then the employees are identified for these positions. meaningful training and professional development will then take place for succession within the organiza tion.The goal of this presentation is to foster the understanding of a successful performance appraisal process. Our organizational goal is to provide support to our employees by promoting professional development to attain our organizations mission and goals.Slide15 The Human Resources department is ready to help prepare performance appraisal forms, establish protocols, provide managerial training to improve communication skills to help deliver performance appraisals, and ensure the performance appraisal process complies with all laws.The attitude conveyed by the CEO and Board is a positive one that shows a commitment to our employees and has our employees best interests in mind.They want employees to be vested in our organization and provide professional development to all involved.Our organization is taking a positive attitude to performance appraisals and is promoting them as a positive opportunity for constructive change. Performance appraisals are not to be used as a disciplin ary measure.Our organization supports all employees and will continue to help our employees become engaged in a process that will retain them. Interventions will be implemented for those who need improvement. Positive reinforcement will be used at all times.