Essay On Performance Measurement

Topic 3: 1. There are a few different ways that performance management studies affect patient care outcomes. Warburg (2006) outlines a couple of them. One way is that performance management studies highlight the need for measurement as a central part of performance management. Studies illustrate how the different aspects of performance management link with patient outcomes. This assists health care managers in designing the best performance management systems for their organizations. The way a performance management system is designed has a high degree of influence over patient outcomes. Therefore, it is valuable for managers to know what types of performance management systems exist, where they are best applied, what the expected outcomes of implementing such systems might be and what the risks associated with these systems might be. All of these different factors are covered in the studies around performance management systems in health care.

The Performance measurement strategies that continue to support and participation in the Hospital quality allowance.

Clawson, J., Lawyer, P., Schweizer, C., & Larsaon, S. (2014, January 16). Competing on Outcomes: Winning Strategies for Value-Based Hea

In order to properly understand the study correctly, it is important to understand the two major driving forces in which were used to measure and judge “self-perceived capability.” The first measure was the decision-making latitude they need to provide high quality care. The second is the necessary tools and resources. The physicians who perceived themselves as fully capable measured to be more productive and loyal. They were 61% less likely to show signs of burnout and 76% less likely to plan on leaving their current employers.

My overall performance score would be a ten (10). Even though, my department had an employee relation issue for six-month, the issue was resolved. Moreover, my team members are engaged employees that are empowered to make the necessary changes to ensure that the organization’s goal are met. Furthermore, my department is filled with the best and brightest in the field of information technology so any goal that is given to my department, the department has proven that it will succeed in the task. Thus, quantifying my managerial style with high rating in performance appraisals and my department being the most sought after department by current employees of the organization and recent college graduates.

Edinburgh College is going through major change at the moment with the merger of 3 Edinburgh College’s coming together. Our new principal is in place and is currently setting the new management structure and organisational objectives for the next 5 years. Edinburgh College must find alternative

Medical staff relations and quality of care are important attributes of hospital performance that can be difficult to measure, interpret, and compare with other health care organizations (Zelman et al. 2003).

Some hospitals are very famous, however there might be some doctors who are irresponsible in their job. They might find their job boring and not important as they have been doing the same routine over and over again every day. However, their job is very important to the patients, as their lives will depend on the doctors. Hence, the consultation fee might not determine the quality of the doctors

Effective management and effective performance measurements have a very close relation with management and practice (Drucker 1995). The effect of the performance depends upon the usages of the management. The performance measures have meaning when they are compared. The comparison may help in achieving goals or assess trends overtime or weighting performances of one organization to another (National Research Council, 2005).

The performance appraisal is very important to smooth the development of the organization and the employees itself. It helps the workers know and develop their performance, knowledge, skills and ability to ensure they can develop themselves better in the future. By doing the performance appraisal evaluation, the organization can identify their workers strength and weaknesses easily. Basically in organization, every individual have the different attitudes, characteristics, skills, ability and knowledge that makes them different among each other. Maybe some of the workers are excellent in the accounting; so they can work at the financial department and many else. If the workers are lack of knowledge in some field or related department and do not know how to complete the task given, the manager of the organization can know what kind of training needed by the workers and send them to the training centre to helps them develop their skills, knowledge and ability to avoid the workers do the same mistake besides can improve their performance to a better level in the future. (Snell & Bohlander, 2010). For example, the CIMB Group was conducted CIMB-Insead Leadership Programme to develop leadership skill sets and competencies as leaders transition from business management to group management and understand individual leadership strengths and weaknesses and develop improvement action. At last, it is the duties of Human Resource Management in CIMB Group to formulate the best training program for each of the employees to develop their talent, strengthen their skills and better understanding about their job in order to achieve the organization’s

An organizational goals can be attained only when people put their greatest efforts. So the organization has to ascertain whether an employee has contributed his or her best performance. Performance appraisal is an objective assessment of an individual’s performance against well-defined benchmarks. The other terms used for performance appraisal are: performance rating, employee assessment, employee performance review, personnel appraisal, performance evaluation, employee evaluation and merit rating. The performance being measured against such factors as job knowledge, quality and quantity of output , initiative, leadership abilities, supervision, dependability, co-operation, judgement, versatility, health, and the like. Assessment

The performance appraisal report must be done genuinely and should not be based on biased. Performance of the employees should be evaluated taking all the aspects into consideration and should not be restricted to only one criteria. Performance appraisal is not a one-time affair, for better result the organization should do the appraisals in frequent intervals. Rating employees based on personal preferences, likes, dislikes, must be avoided so that employees gain confidence on the system of appraisal and are motivated to work hard and provide

Eastern Medicine Company uses the rating scales whereby the organization’s employee’s performances rated against a given scale. The rating method of employee appraisal helps the management determine which area the examination will evaluate (Lyster & Arthur, 2007). For instance, the examination can be used to evaluate the teamwork, reliability, job skills and communication skills. The appraisal is used to assess the collaboration of the workforce in the various department, job skills of each employee are evaluated against the developed scale and the communication amongst employees and with their superiors.

Fortunately, I can re-engage members of my team and build back their pride and commitment. But I'll need to make a continuous effort and a strong investment in positive human capital management techniques. Re-Engaging Team Members results in turning negative back to positive.

Many studies have been done over the period on performance measurement in many countries. However a few of the topics are worth mentioning and reviewed.