Understanding professional supervision practice

Performance management systems benefit stakeholders at every level if they are implemented successfully. Performance management systems align employee performance with the strategic direction set by the organization. St. Jessica’s Urban Medical Center’s leadership must perform specific actions, prior to implementing the new performance management system, to ensure it is a success. The organization's leadership must disseminate the information throughout the company, create a process that ensures employees can dispute ratings, train raters to evaluate employees and gain buy-in from early adopters (Aguinis, 2013). A newly implemented performance management system will fail if the proper steps are not taken in the beginning.

Darius, performance metrics is a way for the company to measure the employee productivity. Companies such as Verizon’s do measure the employee by the number of sales the employee get from signing people up for new services. However, not only are they looking for their employees to provide customer with new contact but also what them to sell the products as well. They can look and see in the system who is making the most in sales and who is not doing so good in selling. Training opportunity can be mention to the employee to help him or her to get up to speed with the other employees that are doing good. Managers providing their employee with feedback and also goals that they have for the month will give the employee an idea of how they doing.

When it comes to key performance indicators, Cabrey & Haughey (2014) note three metrics that are customarily used. Those metrics are customer satisfaction, cost reduction, and sales and/or profits. A fourth metric that is often used is employee morale. To measure the success of its change initiative, the league must measure the satisfaction of its fans, whether or not it is saving money on its legal issues, and whether or not ticket sales are increasing.

The Performance Measurement is a way to either measure or give a understandable value to what has been done compared to what was supposed to be done. It applies to all aspects in the working environment, such as procedures, critical activities and processes. In other words, first you set pre-defined goals and give away tasks and responsibilities to other workers, then at the deadline you can compare the achieved results to what the original goal was at the beginning. It is also useful to evaluate not only the final result, but even all the actions taken to get that particular results and the way the actions have been taken as well.

To evaluate the Performance in any organization would simply mean to understand the goals and objectives of the company and how the goals/ objectives are achieved are the means of measurement. Different organization will have different objectives. For some it would mean high revenue, managing resources, customer satisfaction, and strong governance, building

|Intergrated Models rely on more than one theory and technique and were designed to be employed with multiple therapeutic orientations. Two intergrated|

LM2c: Develop professional supervision practice in health and social care or children and young people’s work settings.

Measuring performance means when a business will measure the quality of the activities that are passing and the quality of the services provided to the customers by employees. It involves creating a simple, but effective, system for determining whether organizations meet objectives. It’s also a process of collecting and reporting information regarding the performance of an individual, group or organizations. It can

Improving quality of health care for patients being discharged from the hospital with heart failure requires performance measures. A number of cardiac care programs have combined improvement interventions with clinical indicators to close the gaps between routine patient care and evidence-based care (Hickey, Scott, Denaro, Stewart, Bennett, & Theile, 2004). Process indicators are mainly aimed at improving clinical activities and assess what the health care team did for the patient (Wollersheim, Hermens, Hulscher, Braspenning, Ouwens, Schouten, Marres, Dijkstra, & Grol, 2007). In clinical indicators, the word process denotes

When looking at performance management it can be defined as (1) ‘a process which contributes to effective management of individuals and teams in order to achieve high levels of organisational performance. As such it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure it is achieved.’ We can see from this definition that managing performance is crucial to the overall performance of the organisation and meeting its goals and objectives. This process must then be strategic but also link other aspects of the organisation such as individuals and teams. As defined above, performance management is ultimately about achieving high levels of

* Organization performance - defines mission, values, strategies, task standards performance measures and they monitor and develop organizational team and individual performance

Performance management relates to an organization’s ability to implement a system to evaluate and advance employee performance. Achieving peak performance requires consistency, clear objectives, and constructive employee evaluation. According to Mithas, Ramasubbu, & Sambamurthy (2011), an organization must design the performance management system based on extensive research about the organization’s mission, and then properly communicate the purpose of the system to employees, stakeholders, and decision makers. After the performing the research, the information should be used to establish the appropriate performance management specialized for the organization. In addition, an effective performance management system should align

Today, organizations need to have a clear understanding of where their organization is and where it needs to be in the future to secure longevity and financial success (Moore, Ellsworth, & Kaufman, 2011). Organizations need to have a performance management system in place to stay competitive. Therefore, having a well-developed performance management process in place allows the employer and employee to communicate goals, share information, and establish career growth. Performance management needs to contribute to the success of the organization while providing a positive impact on the employees. Therefore, the mission, goals and performance management should coincide with one another.

The components of a successful performance management system will help with defining; the plans to increase profits and the margin objectives. This includes having objectives for your individual employees, managers and anyone that contributes to the overall goals. Keeping a well-defined program will relate back to the planned and projected targets you have put in place in each entity of your company. Having a strong documented plan will also increase the trust factor within your customer base, along with your employees.

Performance measuring is vital part which assessing value of employee and management. Performance can be measure through employee’s overall impact cost efficiency and effectives. (Anon., 2017)