Performance Appraisal Process in a Healthcare Organization

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Performance Appraisal Process in a Healthcare Organization

Table of Contents

Introduction
Main body
Conclusion
References

Introduction

The performance appraisal process is a vital component in a healthcare organization in ensuring quality care. Employees can be evaluated based on established care standards. This process uses well-defined methods to enable employees to get information and determine if they meet the set-out expectations (Moradi et al., 2017). Aspects of a fair performance appraisal in nursing involve the following: one that motivates employees towards more significant achievements, enhances their competence and development, encourages better relationships among nurses and managers, determines their developmental needs, and offers continuous training.

Main body

Currently, organizational managers have recognized that employees are a vital component of an organization and play crucial roles in realizing strategic goals. Performance appraisal is a process that is cyclical and starts when an employee is hired and ends when he or she leaves. Making a fair nursing performance appraisal includes establishing and assessing the nursing needs and goals, setting out objectives and their time frames, making the assessment of the progress, and evaluating their performance. Measuring nursing performance is not an essay task and motivating them is an art that managers have to have in mind (Bayo-Moriones et al., 2020). It is significant to consider cultural sensitivity as the workforce becomes diversified in a healthcare system.

Conclusion

In conclusion, the immediate goals of a nursing performance appraisal have to involve the improvement of care performance and outcomes, which should lead to a positive healthcare organization outcome. The improvement of nursing efficacy and effectiveness is based on their performance appraisal and should be considered by a majority of employees. Occasionally, performance appraisal systems set out have been biased and caused dissatisfaction to employees and mainly due to errors in their contents. Feelings of unfairness and dissatisfaction presented in the performance appraisal will be doomed to its failure.

References

Bayo-Moriones, A., Galdon-Sanchez, J.E. & Martinez-de Morentin, S. (2020). Performance appraisal: Dimensions and determinants. The International Journal of Human Resource Management, 31(15), 1984-2015.

Moradi, T., Mehraban, M. A., & Moeini, M. (2017). Comparison of the perceptions of managers and nursing staff toward performance appraisal. Iranian Journal of Nursing and Midwifery Research, 22:128-34. Web.

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