Note: You will begin this Evaluating Performance Management Systems Essay Assignment in Week 5 and it will be due by Day 7 of Week 7. Plan your time accordingly.
Depending on your experience in healthcare, and other fields as well, you may be familiar with a performance management system or primarily with one aspect of assessing performance, the annual performance review. As a critical distinction from the annual review, performance management goes beyond a list of skills to rate or expected behaviors to check off, to a larger consideration of goals to reach and specific improvement strategies to implement.
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Gaining understanding and perspective on a nurse executive’s role in performance management is the purpose of this Module 3 Assignment. To help inform your thinking and both the opportunities and challenges of performance management, you will gain firsthand information through an interview with a nursing professional whose responsibilities include those you will assume as a nurse executive.
Follow the guidelines for this Evaluating Performance Management Systems Essay Assignment as provided in the overview documents. You are encouraged to give yourself adequate time to reflect on your interviewee’s responses, the better to support you in assuming this aspect of the work of a nurse executive.
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To Prepare:
Review the Learning Resources on performance management for support in preparing for your interview with the human resources nurse manager.
Access and review the Performance Management System Interview Guidelines and Questions document for guidance on selecting a nurse executive to interview, and on planning, conducting, and analyzing the interview responses.
Note: You are required to complete and submit Page 2 of this Guidelines document in a Word file identified as “Interviewee Profile and Confirmation Signature.” Be sure to obtain the full signature of your nurse executive interviewee to confirm the individual’s participation. Initials and/or only first or last name are not sufficient.
Access and review the Performance Management System Interview Matrix Summary Template. Consider how you can use this matrix to help organize information and conclusions from your interview.
When you have completed the interview, reflect on the results, including background information on the professional, the healthcare organization, and performance management system. As needed, follow up with your interviewee by phone or e-mail to clarify answers and conclusions Evaluating Performance Management Systems Essay.
Assignment:
Part 1: Interview Matrix Summary
Complete the Performance Management System Interview Matrix Summary, provided with the Assessment materials, to create a visual summary of the information gathered through your interview with the nurse executive.
Part 2: Interview Reflection
In a separate Word document, write 2–3 pages that reflect on the interview and your overall impressions. Include the following points in your reflection:
Briefly describe the professional you interviewed, including title, years of experience, and his/her healthcare organization (e.g., size, location, special services). Note: Be mindful of your interviewee’s privacy in the details you provide. Evaluating Performance Management Systems Essay
Explain the concept of “performance management” that guided your interview and the interviewee’s responses.
Evaluate the healthcare organization’s performance management system for effectiveness, drawing on the interviewee’s assessment and your own observations and conclusions.
Describe characteristics and/or factors that stand out to you as contributing to the system’s strengths and weaknesses.
Describe actions, strategies, or approaches that you would recommend to address weaknesses in the system.
By Day 7 of Week 5
Note: There is no Assignment due in Week 5.
Reminder: The School of Nursing requires that all papers submitted include a title page, introduction, summary, and references. The Sample Paper provided at the Walden Writing Center provides an example of those required elements (available at http://writingcenter.waldenu.edu/57.htm). All papers submitted must use this formatting.
Learning Resources
Required Readings (click to expand/reduce)
Fried, B. J., & Fottler, M. D. (Eds.). (2018). Fundamentals of human resources in healthcare (2nd ed.). Chicago, IL: Health Administration Press.
Chapter 6, “Organizational Development and Training” (pp. 150–173)
ChaNote: You began this Assignment in Week 5 and it will be due by Day 7 of Week 7. Plan your time accordingly.
Depending on how you have planned and organized your interview tasks, you may be well into summarizing your conversation with your nurse executive interviewee or beginning that process. Keep in mind the goal of understanding performance management as a system as you reflect on the information you have gathered. As needed, follow up by phone or e-mail to clarify answers and conclusions Evaluating Performance Management Systems Essay. If time allows, you may ask the interviewee to review a rough draft of your interview summary, to ensure that you captured the individual’s intent.
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To Prepare:
Consider how you would summarize the interview to provide a thorough description of the performance management system.
Consider strengths and weaknesses of the system, as described by the interviewee, and from your own analysis.
Review the Learning Resources for support in evaluating this performance management system and strategies for addressing its weaknesses.
Assignment:
Finalize the Module 3 Assignment Part 1, Interview Matrix Summary, and Part 2, Interview Reflection.
By Day 7 of Week 7
Submit your Assignment Parts 1 and 2, plus the Interviewee Profile and Confirmation Signature page, in three separate Word files. pter 7, “Performance Management” (pp. 174–204) Evaluating Performance Management Systems Essay
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Part 1: Interview Matrix Summary
| Characteristics/Factors
|
Performance Management System for Maternity and Delivery ward |
| System Features | |
| Employee Evaluation Criteria |
The executive nurse worked in the Maternity and Delivery ward. |
| Sources of Evaluation Criteria |
The sources of evaluation criteria included the rate of patient Satisfaction. |
| How Criteria Communicated to Employees |
The criteria were communicated to the employee through the issuance
of the expected code of ethics and conduct. Evaluating Performance Management Systems Essay |
| How Components of
Performance Management Are Interconnected in the
|
The connectivity between the performance management concepts was
based on the criteria that a high performance was associated with high patient satisfaction. |
| How Information Collected, Maintained, Consolidated, and Summarized on Employee Performance and Retention |
The information was collected through the nurse assessment forms given
to the patients at the time of discharge. The forms were submitted electronically whereby the patients were required to rate the nurses from their PADs/ tablets. The forms were compiled and analyzed depending on the scale formulated to assign the satisfaction scores. The employee performance and retention reflected the rate of satisfaction. The employees with the highest patient satisfaction scores were regarded as top performance and had higher chances of being retained. Evaluating Performance Management Systems Essay |
| Technology Integration in the System |
The technology included use of the electronic medical records to
assess the rates of care such as workloads per employee. The EHRs were also used to assess the number of successful cases per employee. |
| Privacy Protections
|
The employee assessment platform was only accessible to the patient
via use of the biometrics. The nurses could not rate themselves since their biometric data was not saved under the patient’s database. Again, the rates could not be deleted, altered, or accessed by anybody except the head of human resource management. |
| System Analysis | |
| How System Supports
Employee Development
|
The system used by the hospital was important in enhancing the development of an organization culture that aims at satisfying the patients. The nurses were encouraged to practice the best nursing protocols that enhance the healing, safety, and quality care. Evaluating Performance Management Systems Essay |
| How System Supports
Employee Retention
|
The system was crucial in identifying the nurses with the highest performance on the nurses of patient satisfaction. Such employees would be retained. |
| Use of Peer Reviews/
Multisource (360 degree) Feedback and Effectiveness
|
The hospital uses the 360-degree feedback. The 360-degree feedback has
been effective in creating a community with well connected health professionals joined by the interest to fulfil the patient’s needs of care. However, the 360-degree feedback system has contributed to nurse burnout as the nurses overwork to meet the expectations of the employer. |
| How Training Used to
Enhance Employee and Retention
|
The training included workshops, seminars as well as talks and presentations
by people in the hospitality as well as medical professionals. Such training has been productive in shifting the minds of the nurses to assume the business understanding of the hospital alongside the provision of quality care. |
| How Training Used to
Support Managers That
|
The training has been used as a tool of assessing the efficiency of the
performance before and after training to analyze the effect of nursing training on the patient satisfaction. The training has been used as a way of collecting evidence-based management strategies that enhance the quality of care. |
| Mechanisms for Employee
Input on the System
|
The employee is also given the employee-employee appraisal platforms
whereby they vote amongst themselves on the basis of different criteria to rates of employee-employee relationships and performance. Evaluating Performance Management Systems Essay |
| System Evaluation | |
| How Well System Supports EmployeePerformance Growth and Development |
The system is essential in promoting competitiveness among the nurses on
the basis of meeting the patient’s needs. The employee performance is enhanced as the nurses struggle to satisfy the patients. The system supports the growth since the employees are encouraged to satisfy more patients by giving excellent services. |
| How Well System Supports Employee Retention |
The system supports employee retention by emphasizing that the high
rates of patient satisfaction promote employability. |
| Performance Management
System Strengths
|
The strengths of the performance management system include encouragement of provision of quality care. The system also encourages following the right protocols
of the hospital. The performance of the nurses is enhanced and promote the provision of quality care. |
| Performance Management
System Weaknesses
|
The performance management system encourages nurses to work harder
since satisfaction of the patient influences employee retention. Therefore, the system promotes nurse-burnout as well as employee dissatisfaction from work. Evaluating Performance Management Systems Essay |
| Overall Conclusions
|
The performance management system based on the patient satisfaction
enhances performance and quality of care. |
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Part 2: Interview Reflection
The executive nurse worked in a 150-bed capacity maternity and delivery ward of a teaching and referral hospital in the UK. The interviewee was a female with a vast experience in bedside nursing and an MSc in nursing. The significance of choosing the M & D ward set-up was due to the complexity of the environment on the bases of the employee requirements. The M & D ward was characterized by the unique demand for nursing care and a large task force. Therefore, the critical nursing environment in such set-ups is associated with the quality of care and nurse-patient relationships.
As stated by Fried & Fottler (2018), human resource management in healthcare units influence performance. The creation of organizational culture in the hospital entails the relationships between the workers as well as their rights. The safety of the environment, cooperation, the relationship between the employees as well as their performance assessment/ appraisal influence the quality of care. In this context, the human resources management of healthcare is essential in the creation of the working environment that promotes growth and development. For this case, training and educational approaches for the nursing employees enhance their skills, performance, confidence levels as well as patient satisfaction.
The performance management concept that guided the interview included the effect of patient satisfaction as a tool for assessing the performance of the nurses. Furthermore, the rate of patient satisfaction was linked to employee performance and retention. The healthcare facility used patient satisfaction scores as a method of rating the performance of the nurses. The hospital used software for assessing the nurses, whereby the patients were requested to rate their satisfaction on the computer devices used by the nurses (PADs and Tablets). The hospital used the data to assess the performance of the nurses as well as make informed decisions on employee retention. In this manner, the hospital emphasized that high patient satisfaction scores translated to better performance and increased chances of job retention. The hospital used a patient-centered approach whereby electronic medical records were essential in the collection and management of patient data. The computer devices were used and indicated better management of patient data for easier retrieval (Gomes, Hash, Orsolini, Watkins, & Mazzoccoli, 2016).
An evaluation of the performance of the management system illustrated high effectiveness. The nurses had high competence levels due to the urge to meet the patient’s satisfaction. The relationships between the nurse and the patients as well as amongst the nurse indicated top qualities. The nurses treat each other with respect and camaraderie. The teamwork spirit of the nurses enhanced the performance of the hospital as well as the satisfaction of the patients. The nurses were well informed about their responsibilities and expressed themselves professionally. The hospital had the nursing community that exhibited a high level of confidence in communication as well as reliability to provide quality care. The performance management system enhanced confidentiality such that the identity of the patient or peer-peer reviewer was not revealed to the employee being reviewed. The protection of the patient’s privacy contributed to increased confidence among the patients and the reliability of the performance assessment (Swathi, Krishna, & Somu, 2019).
The strengths of the performance management system include encouragement of the provision of quality care. The system also encourages following the right protocols of the hospital. The performance of the nurses is enhanced and promotes the provision of quality care. Although the performance management system helps nurses to work harder, there are also some disadvantages to the system. Evaluating Performance Management Systems Essay. For instance, since the satisfaction of the patient influences employee retention, there was a high pressure on the employees to satisfy the patients. Therefore, the system promotes nurse-burnout as well as employee dissatisfaction from work. Nurse-burnout and job dissatisfaction are liked to demotivation and poor performance of the nurses. Therefore, there should be ways of encouraging and motivating the nurses, such as recognition of excellent performance by salary increments, promotion as well as paid work leaves (Abdullah & Nusari, 2019).
References
Abdullah, W., & Nusari, M. (2019). THE RELATIONSHIP BETWEEN NURSES’JOB
SATISFACTION AND NURSES’PERFORMANCE IN THE PUBLIC HEALTH CARE SECTOR IN YEMEN. International Journal Of Management And Human Science, 3(2), 23-43.
Fried, B. J., & Fottler, M. D. (Eds.). (2018). Fundamentals of human resources in healthcare (2nd
ed.). Chicago, IL: Health Administration Press. Evaluating Performance Management Systems Essay
Gomes, M., Hash, P., Orsolini, L., Watkins, A., & Mazzoccoli, A. (2016). Connecting
professional practice and technology at the bedside: nurses’ beliefs about using an electronic health record and their ability to incorporate professional and patient-centered nursing activities in patient care. Computers, Informatics, Nursing, 34(12), 578.
Swathi, K. S., Krishna, B. G., & Somu, G. (2019). Assessment of In-Patient Satisfaction Using
Importance-Performance Map Analysis. Indian Journal of Public Health Research & Development, 10(6), 267-271. Evaluating Performance Management Systems Essay