OverviewComplete the Performance Appraisal Types and Evaluation formative before completing this assignment.Vila Health is working to engage all medical staff to move into a healthcare outcomes framework that seeks to support long-term wellness for all clients. This goal requires a restructuring of current recruitment, retention, and talent development systems.Vila Health’s leadership has decided to get assistance from you, working as an external contractor, to help guide the organization to develop best practices in recruitment, retention, and talent development. You are asked to analyze strategies and techniques and prepare an executive summary for Villa Health’s senior leadership that conveys the results of your analysis for best practices for talent development. You may use Executive Summary Topics [DOCX] as a guide.InstructionsBased on your analysis with Vila Health, write your executive summary in which you:Analyze evidence-based best practices for human resource management used in creating an employee-centered organization as those best practices relate to the organization’s vision, mission, culture, and strategy.Analyze best practices and expectations for accountability in human resource management and talent development in healthcare organizations.Propose leadership strategies to achieve organizational human resources goals and challenge the status quo.Propose interventions to promote collaboration and goal attainment.Describe how performance appraisals can be used to impact effective talent development and employee retention.
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Performance Appraisal Types and Evaluation
Performance Appraisal Types and Evaluation
Performance Evaluation
The Vila Health performance appraisal story continues and the Department of
Surgery won out at Vila Health and is now moving forward with a traditional
approach to performance appraisal. Below are the descriptions of several types
of evaluation systems that involve both the employee and supervisor.
1. Ranking systems. This lists all employees in a designated group from
highest to lowest in order of performance. It’s very hard to measure
individual performance between employees. The challenge in this a system
is how to accurately differentiate among individual employees. The primary
drawback of the ranking system is quantifying the differences in individual
performance (SHRM, 2020).
2. Forced distribution. This includes rating employees so that they are arrayed
in a normal distribution. The supervisor allocates a percentage of the ratings
within a group of employees. The distribution of performance levels may or
may not be a normal distribution (bell curve). This means sometimes rating
officials are forced to make difficult performance appraisal calls, to stay
within the system. Most employees would be aligned to a proficient level
with a few at exceptional and a third group that needs improvement (SHRM,
2020).
3. Management by objectives (MBO). This process involves goals that are set
by the employee and the supervisor with the intent of achieving major
objectives by the individual or the department they lead. Usually employees
are appraised approximately once a year, and their success is measured
against an agreed upon standard (SHRM, 2020). This rating is separately
considered. No employee group is compared to any other.
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Performance Appraisal Types and Evaluation
4. Graphic rating scale (GRS). This represents an appraisal type with multiple
attributes linked to behaviors, such as: attendance record, attitude, quality
and quantity of work performed ability to sustain professional. Rating are
supported at three to five levels, and examples include: unacceptable,
acceptable, successful, highly successful and superior). This rating is
separately considered and no employee groups are compared.
Reference
SHRM. (2020). Managing employee performance. Retrieved from
https://www.shrm.org/resourcesandtools/tools-andsamples/toolkits/pages/managingemployeeperformance.aspx
To support your assessment that is selecting a performance appraisal for
evaluation of a group of health care workers within Vila Health, respond to the
following questions:
QUESTION 3 of 4
If several departments within Vila Health agree that they seek a performance
appraisal that will compare the performance of employees in some form of
combined group assessment, then which of the following is correct?
Select one answer
?
a) Forced distribution.
Correct. Forced distribution includes ratings of employees in
an organization that are arrayed in a normal distribution.
The supervisor allocates a percentage of the ratings within a
group of employees. The distribution of performance levels
may or may not be a normal distribution.
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Performance Appraisal Types and Evaluation
b) Management by Objectives (MBO).
Incorrect. MBO is a process where goals are set along with
the supervisor with the intent of achieving major objectives
by the individual or the department they lead. Usually
employees are appraised approximately once a year.
FEEDBACK
Your answer is correct.
QUESTION 4 of 4
If several departments agree that they seek a performance appraisal that will
not compare the performance of employees in some form of combined group
assessment, then which of the following is correct?
Select one answer
?
a) Forced distribution.
Incorrect: Forced distribution includes ratings of employees in
an organization that are arrayed in a normal distribution.
The supervisor allocates a percentage of the ratings within a
group of employees. The distribution of performance levels
may or may not be a normal distribution.
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Performance Appraisal Types and Evaluation
?
b) Ranking systems.
Correct: Ranking systems list all employees in a designated
group from highest to lowest in order of performance. It’s
very hard to differentiate and measure individual
performance between employees.
FEEDBACK
Your answer is incorrect. The correct answer is b.
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Congratulations. You have
completed this activity.
This activity supports HR professionals who must effectively manage
employee performance management in a field that has become highly
specialized and offers a wide variety of professional roles that vary in terms
of educational and experiential requirements.
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Performance Appraisal Types and Evaluation
In your assessment, you will examine the HRM health care challenge of
restructuring Vila Health’s current performance evaluation systems and
guide the organization to the best performance appraisal type for physicians,
nurse practitioners, and physician assistants.
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Executive Summary Topics to Be Covered
Include relevant data and resource information.
Human Resource Management and Talent Development
1. Organizational mission, vision, culture and strategic direction.
2. Evidence-based practices.
3. Philosophy or culture statement.
4. Human resource goals and challenge to status quo.
5. Talent development strategies.
6. Accountability best practices.
7. Leadership strategies for organizational improvement.
8. Performance appraisal systems and retention strategies.
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