Performance Management as Modern Approach to Employees’ Appraisal in Healthcare Entities

Abstract

The past twenty years are the time of fundamental changes in Polish economy. It transformed from centrally planned economy to free market one. This concerns almost all sectors also the healthcare one, where the changes have become more dynamic within the last decade. The main aims of the sector reform were to commercialize public entities and to increase the role of private healthcare providers. Presently, both of the objectives are almost fulfilled and because of that competition has increased. This requires implementation of modern methods of management, which are in fact concentrated on intangible resources, such as human resources rather than tangible ones. Considering the challenges that are faced by healthcare providers the paper is dedicated to performance management regarded as the strategic and inseparable element of the human resources management system. The aim of the paper is to diagnose the condition of the PM in the healthcare providers and when applicable propose a set of improvements.

Employee Performance Appraisal In Health Care Organizations: A Systematic Review Search

“…The strengths and weaknesses of the employees are identified through the performance appraisal. In some organizations, the performance appraisal has led to the development of an educational policy (Buchelt, 2011). Results of the performance appraisal should be discussed in a case-by-case manner and its focus is placed on supervisor-employee communications.…”

“…As to the performance appraisal indicators, the main point mentioned is to avoid using ambiguous indicators as they might give such indicators some room for individual judgment and bias (Rolle & Klingner, 2012). The indicators should be, as possible, quantitative, not qualitative and descriptive (Buchelt, 2011). It is similarly suggested that the indicators be developed by the contribution of the employees and timely communication (Vasset et al, 2011).…”

“…The interactions among employees and the extent they respect the values and policies of their organization can also be a critical source for evaluation (Choudhary & Puranik, 2014). For example, the opinions of patients can also be used for assessing the performance of the clinical staff (Buchelt, 2011). An important issue here is to avoid prejudice (Yaghoubi et al, 2010;Elarabi & Johari, 2014) and to involve the employees (Roberts, 2003;Buchelt, 2011;Vasset et al, 2011).…”

“…They are expected to measure the main tasks of the jobs and their responsibilities with a balance between the work process and outputs and also between individual and group performance (Roberts, 2003). Many organizations apply qualitative and quantitative indicators at the same time (Buchelt, 2011). Three approaches were mentioned to develop the indicators of performance appraisal: performance-oriented, behavior-oriented, and result-oriented (Choudhary & Puranik, 2014).…”

“…The patient opinions can also be used for the performance appraisal of the employees. In this method, the patients evaluate the employees including the nurses, physicians, and other personnel they were in contact with (Buchelt, 2011).…”