Human resources
Review
11 days ago 15
Chapter7excerise11.docx
Chapter7excerise11.docx
Stacie Staton
Healthcare Human Resource Management
COURSE NUMBER: HLAD 4107
Dr. Kashif Ahmed
10/16/2026
Introduction
Effective performance management is essential in healthcare organizations because it promotes employee accountability, teamwork, communication, and quality patient care. Summit River Nursing home, a 60- bed nursing facility, has experience challenges involving communication breakdowns, medication errors, and resident satisfaction. Although the facility has a positive reputation and adequate staffing, its current performance management system focuses primarily on individual employee performance management system focuses primarily on individual employee performance rather than teamwork. According to Aguinis (2023), performance management is an ongoing process that involves identifying, measuring, and developing employee performance while aligning individual contributions with organizational goals. As a consultant to the human resources director. I would recommend revising the performance management systems to strengthen teamwork, improve communication, and enhance resident care.
How Would You Proceed with Modifying the Performance Management Process?
The first step I would take in modifying the performance management process at Summit River Nursing Home would be to evaluate the existing system and identify areas requiring improvement. The current 12- item graphic rating scale measures individual characteristics such as productivity, reliability, attitude, and job knowledge but does not adequately assess teamwork and collaboration. I would recommend developing a more comprehensive evaluation system that measures both individual accomplishments and team performance. In addition, I would conduct employee surveys, review performance evaluation, and meet with department supervisors to identify communication barriers and workplace challenges. Aguinis (2023) emphasizes that effective performance management requires clearly defined expectations, continuous feedback, and employee development. Establishing measurable performance standards related to teamwork, communication, medication safety, and resident satisfaction would help align employee performance with organizational objectives.
What Specific Strategies Should Be Considered? There are several strategies that should be considered to improve the performance management process at Summit River Nursing Home. I would start by recommending implementing team-based performance evaluations that assess communication, collaboration, problem-solving, and conflict- resolution skills. These evaluations would encourage employees to recognize the importance of working together to provide safe and effective resident care.
Next, I would introduce regular performance feedback sessions instead of relying exclusively on annual evaluations. Continuous feedback allows supervisors to identify performance concerns early and provide employees with opportunities for improvement (Aguinis ,2023).
The third thing I would establish is measurable performance goals focusing on reducing medication errors, improving resident satisfaction, and strengthening communication between departments. The Agency for Healthcare Research and Quality (AHRQ)n.d.) emphasizes that effective teamwork and communication are important components of patient safety.
Lastly, I Would implement employee recognition programs to acknowledge individuals and teams demonstrating outstanding collaboration and commitment to resident care. These strategies would promote employee motivation, accountability, and continuous organizational improvement.
Whom Would You Involve in Developing the Process?
Developing an effective performance management system requires participation from multiple individuals throughout the organization. I would involve the human resources director, facility administrator, nursing director, department supervisors, frontline employees, and representatives of contract staff.
What obstacles Might Arise, and How Would You Overcome Them?
One significant obstacle in implementing the revised performance management system would be employee resistance to change. Employees who are accustomed to individual evaluations may feel uncomfortable being assessed on teamwork and collaboration. Another challenge would involve incorporating contract employees who work part-time or on an as -needed basis and are not fully integrated into the organization’s existing performance management process. Other obstacles could include scheduling conflicts, limited training resources, inconsistent supervisory evaluations, and communication difficulties between departments. These challenges could interfere with successful implementation and reduce employee participation.
To overcome these obstacles, I would begin by clearly communicating the purpose and benefits of the revised performance management system. Employees should understand that the goal is to improve teamwork, patient safety, and organizational effectiveness rather than create unnecessary criticism or punishment.
I think the training for supervisors and employees on performance expectations, communication, conflict resolution, and evaluation procedures. Contract staff should receive appropriate orientation and participate in relevant training opportunities. Coordination with contracting organizations would also help establish consistent performance expectations while respecting contractual responsibilities. I would also like to introduce the revised system gradually and evaluate its effectiveness through employee feedback, resident satisfaction surveys, and patient safety indicators. Continuous monitoring would allow management to identify challenges and make necessary adjustments. According to AHRQ, structured teamwork training can support better communication and safer health care practices.
References
Agency for Healthcare Research and Quality. (n.d.). https://www.ahrq.gov./teamstepps/index.html
Aguinis, H. (2023). Performance management (5thed.)
Chapter7excerise11.docx
Stacie Staton
Healthcare Human Resource Management
COURSE NUMBER: HLAD 4107
Dr. Kashif Ahmed
10/16/2026
Introduction
Effective performance management is essential in healthcare organizations because it promotes employee accountability, teamwork, communication, and quality patient care. Summit River Nursing home, a 60- bed nursing facility, has experience challenges involving communication breakdowns, medication errors, and resident satisfaction. Although the facility has a positive reputation and adequate staffing, its current performance management system focuses primarily on individual employee performance management system focuses primarily on individual employee performance rather than teamwork. According to Aguinis (2023), performance management is an ongoing process that involves identifying, measuring, and developing employee performance while aligning individual contributions with organizational goals. As a consultant to the human resources director. I would recommend revising the performance management systems to strengthen teamwork, improve communication, and enhance resident care.
How Would You Proceed with Modifying the Performance Management Process?
The first step I would take in modifying the performance management process at Summit River Nursing Home would be to evaluate the existing system and identify areas requiring improvement. The current 12- item graphic rating scale measures individual characteristics such as productivity, reliability, attitude, and job knowledge but does not adequately assess teamwork and collaboration. I would recommend developing a more comprehensive evaluation system that measures both individual accomplishments and team performance. In addition, I would conduct employee surveys, review performance evaluation, and meet with department supervisors to identify communication barriers and workplace challenges. Aguinis (2023) emphasizes that effective performance management requires clearly defined expectations, continuous feedback, and employee development. Establishing measurable performance standards related to teamwork, communication, medication safety, and resident satisfaction would help align employee performance with organizational objectives.
What Specific Strategies Should Be Considered? There are several strategies that should be considered to improve the performance management process at Summit River Nursing Home. I would start by recommending implementing team-based performance evaluations that assess communication, collaboration, problem-solving, and conflict- resolution skills. These evaluations would encourage employees to recognize the importance of working together to provide safe and effective resident care.
Next, I would introduce regular performance feedback sessions instead of relying exclusively on annual evaluations. Continuous feedback allows supervisors to identify performance concerns early and provide employees with opportunities for improvement (Aguinis ,2023).
The third thing I would establish is measurable performance goals focusing on reducing medication errors, improving resident satisfaction, and strengthening communication between departments. The Agency for Healthcare Research and Quality (AHRQ)n.d.) emphasizes that effective teamwork and communication are important components of patient safety.
Lastly, I Would implement employee recognition programs to acknowledge individuals and teams demonstrating outstanding collaboration and commitment to resident care. These strategies would promote employee motivation, accountability, and continuous organizational improvement.
Whom Would You Involve in Developing the Process?
Developing an effective performance management system requires participation from multiple individuals throughout the organization. I would involve the human resources director, facility administrator, nursing director, department supervisors, frontline employees, and representatives of contract staff.
What obstacles Might Arise, and How Would You Overcome Them?
One significant obstacle in implementing the revised performance management system would be employee resistance to change. Employees who are accustomed to individual evaluations may feel uncomfortable being assessed on teamwork and collaboration. Another challenge would involve incorporating contract employees who work part-time or on an as -needed basis and are not fully integrated into the organization’s existing performance management process. Other obstacles could include scheduling conflicts, limited training resources, inconsistent supervisory evaluations, and communication difficulties between departments. These challenges could interfere with successful implementation and reduce employee participation.
To overcome these obstacles, I would begin by clearly communicating the purpose and benefits of the revised performance management system. Employees should understand that the goal is to improve teamwork, patient safety, and organizational effectiveness rather than create unnecessary criticism or punishment.
I think the training for supervisors and employees on performance expectations, communication, conflict resolution, and evaluation procedures. Contract staff should receive appropriate orientation and participate in relevant training opportunities. Coordination with contracting organizations would also help establish consistent performance expectations while respecting contractual responsibilities. I would also like to introduce the revised system gradually and evaluate its effectiveness through employee feedback, resident satisfaction surveys, and patient safety indicators. Continuous monitoring would allow management to identify challenges and make necessary adjustments. According to AHRQ, structured teamwork training can support better communication and safer health care practices.
References
Agency for Healthcare Research and Quality. (n.d.). https://www.ahrq.gov./teamstepps/index.html
Aguinis, H. (2023). Performance management (5thed.)